Key data
| Regulation | III Collective Agreement of Game Stores Iberia, SLU |
|---|---|
| BOE Reference | BOE-A-2026-12015 |
| Publication | June 4, 2026 |
| Entry into force | January 1, 2026 (retroactive effects) |
| Validity | January 1, 2026 — December 31, 2028 |
| Affected parties | All workers at GAME stores in Spain |
| Category | Labor Legislation |
| Period | 2026-2028 |
| Extension | Automatic annual unless terminated with 3 months' notice |
All workers at GAME stores in Spain have a new labor framework as of January 1, 2026. The Resolution of May 26, 2026 from the General Labor Directorate registers and publishes the III Collective Agreement of Game Stores Iberia, SLU, valid until December 31, 2028. What is relevant for management: the economic effects are retroactive to January 1, 2026, regardless of when the text was published.
This means that any salary difference between what was paid from January and what was agreed in the collective agreement must be regularized. And there is an express prohibition: these increases cannot be offset or absorbed with improvements that the worker already had.
What does this regulation establish?
The III Collective Agreement of Game Stores Iberia regulates the labor conditions of the entire GAME chain workforce in Spain during the 2026-2028 period. These are the key elements it establishes:
| Element | Detail |
|---|---|
| Time period | January 1, 2026 to December 31, 2028 |
| Economic effects | Retroactive to January 1, 2026, regardless of the publication date in the BOE |
| Salary compensation and absorption | Expressly prohibited: agreed increases cannot be offset or absorbed with previous worker improvements |
| Parity Commission | 4 representatives from each party (company and workers), with authority to resolve application and interpretation conflicts |
| Conflict resolution | In case of disagreement in the Parity Commission, adherence to the extrajudicial conflict resolution system |
| Automatic extension | Annual after expiration, unless terminated with 3 months' notice |
| Ultra-activity | Guaranteed until a new agreement is reached |
The prohibition on compensation and absorption is one of the most relevant points for HR management: even if a worker had salary conditions superior to those of the previous agreement, the new agreed increases must be applied in full, without being able to "net" them against those previous improvements.
The guaranteed ultra-activity is equally important: if by December 2028 there is no agreement for a new collective agreement, the conditions of the III Agreement will continue to apply until a new one is signed, avoiding regulatory gaps.
Economic and operational impact
The most immediate economic impact is retroactivity. The agreement is published on June 4, 2026 but its economic effects start on January 1, 2026. This means that the company must calculate and pay the accumulated salary differences from January for all affected staff.
From an operational perspective, the HR and payroll departments of Game Stores Iberia must:
- Recalculate the salaries of all workers from January 2026 in accordance with the new agreed conditions.
- Identify and pay the arrears generated between January and the date of effective application.
- Verify that no increase has been offset or absorbed with previous improvements, which is expressly prohibited.
- Establish or update the Parity Commission with the 4 representatives from each party provided for in the agreement.
The creation of the Parity Commission also represents a change in conflict management: before resorting to judicial proceedings or the extrajudicial system, any discrepancy regarding the application or interpretation of the agreement must go through this commission. Only if there is no agreement in it is the extrajudicial conflict resolution system activated.
Who does it affect?
- Workers at GAME stores in Spain: all employees of Game Stores Iberia, SLU, fall under the scope of this agreement.
- HR and payroll management of Game Stores Iberia: responsible for applying retroactivity, calculating arrears and ensuring compliance with the prohibition on compensation and absorption.
- Union representatives and company representatives: those who will be part of the Parity Commission (4 from each party).
- Labor advisors and management firms: that provide services to Game Stores Iberia or to workers in the chain.
- General management and CFO of Game Stores Iberia: due to the impact on the wage bill resulting from retroactivity and the increases agreed for 2026-2028.
Practical example
Imagine a worker at a GAME store with a monthly gross salary of €1,400 under the previous agreement. The III Agreement agrees on a salary increase effective January 1, 2026. If the company has not applied that increase until June (publication date in the BOE), it accumulates 5 months of salary difference that must be paid as arrears.
Furthermore, if that worker had a voluntary personal supplement that the company intended to use to "absorb" the new increase, the agreement expressly prohibits it: the increase must be applied in full to the salary base, and the personal supplement must be kept separate.
In case a discrepancy arises between the company and the worker about how the agreement is applied, the first mandatory step is to refer the conflict to the Parity Commission (4 company representatives + 4 worker representatives). Only if this does not resolve it, the extrajudicial conflict resolution system to which the parties are adhered is activated.
What should companies do now?
- Review payroll from January 2026: calculate whether salaries paid from January 1 comply with the conditions agreed in the III Agreement. The economic effects are retroactive to that date.
- Calculate and pay arrears: if there are differences between what was paid and what was agreed, regularize them as soon as possible to avoid worker claims or inspections.
- Verify the prohibition on compensation and absorption: ensure that no agreement increase has been "netted" against previous voluntary supplements or improvements. This is expressly prohibited.
- Establish the Parity Commission: designate the 4 representatives of the company side and coordinate with worker representation to have the commission operational.
- Plan the termination schedule: if the company plans to negotiate different conditions for the next period, it must terminate the agreement with at least 3 months' notice before December 31, 2028. Without termination, it automatically extends for one year.
- Inform workers: communicate internally the changes resulting from the new agreement, especially retroactivity and conflict resolution mechanisms.
Frequently asked questions
When do the economic conditions of GAME's III Agreement take effect?
The economic effects are retroactive to January 1, 2026, regardless of whether the agreement was published in the BOE on June 4, 2026. This means that any salary difference between what was paid from January and what was agreed must be regularized.
Can the company offset the salary increase from the agreement with improvements the worker already had?
No. The III Collective Agreement of Game Stores Iberia expressly prohibits the offset and absorption of agreed salary increases. Increases must be applied in full, without being able to net them against previous voluntary supplements or improvements.
What happens if there is a conflict over the application of the GAME agreement?
The first step is to refer it to the Parity Commission, made up of 4 representatives from the company and 4 from the workers. If the commission does not reach an agreement, the parties are adhered to the extrajudicial conflict resolution system.
Until when is the III Collective Agreement of GAME valid?
The validity is until December 31, 2028. After that date, it automatically extends year by year unless one of the parties terminates it with at least 3 months' notice. Furthermore, ultra-activity is guaranteed: if it expires without a new agreement, the conditions continue to apply until a new one is signed.
Which GAME workers does this agreement affect?
It affects all workers of Game Stores Iberia, SLU in Spain, that is, the entire workforce of the GAME store chain under that business name.
Official source
Consult complete regulation at official source
Disclaimer: 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-2026-12015