New Moeve 2026 collective agreement: what changes in refineries

Key data

Workers and management of Moeve SA at its three refineries have a new mandatory labor framework. The General Labor Directorate registered and published the III Collective agreement of Moeve SA on May 14, 2026, through the Resolution of April 30, 2026 (BOE-A-2026-10491). From that moment on, company and workers are bound by its conditions.

This agreement replaces the previous framework negotiated between Moeve SA and union representatives, incorporating the improvements agreed in the latest round of collective bargaining for the Gibraltar-San Roque, Tenerife and La Rábida centers.

What does this regulation establish?

The III Collective agreement of Moeve SA comprehensively regulates working conditions at the three affected refineries. The matters covered are:

• Salary conditions: pay scales and allowances applicable to each professional category.
• Working hours: distribution of working time, shifts and rest periods in industrial facilities operating continuously.
• Professional categories: classification of job positions and classification criteria.
• Social benefits: improvements over general legislation regarding benefits, leave and complementary conditions.

Publication in the Official State Gazette grants it full legal effectiveness, which means its conditions are directly and mandatorily applicable to Moeve SA and all workers included in its scope.

Economic and operational impact

The entry into force of a new collective agreement in industrial facilities of the scale of Moeve SA's refineries generates immediate operational impact in several areas:

• Payroll: new salary scales must be applied from the effective date of the agreement. Any delay generates accrual of salary differences with possible surcharges.
• Employment contracts: existing contracts must be reviewed to verify that their conditions are not below the new collective minimum.
• Shift and working hours management: refineries operate on continuous shift basis. Changes in working hours or rest periods have direct impact on operational planning and personnel costs.
• Social benefits: improvements agreed on leave, benefits or allowances must be transferred to HR management systems.

Energy and refining sector companies other than Moeve SA can take this agreement as a sectoral reference to anticipate trends in their own future collective bargaining negotiations.

Who does it affect?

• Moeve SA HR management: responsible for implementing the new conditions at the three centers.
• Workers at the Gibraltar-San Roque, Tenerife and La Rábida refineries: holders of the new agreed rights and conditions.
• Union representatives at Moeve SA: interlocutors in the application and interpretation of the agreement.
• Labor advisors and HR firms: providing services to Moeve SA or the refining sector.
• Energy and refining sector companies: as a sectoral reference for their own collective bargaining negotiations.
• CFOs and financial directors of Moeve SA: to budget the impact of new compensation and social conditions.

Practical example

A worker at the La Rábida refinery (Huelva) classified in a technical professional category will see their payroll updated according to the new salary scales agreed in the III Collective agreement. If the previous agreement set a base salary lower than the new one, the company must pay the differences from the effective date of the agreement, regardless of when it was published in the Official Gazette.

Similarly, if the new agreement introduces improvements in paid leave days or shift allowances, the HR department of the Gibraltar-San Roque refinery must update its management systems to reflect those changes before the next payroll closing.

For financial directors, the immediate task is to quantify the impact of the new compensation and social benefits conditions on the payroll of the three centers and reflect it in the personnel cost forecast for 2026.

What should companies do now?

1. Download and review the full text of the agreement published in the Official Gazette (reference BOE-A-2026-10491) to identify the exact effective date and all agreed conditions.
2. Compare the new salary scales with current payroll at the three centers (Gibraltar-San Roque, Tenerife and La Rábida) to detect differences to be regularized.
3. Update employment contracts that contain conditions lower than the new collective minimums.
4. Review working hours and shift planning to verify that it complies with the new parameters of working hours, rest periods and agreed time distribution.
5. Update HR and payroll management systems to incorporate the new compensation concepts and social benefits.
6. Inform workers of the changes that directly affect them, in coordination with union representatives.
7. Budget the impact on payroll for 2026 and communicate it to financial management.

Official source

Disclaimer: This article is for informational purposes only and does not constitute legal advice. The information contained herein is based on the official publication in the Official State Gazette (BOE-A-2026-10491) and is accurate as of the publication date. For specific legal or labor advice regarding the application of this collective agreement, consult with a qualified labor law professional or your company's legal department. The author and publisher assume no liability for the use or misuse of this information.