Key data
| Regulation | Resolution of July 7, 2026, from the General Directorate of Labor — II Collective Agreement of Avatel Telecom, SA |
|---|---|
| BOE Publication | July 17, 2026 |
| Entry into force | July 17, 2026 |
| Economic effects from | January 1, 2025 (retroactive) |
| Validity | Until December 31, 2027 (three years from publication) |
| Extension | Automatic year by year, unless denounced with 3 months' notice |
| Affected parties | All employees of Avatel Telecom, SA in national territory (excluding management personnel) |
| Signatory unions | UGT, FETICO and FSC-CC.OO. |
| Category | Labor Legislation |
| Period | 2025-2027 |
Avatel Telecom already has its own collective agreement. The II Collective Agreement of Avatel Telecom, SA, published in the BOE on July 17, 2026, sets the rules for all its workers in Spain until December 31, 2027. What is relevant for the company: the economic effects are retroactive to January 1, 2025, which requires reviewing whether there are wage differences pending payment from that date.
The agreement has been signed by UGT, FETICO and FSC-CC.OO. and registered by the General Directorate of Labor. It has priority application over sectoral agreements in the matters of article 84.2 of the Workers' Statute, which means it displaces the telecommunications sector agreement in those specific areas.
What does this regulation establish?
The II Collective Agreement of Avatel Telecom comprehensively regulates the working conditions of the workforce. These are the key structural elements it contains:
| Element | Detail |
|---|---|
| Personal scope | All employees of Avatel Telecom, SA in national territory. Senior management personnel and levels N-1, N-2 and N-3 are excluded. |
| Validity | Three years from its publication in the BOE, with final date December 31, 2027. |
| Economic effects | Retroactive to January 1, 2025. |
| Automatic extension | It is extended year by year if none of the parties denounces it with at least 3 months' notice before expiration. |
| Parity Commission | Body for interpretation and monitoring of the agreement, composed of representatives from the company and signatory unions. |
| Permanent Negotiating Commission | Responsible for adapting the text of the agreement to legal or jurisprudential changes that occur during its validity. |
| Priority application | The agreement prevails over sectoral agreements in the matters of article 84.2 of the Workers' Statute. |
The existence of a Permanent Negotiating Commission is a flexibility mechanism: if during the validity of the agreement the law changes or there are relevant court decisions, the parties can adapt the text without waiting for the next collective negotiation.
Economic and operational impact
The most immediate impact is the retroactive economic effect to January 1, 2025. If the conditions agreed in the agreement improve those that the company had been applying (for example, in salaries, allowances or categories), Avatel Telecom must calculate and pay the accumulated differences from that date until now.
From an operational perspective, the company must address three fronts:
- Retroactive salary review: Calculate possible arrears from January 1, 2025 and pay them in payroll.
- Establishment of bodies: Set up the Parity Commission and the Permanent Negotiating Commission provided for in the text.
- Displacement of the sectoral agreement: In the matters of article 84.2 of the ET, the company agreement prevails. The HR department must identify which conditions of the sectoral agreement are displaced and which continue to apply.
The automatic annual extension means that if no party denounces the agreement before September 30, 2027 (three months before the expiration of December 31), the agreement will automatically extend for one more year, until December 31, 2028.
Who does it affect?
- Employees of Avatel Telecom, SA at any point in national territory: the agreement applies directly to their working conditions.
- Avatel Telecom Human Resources Department: must adapt payroll, review arrears and establish the provided commissions.
- Financial management and CFO: must provision the cost of possible wage arrears from January 2025.
- Union representatives (UGT, FETICO, FSC-CC.OO.): participate in the Parity Commission and in the Permanent Negotiating Commission.
Expressly excluded from the scope of the agreement: senior management personnel and workers classified in levels N-1, N-2 and N-3.
Practical example
Suppose the II Collective Agreement improves the salary conditions of a category of technicians compared to what Avatel Telecom had been applying. A technician who has worked from January 1, 2025 until the date of publication of the agreement (July 17, 2026) accumulates 18.5 months of possible salary differences that the company must calculate and pay.
Likewise, if the telecommunications sectoral agreement established different conditions in any of the matters of article 84.2 of the ET (for example, irregular distribution of working hours or salary structure), from July 17, 2026 onwards what is agreed in the company agreement prevails. The HR department must identify those points of conflict and update contracts or payroll management systems accordingly.
What should companies do now?
- Review wage arrears from January 1, 2025: Calculate the differences between the conditions of the new agreement and those applied until the publication date. Provision the amount in accounting and pay in the next payroll.
- Identify which matters of article 84.2 ET are displaced: Compare the company agreement with the telecommunications sectoral agreement to detect points of conflict and correctly apply the priority of the Avatel agreement.
- Establish the Parity Commission: Designate representatives from the company and from the signatory unions (UGT, FETICO, FSC-CC.OO.) for the interpretation and monitoring body.
- Establish the Permanent Negotiating Commission: Activate this body so it can act with agility if legal changes or relevant court decisions occur during the validity of the agreement.
- Mark the denunciation deadline on the calendar: If the company or unions do not wish automatic extension, denunciation must be made before September 30, 2027 (three months before December 31, 2027).
- Update HR and payroll systems: Reflect the new conditions of the agreement in personnel management tools to ensure compliance from the effective date.
Frequently asked questions
When do the economic effects of the II Collective Agreement of Avatel Telecom take effect?
The economic effects are retroactive to January 1, 2025, although the agreement was published in the BOE on July 17, 2026. This means that the company must calculate and pay the possible accumulated wage differences from that date.
Who is excluded from the Avatel Telecom agreement?
Senior management personnel and workers classified in levels N-1, N-2 and N-3 are excluded from the scope of application. The rest of employees in national territory are covered by the agreement.
When does the agreement expire and how is it extended?
The agreement is valid until December 31, 2027. If none of the parties denounces it with at least 3 months' notice (that is, before September 30, 2027), it is automatically extended year by year.
What is the purpose of the Permanent Negotiating Commission of the agreement?
The Permanent Negotiating Commission has the function of adapting the text of the agreement to legal or jurisprudential changes that occur during its validity. It allows updating the agreement without waiting for the next collective negotiation.
Does the Avatel Telecom agreement take precedence over the telecommunications sectoral agreement?
Yes. The II Collective Agreement of Avatel Telecom has priority application over sectoral agreements in the matters regulated in article 84.2 of the Workers' Statute. In those matters, the company agreement prevails over the sectoral one.
Official source
Consult complete regulation in official source
Disclaimer: 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-2026-15640
