IV Collective Agreement Naturgy 2026: what changes for the 27 companies in the group

Key data

The 27 companies of the Naturgy Group operating in Spain have a new labor framework as of September 4, 2026. The IV Collective Agreement, signed on June 30, 2026 by USO and CC.OO.-Industria and registered by the General Directorate of Labor, replaces remuneration and benefits systems inherited from previous mergers with a single, uniform model for the entire group.

The most immediate change for HR departments and group executives is the obligation to unify benefits that until now varied depending on the employee's company of origin. This directly affects energy bonuses, health coverage and salary structure linked to results.

What does this regulation establish?

The IV Collective Agreement of the Naturgy Group introduces a set of structural changes affecting six major areas. Below are all the regulated elements:

The central element of the agreement is standardization: the Naturgy Group is the result of several mergers and acquisitions, which generated coexistence of different working conditions depending on each employee's company of origin. This IV Agreement closes that era and establishes a single framework.

Economic and operational impact

For HR managers and CFOs in the group, the most relevant operational impacts are as follows:

• Review of payroll and benefits: The standardization of energy bonuses and health insurance may involve upward or downward adjustments in cost per employee, depending on the system each company has been applying so far.
• Remuneration structure linked to results: The implementation of a common salary model linked to results requires reviewing performance evaluation systems and variable criteria in each of the 27 companies.
• Control of the 25% limit: Companies must audit what percentage of their workforce falls outside the agreement. If they currently exceed that threshold, they must regularize the situation. Directors and managers are expressly excluded, but other senior management or personnel with special conditions must be reviewed.
• New shift and on-call model: Changes in work time organization may generate additional adaptation costs, especially in plants and operations centers with continuous shifts.
• Functional and geographical mobility: Unified regulation of mobility may affect internal reorganization processes and conditions agreed individually with certain profiles.

Who does it affect?

• The 27 companies of the Naturgy Group operating in Spanish territory, in all business sectors of the group (distribution, marketing, infrastructure, etc.).
• The active employees of those companies, except directors and managers, who are expressly excluded from the scope of application.
• The HR, labor relations and compensation departments of each group company, which must adapt their systems to the new models.
• The CFOs and financial directors of the group, due to the impact on personnel cost structure resulting from remuneration standardization.
• The union representatives (USO and CC.OO.-Industria are the signatories) and the works committees of each company.
• The personnel excluded from the agreement whose percentage must be reviewed to not exceed the 25% limit of each company's workforce.

Practical example

Imagine a Naturgy Group company with 200 employees on staff, resulting from a previous merger in which two different energy bonus systems coexisted: one more generous for employees from the acquired company and another more restrictive for those from the acquiring company.

With the IV Agreement in force, the company must unify both systems into a single one for all employees, applying the new standardized model. This may mean an increase in benefits costs for employees who had the less advantageous system, or a negotiation to establish the new standard at an intermediate point.

Furthermore, if that same company currently has 55 employees outside the scope of the agreement (27.5% of the workforce), it violates the 25% limit set in the text. It will need to review which profiles are excluded and regularize at least 5 employees, either incorporating them into the agreement or justifying their exclusion as directors or managers.

What should companies do now?

1. Audit the percentage of personnel excluded from the agreement: Verify that it does not exceed 25% of the workforce in each group company. If exceeded, initiate the regularization process immediately, given that the agreement is already in force.
2. Review the energy bonus system: Identify what model each company has been applying and begin adaptation to the new standardized system established in the IV Agreement.
3. Update professional classification by groups: Review that all employees are correctly classified in the professional groups defined in the new agreement.
4. Adapt the variable remuneration model: Align existing variable remuneration systems with the new salary structure linked to results established by the agreement.
5. Review shift and on-call models: Especially in centers with shift work, verify that work time organization complies with the new regulated model.
6. Update functional and geographical mobility policies: Review internal mobility procedures to adapt them to the unified regulation of the agreement.
7. Inform union representatives: Communicate to works committees and union delegates the changes resulting from the application of the IV Agreement in each group company.

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-2026-18632