Footwear Agreement 2026-2029: Salary Arrears, Penalties and What Companies Must Do

Key data

Companies in the footwear sector have an immediate obligation: review and apply the new salary minimums retroactively from January 2026. The agreement was published in the BOE on October 28, 2026, but its validity starts on January 1, 2026, which generates accumulated salary differences over almost a year that must be settled in a very tight timeframe.

Failure to meet the 10-day deadline is not a minor risk: the 25% penalty on arrears can become a significant cost for any company with staff, especially if it has gone months without applying the new tables.

What does this regulation establish?

The collective agreement of the Footwear Industry has been signed by the employers' organizations FICE and AEC, and by the unions UGT-FICA and CC.OO.-Industry. It is valid from January 1, 2026 to December 31, 2029, with automatic annual renewal if not terminated.

The most relevant elements for business management are:

• Salary retroactivity: The new salary tables are effective from January 1, 2026. Any difference between what was paid and what the agreement establishes generates an arrear that must be settled.
• Deadline and penalty: Arrears must be paid within the 10 days following the first payroll after the agreement is published. Delay in this payment results in a 25% penalty on the amount owed.
• Parity Commission: A Parity Commission for interpretation and oversight is created with binding capacity. Its resolutions are mandatory for companies and workers in the sector.
• Mediation commissions: Mediation commissions are established at provincial and regional level for conflict resolution.
• Equality and non-discrimination: The agreement strengthens equality measures, non-discrimination and protection of the LGBTQ+ collective in the workplace.

Economic and operational impact

The most immediate economic impact is the payment of retroactive arrears from January 2026. Given that the agreement is published in October, companies accumulate up to 10 months of salary differences that must be settled at once.

If a company has not applied the new minimums since January, the real cost is not just the arrear: it is the arrear plus the 25% penalty if not paid within the established 10 days. This can represent a significant cash flow impact, especially in companies with medium or large workforces.

From an operational perspective, the agreement introduces two governance structures that condition the management of labor conflicts:

• The Parity Commission has binding capacity: its interpretations of the agreement are mandatory, which limits the unilateral room for maneuver of companies in case of disagreement.
• The provincial and regional mediation commissions are the first step to resolve conflicts before resorting to judicial proceedings, which can streamline or condition processes depending on the territory.

In terms of equality, companies must review their internal protocols to ensure they comply with the strengthened non-discrimination measures and protection of the LGBTQ+ collective required by the new agreement.

Who does it affect?

The agreement applies throughout the national territory to the following activities:

• Footwear manufacturers
• Auxiliary footwear industries
• Orthopedic workshops related to footwear
• Footwear repair shops
• Key duplication establishments

Both companies and workers in these activities are subject to the conditions of the agreement, regardless of their size or legal form.

Practical example

Suppose a footwear manufacturing company with 20 employees that, since January 2026, has been paying salaries below the new agreement minimums. If the average difference per employee is 80 euros per month, the accumulated arrear over 10 months would be:

• Total arrear: 20 employees × 80 € × 10 months = 16,000 €
• 25% penalty for delay (if not paid within 10 days): 16,000 € × 25% = 4,000 € additional
• Total cost if deadline is missed: 20,000 €

This example illustrates why immediate action is critical: the cost of inaction is literally 25% more expensive than acting within the deadline. The figure of 80 € monthly difference is indicative; the real impact will depend on the specific salary tables of the agreement and the category of each employee.

What should companies do now?

1. Review current salary tables and compare them with what the new agreement establishes to identify differences from January 1, 2026.
2. Calculate accumulated arrears by employee and professional category to know the total amount to settle.
3. Pay the arrears within 10 days following the first payroll after the agreement is published (October 28, 2026) to avoid the 25% penalty.
4. Update contracts and payrolls with the new salary minimums of the agreement for the following months.
5. Review internal equality and non-discrimination protocols to adapt them to the strengthened measures of the agreement, including protection of the LGBTQ+ collective.
6. Identify the Parity Commission and provincial or regional mediation commissions competent, to know which body to turn to in case of conflict or interpretive doubt.

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-2026-22595