Carglass Agreement 2026-2028: salaries, working hours and labor rights

Key data

All Carglass SLU workers in Spain have had their own labor framework since January 1, 2026: the First Collective Agreement of Carglass SLU, registered and published by the General Directorate of Labor through Resolution of October 6, 2026 (BOE-A-2026-21756). Until now, working conditions were governed by the sectoral Metal agreement; this new text creates a specific regime for the company, although Metal remains a supplementary reference for trial periods and minimum conditions.

What does this agreement establish?

The agreement structures working conditions into four major blocks: work organization, compensation, social benefits and collective rights.

Work organization and working hours

• Professional classification specific to Carglass SLU.
• Differentiated working hours regulation for operational centers and Contact Center.
• Telework and digital disconnection regime.
• Schedule flexibility measures.

Compensation structure

Social benefits

• School scholarships for workers' children.
• Collective accident insurance.
• Temporary disability (IT) supplement: improvement over public benefits.
• Birth bonus for children.
• Marriage bonus.

Collective rights and equality

• Incorporation of equality plan.
• Specific LGBTQ+ measures.
• Referral to SIMA for resolution of collective disputes.

Economic and operational impact

The entry into force of its own agreement has direct consequences on Carglass SLU's people management and labor costs:

• More predictable salary costs: setting base salaries and allowances in its own text eliminates uncertainty from Metal sectoral negotiations and allows salary planning for three years (2026-2028).
• New specific allowances: the forklift premium and territorial allowance are new concepts compared to the Metal supplementary regime, which may mean an upward adjustment in certain categories and centers.
• Social package cost: school scholarships, accident insurance, IT supplement and birth and marriage bonuses represent additional costs over base salary that the company must budget.
• Telework and digital disconnection: express regulation of these regimes requires formalizing individual agreements and internal policies, with consequent administrative and HR effort.
• Equality plan and LGBTQ+ measures: their incorporation into the agreement gives them conventional status, which strengthens their enforceability and may involve periodic salary audits.

Who does it affect?

• Carglass SLU workers at any work center in Spain, both at operational centers (windshield repair and replacement workshops) and at the Contact Center.
• HR and labor relations departments of Carglass SLU, responsible for implementing new salary tables, allowances and social benefits.
• Union representatives and works committees of Carglass SLU, who must know the new framework to exercise their monitoring and negotiation functions.
• Labor advisors and management firms providing services to Carglass SLU or its workers.

Practical example

A windshield repair technician at a Carglass SLU operational center who works night shifts and regularly operates a forklift will see the following accumulated compensation items reflected in their paycheck from January 1, 2026:

1. Base salary set according to their professional category in the agreement tables.
2. Territorial allowance corresponding to the province or geographic area of their center.
3. Night shift premium for working night hours.
4. Forklift premium for regular use of this equipment.
5. Seniority bonus if they have been with the company for years.

Additionally, if they have school-age children, they can apply for the school scholarship provided for in the agreement, and in case of medical leave, they will receive an IT supplement that improves the public Social Security benefit. If they marry or have a child, they will be entitled to the corresponding bonus.

What should companies do now?

1. Review payroll from January 2026: the agreement has retroactive effects from January 1, 2026. Verify that base salaries and allowances paid comply with the agreement tables and regularize any differences.
2. Update telework contracts and agreements: formalize or adapt individual telework agreements to the new collective framework and implement the digital disconnection policy.
3. Activate social benefits: implement internal procedures to manage school scholarships, accident insurance, IT supplement and birth and marriage bonuses.
4. Review the equality plan: ensure that the current equality plan incorporates the measures required by the agreement, including those specific to LGBTQ+ matters.
5. Inform worker representatives: communicate the agreement content to the works committee or employee representatives to ensure proper implementation and avoid conflicts.
6. Register the agreement as a reference in HR systems: replace the Metal agreement reference with the First Carglass SLU Agreement in all labor management systems, keeping Metal only as supplementary for trial periods and minimum conditions.

Official source

View complete regulation at 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-2026-21756