Hospitality Agreement ALEH VI 2026: what changes and what companies must do

Key data

If you own a hotel, restaurant, bar or any hospitality establishment with employees, this agreement affects you directly and with immediate effect. The amendment to the VI Labor Agreement for Hospitality (ALEH VI), registered on September 4, 2026, is not a routine extension: it incorporates new obligations that require reviewing contracts, time-tracking systems and staff classifications before a labor inspection arrives.

The agreement has been signed by the main organizations in the sector: CEHE and CEHAT on the business side, and UGT and CC.OO. on the union side. Its scope is national and covers all workers and companies classified under the hospitality sector collective agreement.

What does this regulation establish?

The amendment to ALEH VI introduces changes in four major areas:

1. Extension of validity until 2030

The agreement, which was nearing expiration, extends its validity until December 31, 2030. This provides stability to the labor framework of the sector for the coming years, but also means that all new obligations incorporated now are consolidated as long-term requirements.

2. Update of professional categories and groups

The nomenclatures of positions in four key areas of the sector are modified. The following table shows the areas affected by classification changes:

These changes mean that current contracts and job descriptions may no longer match the new official nomenclature, creating risk in case of inspection or labor dispute.

3. Working hours registration in accordance with the Supreme Court

The agreement incorporates working hours registration obligations aligned with recent Supreme Court jurisprudence. This reinforces the requirement for reliable, verifiable and accessible time control systems for workers' legal representation.

4. New chapters and disaster protocol

The agreement adds two new chapters to the agreement:

• Chapter XIII: Obligations regarding LGBTQ+ equality and non-discrimination, in accordance with current regulations.
• Chapter XIV: Action protocol for disasters and adverse weather phenomena, an unprecedented novelty in the sector agreement.

Economic and operational impact

The impact is not only regulatory: it has direct consequences on daily operations and personnel management costs.

• Contract review: Companies that have contracts with professional categories under the previous nomenclature must update them to reflect the new classification. This involves legal advisory costs and HR management time.
• Investment in working hours registration systems: If the establishment does not yet have a reliable digital time-tracking system, compliance with Supreme Court standards may require investment in time control software or hardware.
• Training and internal protocols: The new chapters XIII (LGBTQ+ equality) and XIV (disasters) require developing or updating internal protocols and, in many cases, training staff and team leaders.
• Stability until 2030: The extension of the agreement until the end of 2030 offers predictability in labor cost planning, although it also consolidates all new obligations during that period.

Who does it affect?

• Hotels, hostels and tourist accommodation establishments with their own staff.
• Restaurants, bars, cafes and food service establishments with employees.
• Catering companies and collective services classified under the hospitality agreement.
• HR directors and personnel managers in hotel chains and restaurant groups.
• Labor advisors and management firms providing services to hospitality sector companies.
• Kitchen, reception, restaurant and housekeeping workers whose categories are being renamed.

Practical example

Imagine a medium-sized hotel with 25 employees distributed between kitchen, reception, restaurant and housekeeping. When reviewing its current contracts, the HR manager detects that several professional categories—for example, in the housekeeping area—are listed under the nomenclature prior to the agreement. Additionally, the time-tracking system used is a handwritten signed sheet, which does not meet the reliability standards required by Supreme Court jurisprudence now incorporated into the agreement.

This hotel must: (1) update the affected contracts to reflect the new nomenclature of professional groups; (2) implement a digital working hours registration system that leaves verifiable record of hours worked; and (3) develop an internal action protocol for adverse weather phenomena (chapter XIV) and review its LGBTQ+ equality policy (chapter XIII). If a labor inspection occurs before completing these adaptations, the establishment is exposed to requirements and possible sanctions.

What should companies do now?

1. Audit professional categories in force: Review all active contracts and check whether job titles in kitchen, reception, restaurant and housekeeping match the new ALEH VI nomenclature. Update those that do not.
2. Verify the working hours registration system: Check that the time-tracking system meets the reliability requirements demanded by Supreme Court jurisprudence, now incorporated into the agreement. If not, implement an appropriate digital solution.
3. Develop or update the LGBTQ+ equality protocol: The new chapter XIII requires having concrete measures regarding non-discrimination. Review internal policy and, if necessary, update it with specialized advisory support.
4. Draft the disaster protocol (chapter XIV): Develop an internal document that establishes the establishment's action procedure for adverse weather phenomena or disasters, and inform staff.
5. Communicate changes to workers' legal representation: If the establishment has a works committee or staff representatives, inform them of the modifications introduced by the agreement.
6. Coordinate with labor advisory: Given that the changes apply immediately from September 4, 2026, it is advisable to review compliance with your usual labor advisor as soon as possible.

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-2026-18630