Key data
| Regulation | Resolution of July 6, 2026, from the National Institute of Healthcare Management (INGESA) |
|---|---|
| Publication | July 13, 2026 |
| Entry into force | July 14, 2026 |
| Affected parties | Statutory healthcare staff (permanent and interim) of INGESA in Ceuta and Melilla |
| Category | Public Sector — Healthcare Human Resources |
| Modified regulations | Resolution of January 17, 2018 (INGESA HR Planning Plan) and Resolution of January 19, 2023 (extension of validity) |
| Reference legal framework | Royal Decree-Law 12/2022 — amendment to the Framework Statute for healthcare staff |
| Union negotiation | Sectoral Table, June 30, 2026 |
Interim healthcare staff at INGESA in Ceuta and Melilla have had, since July 14, 2026, a clearer legal framework regarding how long they can remain in a vacant position and in what order they can be terminated. The Resolution of July 6, 2026 from INGESA modifies the Human Resources Planning Plan approved in 2018 and extended in 2023, adapting it to the changes that Royal Decree-Law 12/2022 introduced in the Framework Statute for healthcare staff.
The change is significant: until now, the lack of explicit criteria on termination generated legal uncertainty for both interim staff and HR managers. This resolution closes that gap while the new Framework Statute Law is being processed, whose draft was in public consultation until June 2026.
What does this regulation establish?
The resolution introduces two specific modifications to INGESA's Human Resources Planning Plan:
| Aspect | Before (2018/2023 Resolutions) | After (Resolution July 6, 2026) |
|---|---|---|
| Termination order for interim or displaced staff | No explicit criteria in the planning document | Clear criteria established for when selection processes or mobility procedures are resolved |
| Maximum duration of interim appointment in vacant position | Not expressly regulated in the plan | Maximum 3 years; extendable if the call for applications is published within that period |
| Legal basis | Framework Statute prior to RDL 12/2022 | Adapted to the Framework Statute modified by RDL 12/2022 |
The stated objective is to guarantee legal certainty during the transitional period until the new Framework Statute Law is approved, whose draft was in public consultation phase until June 2026. The modification was negotiated and agreed with unions at the Sectoral Table on June 30, 2026.
Economic and operational impact
This resolution does not generate new direct costs for INGESA healthcare institutions, but it has relevant operational consequences for personnel management:
- Planning of calls for applications: HR managers must ensure that calls for vacant positions are published before 3 years of interim appointment elapse, or accept that the appointment cannot be extended.
- Reduction in litigation: By establishing a clear termination order, legal conflicts arising from the resolution of selection processes or mobility procedures are reduced, resulting in indirect savings in legal and management costs.
- Security for interim staff: The 3-year limit with conditional extension possibility provides predictability regarding the continuity of the appointment.
- Adaptation to RDL 12/2022: Institutions that had not adjusted their internal procedures to the new Framework Statute must do so now explicitly.
Who does it affect?
- Interim statutory healthcare staff of INGESA in Ceuta and Melilla: doctors, nurses, technicians and other categories with interim appointments in vacant positions.
- Permanent statutory healthcare staff of INGESA in Ceuta and Melilla: regarding termination order in mobility processes.
- HR managers and directors of healthcare institutions dependent on INGESA in Ceuta and Melilla.
- Unions and staff representatives with presence in INGESA's Sectoral Table.
- Legal and labor advisors who manage conflicts or inquiries from statutory healthcare staff in these territories.
It does not affect healthcare staff from autonomous communities with transferred competencies, nor labor or civil service staff from other administrations.
Practical example
Imagine a family doctor appointed as interim staff in a vacant position at the Health Center in Ceuta on August 1, 2023. Under the new regulation, their appointment has a maximum limit of 3 years, that is, until August 1, 2026.
If INGESA publishes the call for applications to fill that position permanently before August 1, 2026, the interim appointment can be extended until the selection process is resolved. If the call for applications is not published within that period, the appointment could not be extended under this regulation.
Furthermore, if during that period a mobility process is resolved that affects that position, the new termination order established in the resolution clearly determines the position of that interim staff member in relation to other affected parties, avoiding the previous uncertainty.
What should institutions do now?
- Review all interim appointments in vacant positions currently in force at INGESA institutions in Ceuta and Melilla, identifying which ones are approaching the 3-year limit.
- Verify if a call for applications has been published for positions with interim staff approaching the time limit: if not published, assess the urgency of initiating the selection process.
- Update internal HR procedures to incorporate the new termination order established in the resolution, especially for upcoming selection processes or mobility procedures.
- Inform affected interim staff about the new time framework and its implications, in coordination with union representatives.
- Consult the draft of the new Framework Statute Law to anticipate the structural changes that will come after the public consultation closed in June 2026, and prepare for adaptation in advance.
Frequently asked questions
How long can an INGESA interim staff member stay in a vacant position?
Under the new resolution, the maximum limit is 3 years. However, the appointment can be extended if INGESA has published the call for applications to fill that position permanently within that 3-year period. If no call for applications has been published, the appointment cannot be extended under this regulation.
What happens when a selection process is resolved with interim staff in active service?
The resolution establishes clear criteria for the termination order of interim or displaced staff when selection processes or mobility procedures are resolved. Before this modification, INGESA's HR Planning Plan did not explicitly address that order, which generated legal uncertainty. Now there is a defined criterion that regulates which staff is terminated first and under what circumstances.
What territories does this resolution apply to?
Exclusively to healthcare institutions dependent on INGESA in Ceuta and Melilla. It does not apply to healthcare staff from autonomous communities with transferred competencies in healthcare matters, nor to other territories.
Why is the plan being modified now and not when the new Framework Statute Law is approved?
The modification responds to the need to adapt INGESA's HR Planning Plan to the changes already introduced by RDL 12/2022 in the Framework Statute for healthcare staff. The new Framework Statute Law is still in process (its draft was in public consultation until June 2026), so this resolution acts as a legal certainty framework during that transitional period.
Was this resolution negotiated with unions?
Yes. The modification was negotiated and agreed with unions at the Sectoral Table held on June 30, 2026, before its publication in the BOE on July 13, 2026.
Official source
Consult complete regulation at 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-2026-15295