The sixth version of the study conducted by the mining consulting firm, Vantaz Group, analyzes since 2018 the dynamics of negotiation processes in the mining sector, identifying patterns of effectiveness and duration, as well as strategies implemented by companies and unions.
Santiago, Chile, March 3, 2025. The VI Collective Bargaining Study 2024, conducted by Vantaz Group, analyzes the evolution of labor dialogue processes within the Chilean mining industry. Last year stood out as a record period in which the number of negotiations increased with 43 processes in total, 19 more than in 2023, and the participation of unionized workers, evidencing a trend towards more preventive management models.
In fact, almost 20,000 workers participated in the 2024 negotiations, close to 25% of unionized mining workers. Of all the processes, more than half were carried out in advance. However, the strike episodes recorded at Escondida and Caserones during 2024 highlight that certain challenges remain.
In the face of challenges such as automation, new regulations and standards, and fluctuations in copper prices, the ability to anticipate and establish solid labor agreements becomes a determining factor for the stability and competitiveness of the mining sector.
Daniela Desormeaux, Director of Research at Vantaz Group, noted that “the tendency to anticipate negotiations is consolidating. Both companies and unions are planning more in advance, sitting down to negotiate before the established deadlines are met. This has favored a more fluid dialogue, which we consider a positive development”.
The combination of salary improvements and non-economic benefits has been another focal point in the agreements reached, confirming this post-pandemic trend. This comprehensive approach not only incorporates traditional economic incentives, but also reinforces the commitment to the quality of life of workers through access to welfare programs such as scholarship support, gym fees, and nursery bonuses, among other benefits.
As Desormeaux explained, “the pandemic marks a turning point in people's priorities, leading us to value aspects that go beyond the strictly labor and economic. This period favored the implementation of flexible work, generating a change in the way we work and relate to each other”.
Although there is no complete information on the closure of the processes (in terms of bonuses for the end of the conflict), it can be seen that, although these have reached “historical” levels in nominal terms, this is not necessarily the case in real terms. On the other hand, from publicly available information it can be concluded that the gaps between bonuses (maximum and minimum) have shown a reduction in recent years.
Projections 2025
Looking ahead to 2025, this trend of structured and early negotiations is projected to continue, with an estimated 22 to 26 processes throughout the year. However, the concentration of negotiations in 2024 suggests that a new strong cycle of negotiations will be repeated in 2027, as collective bargaining agreements are generally negotiated every three years.
The eventual implementation of multilevel collective bargaining, promoted by the Coordinadora de Trabajadores de la Minería (CTMIN), could mark a new milestone in the way these processes are approached, emphasizing the need to manage labor relations from a long-term perspective and considering the particularities of each site.
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