Previous attempts to create a more coherent structure, including an agreement on reforms reached in 1997 by employers and trade unions, have not been successful. However, the financial and economic crisis could create a new pattern. In 2011, the Socialist government introduced legislative changes (RDL 7/2011) that played a greater role in company negotiations, and the current centre-right government continued to move in the same direction with additional laws in 2012 (Ley 3/2012) (Ley 3/2012) – developments that the unions rejected. As a result, the current position is that corporate agreements are now fully prioritized in key areas, even though the provincial agreement is still in effect for their sector. At the end of March 2013, only 4,414 contracts with 10,035,500 employees had been signed for 2011 and only 3,016 contracts with 6,693,600 for 2012, although the number for 2012 is certainly increasing due to the registration of deferred agreements.4 Banking unions have always called for voluntary wages to be negotiated unilaterally by companies. because they understand that there is a margin of wage bargaining at the company level. The last agreement to this effect was signed in February 2010, following the absence of an agreement the previous year, when a new three-year agreement was concluded. The Workers` Statute recognises that multi-company collective agreements may include clauses relating to the non-application of agreed wage increases in undertakings, the stability of which may be affected. If the agreements do not contain such “abandoned” clauses, the agreed wage increases can only be avoided by an agreement by the company with the workers` representatives. The collective agreement recommends that collective agreements contain clear criteria for the introduction of variable salary positions, the delimitation of the share of variable remuneration in relation to the total salary and the recognition of the rights of information and participation of employee representatives with a view to the introduction of variable wage systems in the enterprise. Despite these recommendations, the only national sectoral agreement contained in this Regulation for the introduction of variable wage systems in undertakings is that of the chemical industry, which also stipulates that the system, if collective, must be subject to negotiations with workers` representatives. . .