Generali Spain Collective Agreement 2026-2029: What Changes for Group Companies

Key data

Companies of Generali Spain Group have had a new labor framework since October 24, 2026 that governs their relations with workers until the end of 2029. The VIII Collective Agreement, signed on July 23, 2026 between group management and the unions CC.OO., USOC and UGT, was registered and published by the General Labor Directorate through a resolution of October 15, 2026.

This agreement is not a minor extension: it represents an express improvement over the state sectoral insurance agreement and closes the door to lower-scope agreements displacing it. For HR departments and group executives, this means reviewing labor conditions, internal negotiation procedures and conflict resolution mechanisms.

What does this regulation establish?

The VIII Collective Agreement establishes the labor framework of Generali Spain Group on several key axes:

• Scope of application: Covers all group companies in national territory. The entities expressly included are Generali España de Seguros, Cajamar Vida and Cajamar Seguros Generales, among others.
• Exclusions: Insurance agents and brokers, senior management personnel and those providing services of a commercial or civil nature are excluded from the agreement.
• Validity and extension: The agreement extends until the end of 2029. It is automatically extended year by year unless one of the parties expressly denounces it in December of the year of expiration.
• Conflict resolution mechanisms: In case of disagreement after denunciation of the agreement, mediation and arbitration mechanisms are activated through the ASAC (Autonomous Labor Conflict Resolution Agreement). Meanwhile, the agreement maintains its ultra-activity.
• Relationship with the sectoral agreement: This group agreement improves the conditions of the state sectoral insurance agreement and protects negotiation against lower-scope agreements, meaning that no company or workplace agreement can reduce what is agreed here.

Economic and operational impact

From an operational perspective, this agreement has three direct consequences for group companies:

• Labor stability until 2029: Automatic annual extension reduces uncertainty in labor cost planning. Companies can project their personnel budgets with greater medium-term visibility.
• Protection against lower-scope agreements: No company or workplace agreement can establish conditions below what is agreed in this agreement. This limits negotiating flexibility at the local level, but also protects management against union pressure seeking to improve conditions below the group level.
• Improvement over the sectoral agreement: The agreed conditions exceed those of the state sectoral insurance agreement. This may translate into higher labor costs compared to sector competitors who only apply the sectoral agreement, but also greater capacity to attract and retain talent.
• ASAC mechanism as a safety net: The activation of ASAC in case of conflict after denunciation of the agreement, together with guaranteed ultra-activity, reduces the risk of regulatory vacuum and acute labor conflict during renegotiation processes.

Who does it affect?

• Employees of Generali Spain Group companies throughout national territory.
• Human Resources and labor relations departments of group entities.
• Executives and CFOs responsible for labor cost planning in the group.
• Labor and legal advisors providing services to group companies.
• Union representatives of CC.OO., USOC and UGT in group companies.

Not affected by this agreement: insurance agents and brokers, senior management personnel and those providing services of a commercial or civil nature to the group.

Practical example

Imagine that the HR department of Cajamar Vida is negotiating in 2027 a company agreement to make working hours more flexible for a specific group of workers. That agreement can improve the conditions of the VIII Collective Agreement of Generali Spain Group, but cannot establish lower conditions in any aspect regulated by the group agreement.

If in December 2029 none of the parties denounces the agreement, it is automatically extended for one more year, until the end of 2030, without need for renegotiation. If any party denounces it, the ASAC mediation and arbitration process is activated, and the agreement continues to apply under ultra-activity regime until a new agreement or arbitral award is reached.

What should companies do now?

1. Review current contracts and agreements: Verify that no company or workplace agreement establishes conditions lower than those of the VIII Collective Agreement. If there are any, they must be adapted.
2. Update HR procedures: Incorporate the conditions of the new agreement in internal manuals, payroll systems and personnel management protocols.
3. Identify excluded groups: Confirm which workers fall outside the scope of the agreement (agents, brokers, senior management, providers of commercial or civil services) to apply the correct regime to them.
4. Plan the denunciation agenda: Mark December 2029 on the calendar as the deadline to decide whether to denounce or allow the agreement to be automatically extended.
5. Know the ASAC mechanism: Familiarize yourself with the ASAC mediation and arbitration procedure to be prepared in case of conflict following a possible denunciation of the agreement.
6. Communicate with union representation: Inform representatives of CC.OO., USOC and UGT in group companies about the entry into force of the new agreement and its practical implications.

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-2026-22282