IV Collective Agreement Lo Bueno Directo 2026: what changes for the workforce

Key data

All staff at Lo Bueno Directo Servicio de Ventas, SLU, have had a new mandatory labour framework since 23 March 2026. The Dirección General de Trabajo registered and published on that date the IV Collective Agreement of the company, whose general effectiveness was confirmed with its publication in the BOE on 3 April 2026 (reference BOE-A-2026-7622).

This agreement is not a minor update: it fully replaces the previous agreement and establishes the rules regarding salary, working hours and professional organisation for all workers within its scope of application.

What does this regulation establish?

The IV Collective Agreement of Lo Bueno Directo Servicio de Ventas, SLU, comprehensively regulates the company's employment conditions. The matters it covers are:

• Salary scales: sets the remuneration applicable to each professional category.
• Working hours: establishes the distribution and duration of the working day.
• Professional categories: defines the classification structure for workers.
• Rights and obligations: regulates workers' rights and the company's obligations.

Having been registered and published by the Dirección General de Trabajo, the agreement has general and binding effectiveness for all workers included in its scope of application. This means that no individual agreement may fall below what the collective agreement establishes, unless it improves the worker's conditions.

The agreement replaces the previous one and may introduce improvements in economic and social conditions compared to the general provisions of the Estatuto de los Trabajadores. Where the agreement improves upon the Estatuto, the agreement prevails.

Economic and operational impact

The entry into force of a new collective agreement has direct consequences for people management and the company's labour costs:

• Salary costs: the new salary scales are mandatory from 23 March 2026. If the agreement introduces increases compared to the previous one, payroll costs rise from that date.
• Working hours management: any change in the working hours agreed in the collective agreement must be reflected in working time records and in employment contracts, where applicable.
• Professional classification: the new categories may require reclassification of workers, with the corresponding salary adjustment.
• Rights and obligations: improvements over the Estatuto de los Trabajadores included in the agreement are enforceable by workers from the date of entry into force.

The fact that the agreement may improve upon the conditions of the Estatuto de los Trabajadores means that the company cannot simply apply the general regulations: it must review each matter regulated in the agreement and apply the condition most favourable to the worker.

Who is affected?

• Lo Bueno Directo Servicio de Ventas, SLU: as the signatory company, it is obliged to apply the agreement in its entirety from 23 March 2026.
• All employees of the company included in the scope of application of the agreement, regardless of their category or type of contract.
• HR and labour administration departments of the company, which must update payrolls, contracts and internal records.
• Labour advisors and management consultancies providing services to the company, who must be familiar with the new text in order to apply it correctly.

Practical example

An employee of Lo Bueno Directo Servicio de Ventas, SLU, assigned to a specific professional category, is entitled to receive from 23 March 2026 the salary set by the IV Collective Agreement's salary scale for their category, regardless of what the previous agreement established.

If the IV Collective Agreement introduces a salary improvement compared to the previous agreement for that category, the company must pay the difference from the date of entry into force. If the worker had received less during the period between 23 March and the date on which the company effectively applies the new agreement, they would be entitled to claim the corresponding back pay.

Likewise, if the agreement modifies working hours or introduces new rights (leave, supplements, etc.), these are enforceable from that same date.

What should companies do now?

1. Obtain and read the full text of the IV Collective Agreement published in the BOE (reference BOE-A-2026-7622) to know exactly the salary scales, working hours and professional categories it establishes.
2. Compare the conditions of the new agreement with the previous one to identify all changes affecting payroll, working hours and professional classification.
3. Update payrolls by applying the new salary scales from 23 March 2026, the date of entry into force, and calculate any back pay if application has been delayed.
4. Review employment contracts and verify that no individually agreed condition falls below what is established in the new agreement.
5. Inform the workers' legal representatives (if any) about the entry into force of the new agreement and its content.
6. Update working time records if the agreement introduces changes in the distribution or duration of working hours.
7. Consult with a labour advisor to verify that the agreement is being applied correctly and to avoid contingencies in the event of a labour inspection.

Official source

View full regulation at the official source

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For specific decisions, please consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-7622