Key data
| Regulation | Resolution of 15 October 2026, from the General Directorate of Labour — Agreement for partial modification of the IX Collective Agreement of Decathlon Spain, SA |
|---|---|
| Publication | 26 October 2026 |
| Entry into force | 26 October 2026 |
| Modified articles | Articles 16, 26 and 38 of the IX Collective Agreement of Decathlon Spain |
| Signatory parties | Decathlon Spain, SA and the SGICD union |
| Affected parties | Fixed-discontinuous workers of Decathlon Spain and the company itself |
| Category | Labour Legislation |
| Year | 2026 |
Decathlon Spain has modified three key articles of its IX Collective Agreement to more precisely regulate how fixed-discontinuous contracts are managed during peak seasons. The modification, signed with the SGICD union and published on 26 October 2026, establishes specific deadlines, priority criteria and clear consequences for workers and the company. It directly affects workforce planning during periods of highest commercial activity.
What does this regulation establish?
The modification affects articles 16, 26 and 38 of the IX Collective Agreement of Decathlon Spain. Its objective is to provide legal and operational certainty to the process of calling fixed-discontinuous workers in three defined seasonal periods.
Recognized seasonal activity periods
- Summer: from May to September
- Christmas: from Black Friday to January
- Easter
Call rules: before/after comparison
| Aspect | Previous situation | New regulation (from 26/10/2026) |
|---|---|---|
| Minimum notice for call | Not specified in these terms | At least 15 days before the start |
| Maximum deadline for summer call | Not specified | 30 June |
| Maximum deadline for Christmas call | Not specified | 20 December |
| Response deadline (call prior to season) | Not specified | 7 days |
| Response deadline (call after season start) | Not specified | 3 days |
| Consequence of not responding or not appearing | Not specified | Voluntary resignation |
| Priority criterion in the call | Not specified | Seniority in section and in company |
Guarantees recognized for the worker
- Workers with official exams: specific guarantees are recognized when receiving a call.
- Workers with justified absences: they also have guarantees that protect their position when receiving a call.
Economic and operational impact
For Decathlon Spain, this modification means greater predictability in seasonal workforce management, but also requires structuring HR processes with greater rigor and advance planning. The main operational impacts are:
- Mandatory advance planning: calls must be prepared and communicated at least 15 days in advance, which requires closing workforce needs earlier than usual.
- Immovable deadlines: 30 June for summer and 20 December for Christmas are maximum deadlines for making calls. Exceeding them can generate labour conflicts.
- Reduced uncertainty in absences: the rule of voluntary resignation for non-response or unjustified non-appearance clarifies the legal situation and avoids litigation over contract termination.
- Priority management: the seniority criterion in section and company requires maintaining an updated and organized record of the fixed-discontinuous workforce.
- Exception management: guarantees for official exams and justified absences require an internal protocol to process and document these situations correctly.
Who does it affect?
- Decathlon Spain, SA: as the company obliged to apply the agreement and adapt its HR processes, communication and workforce planning.
- Fixed-discontinuous workers of Decathlon Spain: especially those who provide services during summer, Christmas (Black Friday-January) and Easter seasons.
- HR and store managers: those who manage the calls and must know the new deadlines and priority criteria.
- SGICD union: as a signatory party, with the ability to monitor compliance with the agreement.
- Labour advisors and labour lawyers who provide services to Decathlon or its workers.
Practical example
Imagine that Decathlon needs to incorporate fixed-discontinuous workers for the summer season (May-September). According to the new regulation:
- The company must make the call before 30 June and at least 15 days in advance of the planned start of the worker's activity.
- If the call is made before the start of the season, the worker has 7 days to respond whether they accept or not.
- If the call arrives once the season has started (for example, because an unforeseen need arose), the response deadline is reduced to 3 days.
- If the worker does not respond on time or does not appear without justification, the company can consider the situation as voluntary resignation, thus avoiding a more complex termination process.
- Among several available fixed-discontinuous workers, priority is given to whoever has greater seniority in the section and, in case of a tie, in the company.
- If the called worker has an official exam or a justified absence, the company must apply the guarantees recognized in the agreement before considering any consequences.
What should companies do now?
- Review the internal call process: ensure that the communication system with fixed-discontinuous workers allows you to prove the date and form of the call at least 15 days in advance.
- Update the HR calendar: incorporate the deadline dates of 30 June (summer) and 20 December (Christmas) as immovable milestones in annual workforce planning.
- Document seniority by section and company: maintain an updated record that allows you to correctly apply the priority criterion in calls.
- Establish a protocol for exceptions: define how cases of official exams and justified absences are processed and documented to avoid conflicts.
- Train store managers: those who manage the calls must know the new deadlines (7 days / 3 days) and the consequences of unjustified non-appearance.
- Review communication templates: call letters must reflect the new deadlines and warn of the consequences of unjustified non-appearance.
Frequently asked questions
How much notice must Decathlon give a fixed-discontinuous worker before they start?
The call must be made at least 15 days in advance of the start of the worker's activity. Additionally, there are maximum deadlines: before 30 June for the summer season and before 20 December for the Christmas season.
How many days does a worker have to respond to a Decathlon call?
It depends on when the call is made: 7 days if the call is made before the start of the season, and 3 days if it is made once the season has started. Failure to respond on time or unjustified non-appearance is considered voluntary resignation.
What happens if a Decathlon fixed-discontinuous worker does not respond to the call?
Failure to respond on time or unjustified non-appearance is considered voluntary resignation of the worker. This allows the company to terminate the employment relationship without the need for a disciplinary process, provided that the deadlines and procedures established in the agreement have been met.
What criterion is used to decide which worker to call first at Decathlon?
The agreement establishes a priority criterion based on seniority: first, seniority in the section is considered, and in case of a tie, seniority in the company. This criterion requires Decathlon to maintain an updated and organized record of its fixed-discontinuous workforce.
What guarantees do Decathlon fixed-discontinuous workers have with exams or absences?
The agreement recognizes specific guarantees for workers who have official exams or are in a situation of justified absence at the time of the call. These guarantees protect their position and prevent immediate non-incorporation from being considered voluntary resignation in these cases.
Official source
View complete regulation from 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-2026-22424
