Hermandad Farmacéutica del Mediterráneo 2026 Collective Agreement: what changes for your workforce

Key data

The workforce of Hermandad Farmacéutica del Mediterráneo, SCL, has had an updated and mandatory labour framework since 23 March 2026. The agreement, registered by means of the Resolution of 11 March 2026 of the Dirección General de Trabajo, regulates in detail the working conditions applicable to all employees within its scope.

Its publication in the BOE grants it general effect: it is binding on both the company and all its employees, regardless of their trade union membership. There is no room for selective application.

What does this regulation establish?

The collective agreement comprehensively covers the working conditions of the pharmaceutical distribution cooperative. The regulated matters are as follows:

The Dirección General de Trabajo acts as the registering and publishing authority, which confers full legal validity and erga omnes effect on the agreement from its publication in the BOE.

Economic and operational impact

The main effect for the management of Hermandad Farmacéutica del Mediterráneo, SCL, is the obligation to adapt its human resources policies to the agreed conditions, with direct consequences for the labour cost structure.

The areas with the greatest economic and operational impact are:

• Salary costs: The salary scales set out in the agreement establish the minimum remuneration floor by category. Any employee earning below the agreed amount must have their salary adjusted upwards.
• Supplements and bonuses: The agreed salary supplements must be incorporated into payroll on a mandatory basis, increasing the total cost per employee.
• Working hours management: The regulation of working hours may entail changes in shift organisation, overtime and annual hours calculation.
• Social benefits: The additional benefits recognised represent an indirect cost that must be budgeted for.
• Disciplinary management: The system of offences and sanctions requires a review of internal procedures to ensure alignment with the agreed terms, avoiding nullities in disciplinary proceedings.

Non-compliance with any of these conditions may result in labour claims, sanctions from the Labour Inspectorate and collective disputes.

Who is affected?

The scope of application is specific and concrete:

• Hermandad Farmacéutica del Mediterráneo, SCL: The company is directly obliged to apply all the conditions of the agreement.
• All employees within its scope: Regardless of their category, seniority or trade union membership, all employees covered by the agreement are entitled to the agreed conditions.
• Human Resources department and management: Responsible for implementing changes in payroll, working hours, categories and disciplinary procedures.
• External labour advisors: If labour management is outsourced, they must be informed in order to update contracts, payroll and internal procedures.

The agreement does not affect other companies in the pharmaceutical distribution sector that are not Hermandad Farmacéutica del Mediterráneo, SCL, unless they are expressly included within its scope of application according to the full text.

Practical example

An employee of Hermandad Farmacéutica del Mediterráneo, SCL, classified under a specific professional category, is entitled from the entry into force of the agreement to receive exactly the base salary set out in the salary scales for their category, plus the agreed salary supplements, without the company being able to apply lower conditions.

If that employee had been receiving a salary below that set out in the new scales, the company is obliged to regularise the difference from the effective date of the agreement. Likewise, if internal disciplinary procedures do not comply with the agreed system of offences and sanctions, any sanction imposed under the previous regime could be successfully challenged before the labour courts.

For the HR department, this means systematically reviewing each contract, payroll and internal procedure against the text of the agreement before the adaptation period expires.

What should companies do now?

1. Obtain the full text of the agreement: Download the complete version from the BOE (BOE-A-2026-6735) to review the exact salary scales, agreed working hours and all other conditions.
2. Review salary scales by category: Compare the current salary of each employee against the agreement's scales and identify any differences that need to be regularised.
3. Update the payroll structure: Incorporate the agreed salary supplements and adjust remuneration items to the new structure set out in the agreement.
4. Review working hours organisation: Verify that shift distribution, hours calculation and overtime comply with the provisions of the agreement.
5. Update internal disciplinary procedures: Review the internal disciplinary regulations to ensure alignment with the agreed system of offences and sanctions.
6. Inform the external labour advisor: If payroll and contract management is outsourced, share the agreement with the provider so they can update their processes.
7. Verify the entry into force date: Since it is not specified in the registration resolution, consult the full text of the agreement to determine from which date the new conditions are enforceable and calculate any potential back payments.

Official source

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For specific decisions, please consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-6735