New 2026 salary agreement for florists: what changes and what you must do

Key data

Florists and companies in the flowers and plants sector that have contracted workers must update their payroll according to the new salary tables agreed for 2026. The Resolution of May 7, 2026 from the General Labor Directorate registers and publishes the salary increase agreement of the XVIII State Collective Agreement for the flowers and plants trade, with retroactive effect from January 1, 2026.

This means that if your company has been paying with the previous year's tables for months, you have accumulated salary differences that you must pay to your workers. The longer you delay regularizing it, the greater the amount of arrears will be.

What does this regulation establish?

The General Labor Directorate has officially registered and published the agreement reached by the social agents of the sector to update 2026 salaries. This agreement establishes the new salary tables applicable to all workers classified under the XVIII State Collective Agreement for the flowers and plants trade.

The collective agreement has national scope, which means its tables apply throughout Spanish territory to companies in the sector, regardless of their size or location. The salary tables are the result of collective bargaining between business organizations and representative unions in the sector.

The resolution has effect from January 1, 2026, although its publication in the BOE occurred on May 20, 2026. This gap between the effective date and publication is common in collective agreements and creates the obligation to pay arrears from January.

The specific salary tables are included in the full text of the resolution, available in the BOE with reference BOE-A-2026-10861. To know the exact amounts by professional category, it is necessary to consult that document.

Economic and operational impact

The direct impact of this agreement is the increase in salary costs for companies in the sector. The specific consequences are:

• Arrears from January 2026: The tables have effect from January 1, 2026. If payroll from January to May was paid with previous values, the company must calculate and pay the accumulated differences for those months.
• Update of current payroll: After publication, all payroll must reflect the new values of the agreed salary tables.
• Impact on Social Security contributions: A salary increase also raises the contribution base, which increases Social Security costs for both the company and the worker.
• Risk of labor claims: Workers have the right to claim unpaid salary differences. Non-compliance can also result in administrative sanctions following a labor inspection.

For SMEs and self-employed workers with staff in the florist sector, this type of update should be managed quickly to prevent accumulated arrears from representing a high disbursement in a single payment.

Who does it affect?

This regulation directly affects:

• Florists and flower shops with workers contracted under the XVIII State Collective Agreement for the flowers and plants trade.
• Distributor and wholesale companies in the flowers and plants sector classified under said collective agreement.
• Self-employed workers in the florist sector who have contracted staff and are subject to this collective agreement.
• SMEs in the sector with any number of employees covered by this collective agreement.
• Workers in the flowers and plants trade at national level, who have the right to receive updated salaries from January 1, 2026.
• Labor advisors and management firms that manage payroll for companies in the sector, which must apply the new tables in their calculations.

It does not affect gardening companies, nurseries or other related sectors covered by different collective agreements.

Practical example

Imagine a florist with 3 workers contracted under the XVIII Collective Agreement for the flowers and plants trade. The company has been paying payroll for January, February, March, April and May 2026 with the previous year's salary tables, without applying the increase agreed for 2026.

When the resolution is published on May 20, 2026, the company has the obligation to:

1. Consult the new salary tables published in the BOE-A-2026-10861 to identify the correct salary for each professional category.
2. Calculate the difference between what was paid and what should have been paid from January 1, 2026.
3. Pay those differences to each worker, normally in the following month's payroll or in an extraordinary arrears payment.
4. Update the contribution bases to Social Security if the salary increase requires it.

If the monthly salary difference per worker were, for example, 30 euros, the total amount of arrears for the 5 months and the 3 workers would amount to 450 euros gross, plus the increase in contributions. This calculation must be done with the exact amounts from the tables published in the BOE.

What should companies do now?

1. Consult the official salary tables: Download and review the complete text of the resolution in the BOE (reference BOE-A-2026-10861) to know the exact salaries by professional category applicable in 2026.
2. Compare with what you have paid since January: Review payroll from January to May 2026 and check if the salaries paid correspond to the new values or if there are pending differences.
3. Calculate and pay arrears: If differences exist, calculate the total amount of arrears per worker and pay them in the next payroll or in a specific arrears payment, reflecting it correctly in the salary receipt.
4. Update contribution bases: Communicate the new salary to your management or labor advisory firm so they can adjust the contribution bases to Social Security if applicable.
5. Update contracts and internal documentation: Make sure that any internal document that records salary conditions reflects the new agreed values.
6. Avoid inspection risk: Non-compliance with salary tables can result in labor claims by workers and administrative sanctions. Regularizing as soon as possible minimizes that risk.