The Spanish oil company, now Moeve, has tasked a law firm with preparing the employment regulation file, which will be presented to the unions in the coming weeks. The redundancy plan would affect nearly half of the group's 11,000 employees.
The Spanish oil company Cepsa, which has operated under the Moeve brand since October 2024, is finalising a historically large Employment Regulation File (ERE). According to legal sources, the plan would affect around 5,000 workers, almost half of the 11,000 that make up the group's international workforce.
The company has entrusted the preparation of the ERE to a major law firm in Madrid. In a matter of weeks, that firm will present to the unions, especially CC OO, the scope of the file and the names of those affected. From that moment, a negotiation period will open to establish the economic conditions of the layoffs.
Open negotiations and possibility of voluntary departures
In negotiations with the workers' representatives, the number of affected individuals could be reduced and compensation improved. The company could offer incentivised voluntary departures. If there are not enough volunteers, the initial intention is to reach 5,000 layoffs, whether voluntary or forced, according to the aforementioned sources.
This newspaper has unsuccessfully attempted to obtain statements from a company spokesperson. Moeve's silence contrasts with the magnitude of the adjustment, which would be the largest in the recent history of the Spanish energy sector.
Background of labour adjustments
This is not the first time the company has resorted to an ERE. In March 2014, it proposed a voluntary ERE for a maximum of 250 workers from its parent company, affecting the offices in Madrid and its three refineries in Spain: Palos de la Frontera (Huelva), Tenerife, and San Roque (Cádiz).
The most recent process began in April 2024, when Cepsa announced an ERE in its Exploration and Production (E&P) area for 40 workers out of a workforce of 107. This measure was part of the sale of assets in that business and its decarbonisation strategy, which involved divestments exceeding 50% of that division.
In September 2024, the conflict moved to Cedipsa, the subsidiary that manages its own service station network. There, an extinction ERE was announced, which contemplated the closure of 42 stations and the departure of 189 people. CC OO described the decision as
“unacceptable”and warned that it represented
“a direct attack on labour rights”.
At the end of December 2025, CC OO warned that 2026 could bring a new labour front after detecting layoffs at Atlas Combustibles y Lubricantes, a company acquired years ago by Cepsa/Moeve. The union then emphasised that its priority was to seek the maintenance of employment or, failing that, to incentivise
“less painful”conditions, possible relocations, and early retirements.
Restructuring towards renewables
Cepsa is undergoing a restructuring by business areas — crude oil production, service station network, and local subsidiaries — coinciding with its transformation towards renewable energies and low-emission fuels. The company, which changed its name to Moeve in October 2024, seeks to position itself as a relevant player in the energy transition.
According to official data, the workforce has grown in recent years: in 2019 it had 10,146 employees; in 2022 it rose to 10,310 after incorporating more than 850 professionals; and now, with the Moeve brand consolidated, it exceeds 11,000 at the group level. Now, that same group faces a cut that could leave just over 6,000 workers.
For employees, the announcement brings enormous uncertainty. The negotiations will determine whether the adjustment is covered by early retirements, incentivised departures, or forced layoffs. The unions have already shown their strong opposition to any ERE in the past, and all signs point to a long battle ahead.
The timeline is tight: in the coming weeks, the details of the file will be revealed, and the consultation period will open. Affected workers must stay alert to official communications from the company and union assemblies to know their rights and options.
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