Key data
| Regulation | Resolution of August 25, 2026, from the General Labor Directorate — Collective agreement for Pilots of Eurowings Europe Limited in Spain |
|---|---|
| BOE Publication | September 4, 2026 |
| Effective date | January 1, 2025 |
| Validity | January 1, 2025 — December 31, 2027 |
| Signatory parties | SEPLA (Spanish Union of Airline Pilots) and Eurowings Europe Ltd. |
| Affected parties | Captains and first officers based in Spain |
| Category | Labor Legislation — Collective Agreement |
| Automatic extension | 12 months if not terminated with 2 months' notice |
Eurowings Europe Ltd. and SEPLA have finalized the working conditions for pilots based in Spain for the 2025-2027 period. The agreement, published in the BOE of September 4, 2026, has retroactive effect from January 1, 2025, which means the company must verify whether the conditions applied from that date comply with what was agreed.
For HR and operations managers at the airline, this agreement is not an administrative formality: it defines how to hire, how to organize working hours and what part-time work model can be offered to flight crew.
What does this regulation establish?
The agreement articulates the working conditions of captains and first officers of Eurowings Europe Ltd. based in Spain in four major areas:
Differentiated trial periods
The agreement establishes two different durations depending on the pilot's qualifications at the time of hiring:
| Pilot situation | Trial period |
|---|---|
| Has type rating at the time of hiring | 2 months |
| Does not have type rating at the time of hiring | 4 months |
Irregular distribution of working hours
The agreement allows irregular distribution of working hours. This gives the company flexibility to adapt flight times and rest periods to operational needs, within the limits established by the agreement itself.
Wings Pattern 95% model
A part-time work model called Wings Pattern 95% is incorporated. This model can be hired at any Spanish base where Eurowings Europe operates, which increases flexibility for both the company and pilots who choose this modality.
Non-discrimination clauses
The agreement includes express non-discrimination clauses based on gender, sexual orientation and gender identity, with explicit mention of transgender persons. This means the company must ensure that its internal procedures for selection, promotion and working conditions comply with these provisions.
Validity and extension
The agreement is in force from January 1, 2025 to December 31, 2027. If neither party terminates it with at least 2 months' notice before expiration, it automatically extends for 12 months. After one year from termination without reaching a new agreement, the agreement ceases to apply, except for contracts in force at that time.
Economic and operational impact
From an operational perspective, the most relevant effects for Eurowings Europe management in Spain are:
- Retroactivity from January 2025: the agreement is published in September 2026 but applies from January 1, 2025. The company must verify that the conditions applied during that period comply with what was agreed. Any deviation may generate claims for wage or condition differences.
- Working hour flexibility: irregular distribution of working hours allows optimization of flight planning, but requires a robust time tracking and control system that demonstrates compliance with agreement limits.
- Wings Pattern 95%: the availability of this model at any Spanish base facilitates retention of pilots seeking reduced hours, without needing to tie them to a specific base. This can reduce staff turnover.
- Trial period management: the differentiation between 2 and 4 months depending on type rating requires properly documenting the pilot's situation at the time of contract signing, to avoid conflicts over applicable duration.
- Diversity compliance: non-discrimination clauses with explicit mention of transgender persons require reviewing internal selection protocols and working conditions to demonstrate their effective application.
Who does it affect?
- Eurowings Europe Ltd. as the employing company: it is the party obligated to apply the agreement at all its Spanish bases.
- Captains based in Spain under Eurowings Europe Ltd. contract.
- First officers based in Spain under Eurowings Europe Ltd. contract.
- HR and operations departments of the airline responsible for managing contracts, working hours and labor conditions.
- SEPLA as signatory party and union representative of affected pilots.
- Labor and legal advisors providing services to Eurowings Europe in Spain.
Practical example
Eurowings Europe hires a first officer based in Madrid who does not have type rating for the fleet operated by the company. Under the agreement, the trial period will be 4 months. If the same pilot already had type rating at the time of contract signing, the trial period would be 2 months.
At the same time, that same first officer can request to join the Wings Pattern 95% model, available at any Spanish base where Eurowings Europe operates, without needing to be tied to a specific base to access this part-time modality.
If the company does not terminate the agreement before October 31, 2027 (2 months before the December 31, 2027 expiration), the agreement will automatically extend for 12 additional months, until December 31, 2028.
What should companies do now?
- Review contracts in force since January 2025: verify that the conditions applied from January 1, 2025 comply with the agreement. Identify possible differences in trial periods, working hours or working conditions and correct them.
- Document type rating in each hiring: keep written record of whether the pilot has or does not have type rating at the time of contract signing, to correctly apply the 2 or 4 month trial period.
- Implement the Wings Pattern 95% model: if not yet operational, activate internal procedures to offer this part-time modality at all Spanish bases.
- Update non-discrimination protocols: review selection, promotion and working condition procedures to ensure compliance with non-discrimination clauses based on gender, sexual orientation and gender identity, with explicit mention of transgender persons.
- Control the working hour tracking system: ensure that the time control system demonstrates compliance with the irregular distribution of working hours allowed by the agreement.
- Mark the termination deadline on the calendar: if the company does not want automatic extension, it must terminate the agreement before October 31, 2027 (2 months before expiration).
Frequently asked questions
How long is the trial period for a pilot at Eurowings Europe Spain?
It depends on whether the pilot has type rating at the time of hiring. With type rating: 2 months. Without type rating: 4 months. This differentiation is expressly included in the 2025-2027 collective agreement.
What is Wings Pattern 95% in the Eurowings Europe agreement?
It is the part-time work model incorporated by the 2025-2027 collective agreement. It can be hired at any Spanish base where Eurowings Europe Ltd. operates, without geographic restriction within Spanish territory.
When does the Eurowings Europe pilots agreement automatically extend?
If neither party (Eurowings Europe or SEPLA) terminates the agreement with at least 2 months' notice before December 31, 2027, it automatically extends for 12 months. After one year from termination without a new agreement, it ceases to apply except for contracts in force.
When does the Eurowings Europe pilots collective agreement become effective in Spain?
The agreement is effective from January 1, 2025, although it was published in the BOE on September 4, 2026. This implies retroactivity: the agreed conditions must have been applied from that date.
What diversity clauses does the Eurowings Europe agreement include?
The agreement includes non-discrimination clauses based on gender, sexual orientation and gender identity, with explicit mention of transgender persons. The company is obligated to guarantee their effective application in all internal processes affecting pilots based in Spain.
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-2026-18628
