2026 Salary Tables DB Cargo Iberia (Transfesa): Increases from 1% to 5.25%

Key data

Workers at DB Cargo Iberia Rail Logistics, SA —a company known until recently as Transfesa— have new salary tables for 2026 published in the BOE on July 4, 2026. The agreement, signed on May 18, 2026 between the company and the Inter-Centers Committee, introduces a relevant structural change: the system of increases by professional groups is abandoned and a scale of increases based on individual gross salary brackets is adopted.

What does this regulation establish?

The resolution registers and publishes the salary review agreement for 2026 of the Collective Agreement for Special Railway Transport, SA. The most relevant change compared to previous years is the new system of increases by individual gross salary brackets, instead of differentiated increases by professional group.

Scale of increases by annual gross salary bracket

The increase is applied to the complete annual gross salary. The mechanics are as follows: the collective agreement base salary is updated and the excess of the increase that does not fit in the base salary is channeled through a specific concept called "Absorbable Bonus".

2026 Base salary tables (16 payments)

The complete tables set base salaries for all professional groups and levels of the agreement, with Group I base salary as the ceiling (€2,428.13) and Group V Level II as the floor (€1,087.50), both with 16 annual payments.

Absorption mechanisms and exclusions

• Workers who already received individual increases higher than the agreed collective increase are subject to absorption mechanisms: they will not receive double increases.
• The same applies to those who received adjustments to the minimum wage above the collectively agreed percentage.
• Workers hired from January 1, 2026 with salary already above the tables are excluded from the review.

Economic and operational impact

The most immediate economic impact is retroactivity to January 1, 2026: the company must calculate and pay the accumulated salary differences from that date for all workers entitled to the review.

The new bracket system has a clear redistributive effect: the lowest salaries (below €17,100 gross annually) receive the highest proportional increase (5.25%), while high salaries (above €70,000) only increase by 1%. This reduces the relative gap between salary levels within the company.

The channeling of the increase through the "Absorbable Bonus" has operational implications: this concept can be absorbed in future reviews or by individual improvements, which requires payroll-by-payroll monitoring to avoid errors in future settlements.

Who does it affect?

• Workers at DB Cargo Iberia Rail Logistics, SA (formerly Transfesa) included in the scope of the Collective Agreement for Special Railway Transport, SA.
• HR and payroll department of the company: must recalculate salaries with effects from January 1, 2026 and apply absorption mechanisms where applicable.
• Inter-Centers Committee and union representatives: signatories of the agreement, with responsibility for verifying its correct application.
• Workers hired before January 1, 2026 whose gross salary is below the revised tables.

Workers hired from January 1, 2026 with salary already above the collective agreement tables are excluded.

Practical example

Suppose a DB Cargo Iberia Rail Logistics worker classified in Group III with an annual gross salary of €24,000 (intermediate bracket between €17,100 and €70,000). With the previous system of increases by professional group, their increase depended on the group. With the new bracket system, their increase is determined exclusively by their individual gross salary, regardless of the group.

The company must calculate the increase corresponding to that bracket, update the collective agreement base salary to the amount corresponding to the new tables, and channel the rest of the increase as "Absorbable Bonus". Additionally, if this worker already received an individual increase between January and the date of agreement signature (May 18, 2026) higher than the percentage agreed for their bracket, that difference is absorbed and does not generate additional payment.

For a worker in Group V Level II with salary below €17,100 annually, the increase of 5.25% on the complete gross salary represents the highest proportional increase in the agreement, and their new monthly base salary is set at €1,087.50 with 16 payments.

What should companies do now?

1. Identify all affected workers by the review: employees in active service before January 1, 2026 whose salary is below the new tables.
2. Calculate retroactive differences from January 1, 2026 to the date of effective application in payroll, and prepare the corresponding payment.
3. Apply absorption mechanisms for workers who already received individual increases or minimum wage adjustments higher than the collective increase agreed for their bracket.
4. Update the collective agreement base salary according to the new tables and create or adjust the "Absorbable Bonus" concept in the payroll system for cases where the increase exceeds the new base salary.
5. Exclude from the review workers hired from January 1, 2026 with salary already above the tables, documenting this exclusion.
6. Verify the complete tables published in the official BOE resolution for all professional groups and levels, as the summary only covers the extremes (Group I and Group V Level II).

Official source

Consult complete regulation in official source (BOE-A-2026-14550)

Notice: This article is for informational purposes only and does not constitute legal advice. For specific decisions, consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-14550