El Jamón Collective Agreement 2026-2028: Salaries, Allowances and What Companies Must Do

Key data

Grupo Empresarial El Jamón, SL has had its first own collective agreement since April 13, 2026, registered by the General Labor Directorate and published in the BOE on August 15, 2026. This agreement—the company's first—sets the labor and remuneration conditions for all its workers in Spain until the end of 2028, with an automatic extension mechanism that carries with it a 1% salary increase on the base salary in each extended year.

The text was signed between the company and three union representatives: UGT, FETICO and the Independent Workers Group. The Parity Commission, made up of representatives from both parties, will be the body responsible for resolving any doubts about the application or interpretation of the agreement.

What does this regulation establish?

The First Collective Agreement of Grupo Empresarial El Jamón, SL regulates the working and remuneration conditions of the entire national workforce of the company. The key points are as follows:

The absorption and compensation mechanism is common in first company agreements: it allows unifying the salary mass under a common structure, avoiding the coexistence of disparate conditions among workers. However, the seniority bonus is expressly protected: anyone who has it recognized cannot see it reduced or eliminated by the application of the agreement.

Economic and operational impact

For the company, the entry into force of this agreement has direct consequences for payroll management and labor cost planning:

• Review of salary structure: the agreement absorbs previous remuneration conditions, which can simplify the payroll structure, but requires verifying that no worker is left in a worse situation than before its application.
• Protected seniority bonus: this allowance cannot be compensated or absorbed. It must be maintained on the payroll separately for all workers who had it recognized.
• Automatic salary increase in extension: if the agreement is not terminated by either party before December 31, 2028, the base salary will increase by 1% from January 1, 2029 and another 1% in each successive year. This must be incorporated into labor cost projections.
• Parity Commission as a resolution channel: any interpretation conflict must be channeled through this body before resorting to other means, which implies knowing its composition and operation.

Who does it affect?

• All workers of Grupo Empresarial El Jamón, SL with active contracts in national territory in any category or function, from the signature date (April 13, 2026).
• The company's HR department and personnel administration, which must adapt payrolls, records and internal procedures.
• The labor advisors and management firms that provide services to the company, which must apply the new conditions from the effective date.
• The union representation (UGT, FETICO and Independent Workers Group), which participates in the Parity Commission.

Expressly excluded from the scope of application of the agreement: senior management personnel.

Practical example

Suppose a worker at Grupo Empresarial El Jamón, SL with a base salary of €1,500 per month and a recognized seniority bonus of €80 per month.

• The agreement absorbs and compensates the previous remuneration conditions on the base salary: the company unifies the salary structure under the agreement's parameters.
• The €80 seniority bonus remains intact: it cannot be compensated or absorbed. It must continue to appear on the payroll independently.
• If the agreement is not terminated and is extended from January 1, 2029, the base salary goes from €1,500 to €1,515 per month (1% increase), while the seniority bonus remains at €80.
• In a second extension (2030), the base salary would increase another 1%: €1,530.15 per month.

This example illustrates the importance of correctly identifying which concepts are absorbable and which are protected, to avoid payroll errors that could lead to labor claims.

What should companies do now?

1. Review all payrolls from April 13, 2026: the effective date is retroactive to that date. Check that the conditions applied since then are consistent with the agreement.
2. Identify and preserve the seniority bonus: locate all workers who have this allowance recognized and ensure that it has not been absorbed or compensated in any salary review process.
3. Audit the previous remuneration structure: the agreement absorbs previous conditions, but no worker can be left in a worse situation. Verify case by case if there are differences that should be maintained as a more beneficial condition.
4. Plan the agreement termination calendar: if the company wants to negotiate new conditions before automatic extension, it must terminate the agreement before December 31, 2028. Note it in the HR calendar.
5. Know the Parity Commission: for any doubt about interpretation or conflict of application, the first step is to go to this body. Identify the representatives and the procedure to activate it.
6. Incorporate the 1% increase into labor cost projections: if extension is expected, the personnel budget for 2029 and beyond should reflect this increase on the base salary.

Official source

Consult 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-2026-17819