DIGI Convention 2026: what the joint committee minutes require

Key data

Companies in Grupo DIGI have a new operational obligation since 23 March 2026: to apply the interpretive criteria and agreements set out in the minutes of the joint committee of their collective agreement. The Resolución de 11 de marzo de 2026 de la Dirección General de Trabajo registers and publishes these minutes, granting them full legal effect against all parties concerned.

This is not a recommendation or a best practice guide. The agreements of joint committees are binding on the signatory parties to the agreement and, upon publication in the BOE, their scope extends to the entirety of the agreement's field of application.

What does this regulation establish?

The Dirección General de Trabajo registers and publishes the minutes of the Joint Committee of the Collective Agreement of Empresas del Grupo DIGI en España. This committee is the body responsible for three essential functions within the agreement:

• Interpretation: Clarifies how the clauses of the agreement should be applied in cases of doubt or situations not expressly provided for.
• Mediation: Intervenes to resolve conflicts between the company and workers arising from the application of the agreement.
• Monitoring: Supervises that the agreement is correctly complied with across all companies in the group.

The agreements adopted by this committee are not advisory. They have a binding nature for the signatory parties to the agreement. Upon publication in the BOE, they are granted general effect, meaning they are obligatory for all workers and companies included in the agreement's field of application, regardless of whether they directly participated in the negotiation.

The specific content of the agreements adopted in these minutes is not detailed in the registration and publication resolution. To learn about the specific interpretive criteria approved, it is necessary to consult the full text of the minutes at the official BOE source.

Economic and operational impact

The direct impact of this publication is operational and relates to regulatory compliance. The joint committee agreements may affect multiple aspects of daily labour management in Grupo DIGI companies:

• Criteria for applying remuneration, supplements or professional categories set out in the agreement.
• Interpretation of working hours, rest periods, holidays or other working conditions.
• Internal mediation or labour dispute resolution procedures.
• Information or consultation obligations with worker representatives.

The risk of not incorporating these agreements into labour management is concrete: any worker or trade union representation may invoke non-compliance with the collective agreement, which may lead to labour claims, labour inspections or collective disputes. Since they have general effect by virtue of their publication in the BOE, ignorance cannot be claimed as a defence.

No specific economic figures have been published in connection with this resolution. The actual cost will depend on the specific content of the agreements adopted in the minutes.

Who is affected?

• Companies of Grupo DIGI in Spain: All companies within the group that fall within the scope of application of the collective agreement.
• Workers of Grupo DIGI in Spain: All employees whose employment relationship is governed by this collective agreement.
• Human Resources and labour relations departments: They are directly responsible for translating the agreements into daily operations.
• Labour advisors and management consultancies: Those providing services to Grupo DIGI companies must be aware of and apply the new interpretive criteria.
• Worker representatives: Works councils and trade union delegates within Grupo DIGI, as guarantors of compliance with the agreement.

Practical example

Suppose the joint committee has adopted an interpretive agreement on how to calculate a specific salary supplement under the Grupo DIGI agreement, in response to discrepancies that had been arising between different companies in the group.

Prior to the publication of these minutes in the BOE, each company may have been applying different criteria. Since 23 March 2026, the criterion set out in the minutes is the only valid one and is mandatory for all companies in the group. A company that continues to apply a criterion different from that agreed by the joint committee will be in breach of the collective agreement, regardless of whether its previous interpretation may have seemed reasonable.

The HR department must review whether the company's current practice is consistent with what was agreed in the minutes and, if not, correct it immediately.

What should companies do now?

1. Obtain the full text of the minutes: Access the complete publication in the BOE (BOE-A-2026-6730) to find out exactly which agreements and interpretations have been adopted.
2. Review current labour practices: Compare internal labour management procedures with the interpretive criteria set out in the minutes to identify any deviations.
3. Update internal protocols and documentation: If the agreements affect remuneration calculations, working hours or other conditions, update internal procedures and communicate this to those responsible for HR.
4. Inform worker representatives: Communicate to the works council or trade union delegates any operational changes arising from the agreements, where applicable.
5. Consult a labour advisor: If there is uncertainty about the scope of any agreement or its impact on the company, seek professional guidance before applying independent interpretations.

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-2026-6730