Airbus Collective Agreement 2026-2027: Salary Review with CPI Clause and Changes in Working Conditions

Key data

Workers of the three Airbus subsidiaries in Spain will see salary changes reflected in their paychecks immediately: the modification agreement of the VII Collective Agreement, signed on October 14, 2026 and registered by the General Labor Directorate on November 5, 2026, establishes a salary review for 2026 and 2027 with a guarantee clause linked to CPI, regularization of arrears and immediate payment of pending RSI campaigns and promotions.

The agreement was signed by the company and the unions CC.OO., SIPA, ATP-SAe and UGT, and ratified in a referendum with participation exceeding 13,000 workers and support of 76.76% of favorable votes, which gives it solid representative legitimacy.

What does this regulation establish?

The modification acts on specific articles and provisions of the VII Collective Agreement. Below is the detail of the changes:

In terms of salary, the agreement establishes:

• Salary review for 2026 and 2027 with a guarantee clause linked to CPI.
• Regularization of arrears through a single payment in January-February of the year following the corresponding fiscal year.
• RSI campaigns and 2026 pending promotions: will be paid in the November 2026 payroll.

The agreement has indivisible nature, which means it cannot be applied partially: it combines normative provisions with mandatory future development commitments, and its validity is conditioned on acceptance of the whole.

Economic and operational impact

For the Human Resources and Finance departments of the three affected entities, the agreement generates specific and scheduled payment obligations:

• November 2026: payment in payroll of RSI campaigns and 2026 promotions that were pending. This implies an impact on the November payroll that must be anticipated in treasury planning.
• January-February 2027: single payment of arrears resulting from the 2026 salary regularization. Compensation areas must calculate the difference between salaries paid during 2026 and those resulting from applying the CPI guarantee clause.
• 2027: the salary review for this fiscal year is also subject to the CPI guarantee clause, with the same deferred regularization mechanism.

The repeal of articles 27.4, 27.5, the fourth paragraph of article 57 and the third transitional provision eliminates provisions that could previously generate specific obligations or rights. HR teams should review whether any internal process was referenced to these articles to update it.

Who does it affect?

• Airbus Defence and Space, SAU — workers under the scope of the VII Collective Agreement.
• Airbus Operations, SL — workers under the scope of the VII Collective Agreement.
• Airbus Helicopters España, SA — workers under the scope of the VII Collective Agreement.
• HR and Compensation departments of the three companies: responsible for executing payments and updating salary tables.
• Finance and Treasury departments: must provision payments for November 2026 and January-February 2027.
• Union representatives (CC.OO., SIPA, ATP-SAe, UGT): responsible for monitoring mandatory future development commitments included in the agreement.

Practical example

A worker at Airbus Operations, SL who had a pending RSI campaign payment from 2026 will see that amount reflected in their November 2026 payroll, without having to wait until year-end.

If additionally the 2026 salary review with CPI clause results in an increase greater than provisionally applied during the year, the accumulated difference for all months of 2026 will be paid in a single payment between January and February 2027. The HR department will need to calculate month by month the difference between the salary paid and the salary guaranteed by the CPI clause to determine the exact amount of the regularization payment.

This same mechanism will be repeated for fiscal year 2027, with regularization in January-February 2028.

What should companies do now?

1. Identify workers with pending RSI campaigns and 2026 promotions and calculate the amounts to be paid in the November 2026 payroll.
2. Provision in treasury the impact of the November 2026 payment and the single arrears payment expected for January-February 2027.
3. Review internal processes referenced to the repealed articles (27.4, 27.5, fourth paragraph of article 57 and third transitional provision) to remove obsolete references in procedures, HR systems and contracts.
4. Update salary tables with the review for 2026 and 2027 according to the CPI guarantee clause, once the applicable inflation figure is known.
5. Communicate to workers the payment schedule (November 2026 and January-February 2027) to avoid claims or misunderstandings.
6. Monitor mandatory future development commitments included in the agreement, given its indivisible nature: any partial breach may compromise the validity of the whole.

Official source

View complete regulation in official source

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-2026-23241