Intermodality of Levante 2026 Collective Agreement: what changes for transport companies

Key data

The collective agreement of Intermodality of Levante SA is now mandatory for the company and its workforce since its publication in the BOE of May 12, 2026. The Resolution of April 30, 2026 from the General Labor Directorate orders its registration and publication, which grants it general regulatory force: it is no longer an internal agreement between company and worker representatives, but a regulation with full legal validity.

For managers and HR directors of Intermodality of Levante SA, this means that the conditions agreed in the collective agreement—compensation, working hours, professional categories and employee rights—are immediately applicable and cannot be ignored or unilaterally modified. For the rest of the intermodal transport sector in the Valencian Community, the agreement acts as a market benchmark and can influence future collective negotiations of their own.

What does this regulation establish?

The collective agreement of Intermodality of Levante SA regulates the complete framework of labor relations within the company. The matters covered are as follows:

• Working conditions: Regulates the set of rights and obligations applicable to the company's workforce in their daily activities.
• Compensation: Establishes salary tables and supplements applicable to each professional category.
• Working hours: Sets the distribution of working time, rest periods and possible special regimes within the intermodal transport sector.
• Professional categories: Defines the structure of positions and levels within the organization, with their corresponding rights and obligations.
• Employee rights: Includes individual and collective rights recognized to the workforce.

Publication in the BOE, through the Resolution of the General Labor Directorate, is the step that converts this agreement into a regulation of mandatory compliance with general force. This means it cannot be repealed by individual agreement between company and worker to the detriment of the latter.

Economic and operational impact

The most direct impact of this agreement occurs in the labor cost structure of Intermodality of Levante SA. With compensation and working hour conditions fixed, the company cannot apply conditions lower than those agreed without incurring regulatory non-compliance.

From an operational perspective, the most relevant changes for business management are:

• Fixed salary costs: The compensation tables in the agreement set the salary floor by category. Any lower compensation is null and void.
• Regulated working hours: The distribution of working time is subject to what was agreed, which affects shift planning and management of overtime hours in the transport sector.
• Defined professional categories: Professional classification determines what compensation corresponds to each position, which directly impacts hiring and internal promotion decisions.
• Reference for the sector: For other intermodal transport companies in Levante, this agreement can become the starting point for their own negotiations, indirectly conditioning their future labor costs.

Who does it affect?

• Intermodality of Levante SA: Directly and mandatorily affected in all matters regulated by the agreement.
• Workers of Intermodality of Levante SA: Have the right to demand compliance with all conditions agreed in the collective agreement.
• Companies in the intermodal transport sector in the Valencian Community: Must review whether the agreement applies directly to them or whether they should use it as a reference in their own collective negotiations.
• HR managers and labor advisors: Must update contracts, payroll and internal procedures to ensure compliance with the agreement.
• CFOs and financial directors: Must review the impact on labor cost structure resulting from the salary tables and working hour conditions set.

Practical example

Imagine you are the operations director of an intermodal transport company based in Valencia that operates in the same segment as Intermodality of Levante SA. Until now, your labor conditions were governed by the general sectoral agreement or your own company agreement.

With the publication of this agreement, your labor advisor alerts you that the Intermodality of Levante SA agreement can be used as a reference by your workers' representatives in the next collective negotiation. If the salary tables or working hour conditions it establishes are more favorable than your current ones, your workers can claim their application as a negotiating starting point.

In the case of Intermodality of Levante SA directly: if a worker classified in a certain professional category receives compensation lower than that set in the agreement, they have the right to claim the difference with effect from the agreement's entry into force. The company cannot claim ignorance of the regulation once published in the BOE.

What should companies do now?

1. Verify if the agreement applies directly: If your company operates in the intermodal transport sector in the Valencian Community, consult with your labor advisor whether the Intermodality of Levante SA agreement applies directly to you or only as a reference.
2. Review current salary tables: Compare your workforce's current compensation with what the agreement establishes by professional category. Identify possible gaps that could generate claims.
3. Update professional classification: Review that the positions in your organization are correctly classified in the professional categories defined by the agreement.
4. Adapt working hour management: Verify that the distribution of working time, rest periods and overtime regime comply with what is established in the agreement.
5. Anticipate your own collective negotiation: If you have your own company agreement or are in negotiation process, use this agreement as a market reference to anticipate demands from your union representatives.
6. Document compliance: Keep evidence that the labor conditions applied comply with the agreement. In case of labor inspection, the burden of proof falls on the company.