Fish canning agreement 2025: corrected salary tables and salaries by category

Key data

Companies in the fish and shellfish canning and products sector have an immediate obligation: review and correct their payroll. The General Labor Directorate has published the correction of errors in the resolution that registered the collective agreement for the sector, which means that the final salary tables for 2025 have changed compared to those initially published on June 15, 2026.

The agreed increase is 2.90% over 2024 salaries, and the specific figures are already fixed. Any company that has been applying the original tables—with the errors that are now being corrected—must recalculate payroll and contributions with retroactive effects.

What does this regulation establish?

The error correction affects the final 2025 salary table of the collective agreement for the sector of canned, semi-canned, salted, smoked, cooked, dried, prepared, semi-transformed and preserved fish and shellfish products. The original resolution was published on June 15, 2026 by the General Labor Directorate; the correction is published on June 23, 2026 and has retroactive effects from the date of publication of the original agreement.

The corrected tables establish two types of compensation according to professional category:

Monthly compensation (administration and technical staff)

The agreement includes more intermediate categories between these two extremes, all of them updated with the 2.90% increase over 2024 values.

Hourly compensation (manufacturing and miscellaneous trades staff)

These ordinary hourly rates are what should be used to calculate overtime, supplements and contributions for manufacturing staff. Applying the previous values—those from the resolution with errors—constitutes an error in the contribution base and in the net amount paid to the worker.

Economic and operational impact

The direct impact for companies in the sector occurs in three areas:

• Payroll: Must be recalculated from June 15, 2026 with the corrected tables. If the corrected values are higher than those applied, the company must pay the difference.
• Social Security contributions: The contribution base is recalculated based on actual salary. An error in the applied tables can generate contribution differences that the company must regularize.
• Non-compliance risk: Applying incorrect tables is equivalent to not respecting the collective agreement, which can lead to worker claims or Labor Inspection actions.

The 2.90% increase over 2024 means, for example, that a worker earning €1,205/month in 2024 will earn approximately €1,240/month in 2025. For manufacturing staff, moving from a previous hourly rate to the new minimum of €9.96/hour can result in relevant accumulated differences in workforces with many hours worked.

Who does it affect?

• Manufacturing companies of canned and semi-canned fish and shellfish
• Companies in the salted and smoked fish sector
• Companies dedicated to cooked, dried and prepared fish and shellfish
• Companies of semi-transformed and preserved fish and shellfish products
• Workers of all professional categories included in the agreement: technical, administrative and manufacturing staff
• Accounting firms and HR departments that manage payroll for companies in the sector
• Labor advisors with clients in the transformed fishing sector

Practical example

A canning company with 20 full-time manufacturing workers applies, from June 15, 2026, the corrected ordinary hourly rate of €9.96/hour (lower range). If until that date it had been applying a lower value due to an error in the original tables—for example, €9.80/hour—the difference per worker and hour is €0.16.

With an 8-hour working day for the 8 business days between June 15 and 23, the accumulated difference per worker would be approximately €10.24. Multiplied by 20 workers, the company must regularize €204.80 just in that initial period, plus the differences in associated contributions. As the year progresses, the accumulated amount grows proportionally.

For technical staff with a higher education degree, the correction can result in higher monthly differences if the error in the original tables affected the upper ranges of the salary scale, which reach up to €2,472.73/month.

What should companies do now?

1. Download the corrected salary tables published in the BOE on June 23, 2026 (reference BOE-A-2026-13635) and replace any previous version.
2. Review payroll issued from June 15, 2026 and check whether the incorrect or corrected values were applied.
3. Recalculate salary differences per worker and category, for both monthly compensation and hourly compensation.
4. Pay the differences in the next payroll or through supplementary settlement, with corresponding documentation.
5. Regularize Social Security contributions if the contribution bases applied do not match the corrected salaries.
6. Communicate the change to the HR department or external accounting firm so they update the payroll software parameters with the new values.

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-2026-13635