International Mail Spain 2026 Collective Agreement: what changes for workers

Key data

The labor conditions of International Mail Spain, SL workers change following the publication in the BOE on May 20, 2026 of the partial modification of their collective agreement. The General Labor Directorate has registered and published the agreement reached between the company and workers' representatives, granting it full legal effectiveness.

This type of partial modification does not replace the agreement in its entirety, but rather updates or alters specific previously agreed conditions. From the moment of its publication, both the company and workers are bound by the new terms.

What does this regulation establish?

The Resolution of May 7, 2026 from the General Labor Directorate registers and publishes the agreement for partial modification of the collective agreement of International Mail Spain, SL, following the legal procedure established in the Workers' Statute and collective bargaining regulations.

The aspects that this type of agreement can modify include:

• Salary tables and compensation supplements
• Working hours and distribution of work time
• Professional categories and groups
• Hiring or termination conditions
• Other matters covered by the collective agreement

The full text of the agreement, with the specific modified articles and their updated wording, is available in the official BOE publication (BOE-A-2026-10859). The registration resolution does not detail the modified articles: it is the text of the attached agreement that contains the specific changes.

Publication in the BOE is the act that grants full legal effectiveness to the agreement. From that moment on, neither party can ignore its content or apply previous conditions in the modified matters.

Economic and operational impact

The direct economic impact depends on the specific content of the agreement, which must be consulted in the full text published in the BOE. However, any modification of a collective agreement generates immediate operational obligations for the company:

• Payroll and compensation: If the agreement modifies salaries or supplements, the company must update its payroll systems effective from the date the agreement enters into force.
• Working hours management: If hours, shifts or distribution of work time are modified, time tracking and planning systems must be adapted.
• Contracts and categories: If there are changes in professional groups or categories, it may be necessary to review affected individual contracts.
• Internal communication: The company is obligated to inform workers of the conditions that directly affect them.

Non-compliance with what is agreed in the collective agreement may result in individual or collective labor claims, as well as actions by the Labor Inspection.

Who does it affect?

• International Mail Spain, SL: As a party to the agreement, it is obligated to apply the new terms in all modified aspects.
• International Mail Spain, SL workers: All employees included in the scope of application of the collective agreement will see their labor conditions modified according to the agreed terms.
• HR and payroll departments: Responsible for implementing the operational changes resulting from the agreement.
• Workers' representatives: Must ensure compliance with the agreement they have signed and communicate the changes to represented workers.

Practical example

A worker at International Mail Spain, SL covered by this collective agreement will be affected by changes in the matters modified by the agreement. For example:

If the agreement modifies salary tables, the worker has the right to receive the new salary from the date the agreement enters into force as stated in the text, regardless of what appears in their individual contract, since the collective agreement prevails over less favorable individual conditions.

If the agreement modifies working hours or shifts, the company must apply the new schedule without needing to individually modify each contract, since the collective agreement is directly applicable.

In both cases, if the company does not apply the new terms, the worker can file a complaint with the Labor Inspection or file a lawsuit before the Labor Court.

What should companies do now?

1. Download and read the full text of the agreement published in the BOE (reference BOE-A-2026-10859) to identify exactly which articles of the agreement have been modified and what the new wording is.
2. Identify the entry into force date agreed in the text of the agreement, since the registration resolution does not specify it. This date determines when the new terms become enforceable.
3. Review the impact on payroll if the agreement modifies salary tables or supplements, and prepare the necessary adjustments to compensation systems.
4. Review working hours and shifts management if the agreement affects the distribution of work time, and update planning and time tracking systems.
5. Inform affected workers of the changes that directly apply to them, especially if there are variations in salary, working hours or professional category.
6. Consult with labor advisors if there are doubts about the interpretation of any point of the agreement or how to implement it in specific individual cases.