Key data
| Regulation | Resolution of 22 July 2026, from the General Directorate of Labor, by which the Framework Agreement of the commercial food distribution sector is registered and published |
|---|---|
| Publication | 5 August 2026 |
| Entry into force | 5 August 2026 |
| Validity | Until 31 December 2028, with automatic annual extension unless denounced |
| Affected parties | Companies and workers in supermarkets, self-service stores and food wholesalers (CNAE 4711, 4639 and 4690) |
| Category | Labor Legislation |
| Period | 2026–2028 |
| Signatories | ASEDAS, CEC (employers); CC.OO., UGT and FETICO (unions) |
| BOE Reference | BOE-A-2026-17059 |
Supermarkets, self-service stores and food wholesalers operating in Spain have had a new regulatory framework of reference for their collective bargaining since 5 August 2026. The Framework Agreement, signed by the employers ASEDAS and CEC together with the unions CC.OO., UGT and FETICO, has been registered and published by the General Directorate of Labor through Resolution of 22 July 2026 (BOE-A-2026-17059).
This is not an ordinary collective agreement: it is an agreement of preeminence position over agreements of lower scope, which means that any collective bargaining in the sector must respect the conditions and framework established by this text until at least 31 December 2028.
What does this regulation establish?
The Framework Agreement sets the rules of the game for collective bargaining in the sector. Its essential elements are:
| Element | Detail |
|---|---|
| Functional scope | Supermarkets, self-service stores and food wholesalers |
| CNAE codes covered | 4711 (retail trade in non-specialized establishments with predominance of food), 4639 (wholesale trade in food products, beverages and tobacco) and 4690 (other non-specialized wholesale trade) |
| Regulatory hierarchy | Preeminence position over agreements of lower scope; respects pre-existing company and sectoral agreements |
| Validity | Until 31 December 2028 |
| Extension | Automatic annual if none of the parties denounces it |
| LGBTBI equality | Equality and non-discrimination measures in accordance with Law 4/2023 |
| Supervisory body | Joint Commission for interpretation, supervision and conflict resolution |
| Conflict resolution | Referral to SIMA (Interconfederal Mediation and Arbitration Service) for mediation and arbitration |
The agreement does not replace the sectoral or company collective agreements already in force, but it does act as a ceiling and mandatory reference for any new negotiation or renewal of an agreement in the sector.
Economic and operational impact
The direct impact of this agreement is not measured in contribution figures or rates, but in internal adaptation costs and in the framework within which the labor conditions of the sector will be negotiated over the next two and a half years.
- Conditioned collective bargaining: Any lower agreement that is negotiated or renewed until 2028 must respect the framework set by this agreement. Companies with their own agreement must verify that their conditions do not contradict the established hierarchy.
- LGBTBI equality obligations: The express referral to Law 4/2023 requires companies to incorporate equality and non-discrimination measures for LGBTBI persons in their internal policies and equality plans. This involves a review of protocols and, in many cases, updating of existing equality plans.
- New conflict resolution channel: The creation of the Joint Commission and the referral to SIMA means that labor disputes in the sector must be channeled through these mechanisms before resorting to judicial proceedings, which can reduce litigation costs but requires knowledge of the procedure.
- Regulatory stability until 2028: The automatic annual extension offers predictability, but also means that the framework will remain in place unless expressly denounced by one of the signatory parties.
Who does it affect?
- Companies in supermarkets and food self-service stores (CNAE 4711)
- Companies in wholesale trade in food products, beverages and tobacco (CNAE 4639)
- Companies in other non-specialized wholesale trade (CNAE 4690)
- Workers employed in the work centers of the aforementioned companies in Spain
- HR and labor relations departments of supermarket chains, distribution groups and wholesalers
- Labor advisors and management firms providing services to companies in the sector
- Union representatives (CC.OO., UGT, FETICO) and representatives of employers (ASEDAS, CEC) in collective bargaining processes
Practical example
A supermarket chain with its own collective agreement (company agreement) that expires at the end of 2026 begins negotiations for its renewal. In doing so, it must take into account that the new Framework Agreement occupies a position of preeminence: if the company agreement includes clauses on conflict resolution, these must be compatible with the referral to SIMA established in the agreement.
Furthermore, if that company's equality plan does not include specific measures for LGBTBI persons in accordance with Law 4/2023, the company must update that plan before closing the new agreement, as the Framework Agreement expressly requires it. Non-compliance with equality obligations can result in claims before the Joint Commission or, ultimately, in proceedings before SIMA.
What should companies do now?
- Identify if your company is within the scope of the agreement: Check if your CNAE is 4711, 4639 or 4690. If so, this agreement affects you directly from 5 August 2026.
- Review current collective agreements: Analyze whether your company or sectoral agreement contains clauses that may conflict with the hierarchy established by the Framework Agreement. Have your labor advisor conduct this review.
- Update the equality plan: Verify that your equality plan incorporates specific measures for LGBTBI persons in accordance with Law 4/2023. If not, update it before the next collective bargaining.
- Understand how the Joint Commission and SIMA work: Train your HR team on the new conflict resolution channels. Any dispute over agreement interpretation must be channeled through these channels first.
- Mark 31 December 2028 on the calendar: It is the expiration date of the agreement. If no party denounces it beforehand, it automatically extends for another year. Decide in advance whether your company (through the employers) has an interest in reviewing the framework.
- Communicate changes internally: Inform the legal representation of workers about the entry into force of the Framework Agreement and its implications for collective bargaining in the company.
Frequently asked questions
What companies are required to comply with the 2026 food distribution Framework Agreement?
All companies whose main activity corresponds to CNAE 4711 (supermarkets and self-service stores with food predominance), 4639 (food, beverage and tobacco wholesalers) and 4690 (other non-specialized wholesale trade). The agreement affects both large chains and medium and small companies in these sectors throughout Spanish territory.
Does the Framework Agreement annul already signed company collective agreements?
It does not annul them, but it occupies a position of preeminence over them. The agreement expressly respects pre-existing company and sectoral agreements, but any new negotiation or renewal of an agreement must respect the framework it establishes. If a lower agreement contradicts the Framework Agreement, the latter prevails.
Until when is the Framework Agreement in force and what happens when it expires?
The agreement is valid until 31 December 2028. If none of the signatory parties (ASEDAS, CEC, CC.OO., UGT or FETICO) denounce it before that date, it automatically extends for successive annual periods.
What specific obligations does the agreement impose regarding LGBTBI equality?
The agreement expressly refers to Law 4/2023 and imposes equality and non-discrimination measures for LGBTBI persons. This requires companies in the sector to incorporate these measures in their equality plans and internal protocols. Companies that already have an equality plan must review it to verify that it complies with this requirement.
How are labor disputes resolved under this Framework Agreement?
The agreement creates a Joint Commission with functions of interpretation, supervision and conflict resolution. For cases that are not resolved at that level, the agreement refers to the SIMA (Interconfederal Mediation and Arbitration Service), which acts through mediation and arbitration before the parties can resort to ordinary judicial proceedings.
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-2026-17059
