Fujitsu Technology Solutions Agreement 2025-2027: labor keys and what HR managers must do

Key data

The staff of Fujitsu Technology Solutions, S.A.U. has been working since April 1, 2025 under a new labor framework that regulates everything from how vacancies are filled to how individual salary improvements are managed. The Resolution of July 30, 2026 from the General Labor Directorate registers and publishes this agreement, which affects all staff with the exception of senior management and professional groups 0 and 1 in remuneration and working hours matters.

Although the BOE publishes it in August 2026, retroactivity to April 1, 2025 means that any decision made from that date must be reviewed in light of this text.

What does this agreement establish?

The agreement articulates labor conditions around four major operational blocks:

1. Vacancy coverage and internal promotion

The regulation establishes preference for internal promotion to fill vacancies. Before publishing any external vacancy, the company is obligated to inform union representatives. This prior step is not optional: it is a procedural requirement that conditions the validity of the selection process.

2. Trial periods by professional group

The periods vary depending on the professional group to which the hired worker belongs:

The agreement also regulates temporary hiring, setting specific conditions depending on the contractual modality used.

3. Salary absorption and compensation clause

This clause is one of the elements with the greatest impact on remuneration management. It limits the possibility of accumulating individual salary improvements over what was collectively agreed. In practice, if a worker already receives remuneration higher than that established in the agreement, the collective increases agreed can be absorbed by that difference, without the worker receiving an additional increase.

4. Parity Commission and resolution of discrepancies

The Parity Commission is made up of the unions CC.OO., UGT, USO and CGT. Its function is to resolve discrepancies in the application of the agreement. The deadline for resolving cases of non-application of the agreement is 7 days. This agile mechanism seeks to avoid prolonged conflicts in situations where the company intends not to apply some agreed condition.

5. Renewal and denunciation

The agreement is automatically renewed by fiscal years. To avoid renewal, any of the parties must denounce it with at least 3 months notice before expiration.

Economic and operational impact

The most direct effects on HR operations and the bottom line are as follows:

• Selection cost: The obligation to prioritize internal promotion and notify unions before publishing external vacancies extends the time to fill vacancies and adds a mandatory administrative step.
• Remuneration management: The absorption clause can reduce the cost of collective increases for workers with salaries above the agreement, but can also generate tension if not properly communicated to staff.
• Risk of nullity in hiring: If the prior union notification procedure for an external vacancy is skipped, the selection process can be challenged.
• Very tight non-application deadlines: The 7-day deadline for the Parity Commission to resolve non-application discrepancies requires the company to have supporting documentation prepared in advance.

Who does it affect?

• All staff of Fujitsu Technology Solutions, S.A.U. in Spain, with the exceptions indicated.
• Excluded in remuneration and working hours matters: senior management and workers in professional groups 0 and 1.
• HR managers and People Operations who manage selection, hiring and salary policy.
• Union representatives of CC.OO., UGT, USO and CGT with presence in the Parity Commission.
• Financial directors and CFOs who must anticipate the impact of the absorption clause in remuneration planning.

Practical example

Suppose the operations department of Fujitsu Technology Solutions needs to fill a technical profile vacancy. The correct process under this agreement would be:

1. Before publishing anything externally, the HR team must inform union representatives of the available vacancy.
2. An internal promotion process is opened for candidates from the company's own staff.
3. Only if there are no suitable internal candidates can the external vacancy be launched.
4. If the selected candidate belongs to a high qualification professional group, the trial period can be extended up to 6 months.

In parallel, if that worker already had an individual salary higher than the agreement minimum, any collective raise agreed for 2025-2026 could be absorbed by that difference, with no additional cost to the company in that bracket.

What should companies do now?

1. Review vacancy coverage processes: Ensure that there is a documented protocol for prior union notification before publishing any external offer.
2. Update contract templates: Verify that the trial periods applied in each hiring match the agreement deadlines according to the professional group (between 1 and 6 months).
3. Audit remuneration policy: Identify which workers have salaries above the agreement and evaluate the impact of the absorption clause on upcoming collective increases.
4. Prepare documentation for the Parity Commission: If you anticipate needing to not apply any condition of the agreement, have the justification ready in advance. The resolution deadline is only 7 days.
5. Mark the denunciation deadline on the calendar: If you do not want the agreement to be automatically renewed beyond March 31, 2027, the denunciation must be submitted before December 31, 2026.
6. Inform union representatives (CC.OO., UGT, USO, CGT) of any selection process before its external publication, to comply with the procedural obligation.

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-2026-17164