Heineken Spain Agreement 2025-2028: salaries, remote work and benefits for its employees

Key data

Heineken Spain has been applying since January 1, 2025 a new labor framework that affects its entire workforce in Spain. The Resolution of June 5, 2026 from the General Labor Directorate registers and publishes the III Collective Agreement of Heineken Spain, SA, valid until December 31, 2028. The agreement updates salaries, work time organization, flexible compensation and employment guarantees, and establishes a labor relations model that the company must maintain for four years.

What does this agreement establish?

The III Collective Agreement of Heineken Spain articulates working conditions around the following areas:

A differential element is the economic update clause in extension: if the agreement is extended beyond 2028, salary and economic items will be automatically reviewed by applying the real CPI of the previous year, which protects the purchasing power of employees without the need for renegotiation.

Economic and operational impact

For Heineken Spain management, this agreement represents a labor cost commitment structured over four years. The main impact vectors are:

• Payroll: The agreed increases must be applied retroactively from January 1, 2025, which can generate arrears if the BOE publication (July 2026) is later than the effective date.
• Cost of social benefits: The flexible benefits package, pension plan, loans and aid for family members with functional diversity represent additional items on gross salary that must be budgeted for each fiscal year.
• Compensation in kind: The delivery of beer cases as compensation in kind has implications for payroll management and employee taxation, which must be managed correctly.
• Remote work and digital disconnection: The regulation of remote work requires reviewing internal policies, technological tools and disconnection protocols, with potential adaptation costs.
• Levels 9 or above: The possibility of agreeing on individual compensation and work time conditions with these profiles opens a flexibility avenue, but also requires an individualized and documented negotiation process.
• CPI update in extension: If the agreement is extended, the automatic adjustment by real CPI protects employees but may result in unforeseen cost increases in the company's initial budget.

Who does it affect?

• Heineken Spain, SA employees at all its workplaces in Spain: applies to the entire workforce, regardless of their professional category, except senior management personnel.
• Heineken Spain Human Resources management: responsible for implementing salary increases, managing the benefits package, pension plan, loans and aid.
• Employees at level 9 or above: can voluntarily negotiate specific compensation and work time conditions outside the general agreement conditions.
• Union representatives: the agreement reinforces union rights, so Heineken Spain's delegates and works councils see their action guarantees expanded.
• Labor advisors and management firms providing services to Heineken Spain or its employees, who must know the agreement's particularities for correct payroll and benefits management.

Practical example

A Heineken Spain employee at level 8 (below the level 9 threshold) automatically benefits from all agreement conditions without the need for individual negotiation: salary increase applied from January 1, 2025, access to the flexible social benefits package, company contribution to the pension plan, possibility to request loans, aid if they have a family member with functional diversity and receipt of beer cases as compensation in kind. Additionally, if they work in remote work mode, the company must guarantee them the right to digital disconnection outside their working hours.

Conversely, an employee at level 9 or above can voluntarily agree with the company on compensation and work time conditions different from the general agreement, which allows greater flexibility in configuring their compensation package.

If the agreement is extended in 2029, all economic items will be updated by applying the real CPI recorded in 2028, without the need to open a new collective negotiation.

What should companies do now?

1. Verify retroactive application from January 1, 2025: given that the agreement becomes effective on January 1, 2025 but is published in July 2026, check if there are pending salary arrears to be paid to employees.
2. Review and update payroll: incorporate the agreed salary increases and compensation in kind (beer cases) with correct tax and Social Security treatment.
3. Configure the flexible benefits package: communicate to employees the available options and enable the benefits selection process within the flexible package.
4. Review remote work policy: ensure that remote work protocols and digital disconnection comply with what is agreed in the agreement.
5. Identify employees at level 9 or above: initiate, if appropriate, voluntary individual negotiation processes for specific compensation and work time conditions.
6. Plan budget impact through 2028: project the cost of the pension plan, loans, aid for family members with functional diversity and the CPI update clause in case of extension.
7. Inform union representatives: ensure that the works council or employee representatives know the agreement's content and the reinforced union rights it establishes.

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-2026-14408