Key data
| Regulation | Resolution of September 28, 2026, from the General Labor Directorate — Agreement for extension and modification of the II Collective Agreement of the Moeve Partial Group |
|---|---|
| BOE Publication | October 9, 2026 |
| Entry into force | July 8, 2026 (date of agreement signature) |
| Agreement validity | Until December 31, 2027, with subsequent annual tacit extension |
| Union signatories | CC.OO. and UGT |
| Category | Labor Legislation |
| Affected parties | Workers and companies of the Moeve Group (formerly Cepsa) in Spain |
The Moeve Group—the name under which the former Cepsa operates following its rebranding—extends the validity of its collective agreement until the end of 2027. The agreement, signed on July 7, 2026 between the company and the unions CC.OO. and UGT, was registered by the General Labor Directorate on September 28, 2026 and published in the BOE on October 9. It is not a blank renewal: it incorporates specific modifications in remuneration, telework, sustainable mobility and safety protocols that HR departments must apply immediately.
What does this regulation establish?
The agreement acts on the II Collective Agreement of the Moeve Partial Group on several fronts simultaneously. Below are all the changes included in the registered text:
| Matter | Previous situation | 2026-2027 Update |
|---|---|---|
| Agreement validity | Expired or about to expire | Extended until December 31, 2027, with subsequent annual tacit extension |
| Telework | Telework days prior to the agreement | Expansion of the number of telework days (specific conditions in the agreement text) |
| Remuneration | Salary tables prior to the agreement | Update of remuneration for fiscal years 2026 and 2027 |
| Sustainable mobility | No specific measures included | New sustainable mobility measures incorporated into the agreement |
| Weather protocol | No specific protocol | New protocol for adverse weather phenomena |
| Equality and diversity | Previous commitments | Strengthened LGBTI equality and diversity commitments in the workplace |
| Company names | Companies under Cepsa name | Update to new Moeve Group names; incorporation of new companies and removal of those that have left the group |
The change in the group's name—from Cepsa to Moeve—is directly reflected in the agreement: all corporate references are updated, new companies that are part of the group are incorporated, and those that no longer belong to it are removed. This affects the determination of the personal scope of application of the agreement.
Economic and operational impact
The two changes with the greatest direct impact on the bottom line and daily operations are remuneration updates and telework expansion.
- Remuneration 2026 and 2027: The agreement sets new salary tables for both fiscal years. Any group company must review its payroll and apply the new amounts effective from July 8, 2026, the date of entry into force. Arrears accumulated from that date until BOE publication (October 9, 2026) must be regularized.
- Expanded telework: The expansion of telework days impacts attendance management, individual remote work agreements, and associated expenses (cost compensation to the worker according to the Remote Work Law).
- Weather protocol: The incorporation of a protocol for adverse phenomena requires defining operational procedures, internal communications, and possible measures for schedule flexibility or facility closures. It requires updating contingency plans.
- Sustainable mobility: New measures in this area may involve costs or benefits in kind for workers (collective transport, electric vehicle, etc.), with implications for flexible remuneration management and social benefits policy.
- LGBTI equality: Strengthened commitments in this area may require updating equality plans and internal non-discrimination protocols.
Who does it affect?
- All companies of the Moeve Group (formerly Cepsa) with workers in Spain covered by the II Collective Agreement of the Moeve Partial Group.
- New companies incorporated into the group that now fall within the scope of application of the agreement.
- Companies that have left the group: they are no longer covered by this agreement and must verify which agreement applies to them.
- Workers of group companies in Spain, regarding remuneration, telework, mobility and safety protocols.
- HR, payroll and labor relations departments of the group, which must implement the changes.
- Labor advisors and management firms providing services to Moeve Group companies.
Practical example
A Moeve Group company with 200 workers covered by the agreement must act on several fronts from July 8, 2026:
- Salary regularization: If the new remuneration tables for 2026 represent an increase over previous ones, the company must calculate arrears accumulated from July 8 until the date the new payroll is applied and pay them in the next settlement.
- Review of telework agreements: With the expansion of telework days, individual agreements signed with workers must be updated to reflect the new pool of available days, avoiding situations of agreement non-compliance.
- Update of emergency protocol: The new protocol for adverse weather phenomena must be integrated into the occupational risk prevention plan and communicated to those responsible for each work center.
A company that does not regularize salary arrears or does not update telework agreements exposes itself to individual worker claims and possible labor inspections.
What should companies do now?
- Identify if your company is within the scope of the agreement: Verify if your company is listed among those included in the Moeve Group or if it has been incorporated or excluded in this review. Companies that have left the group must determine which agreement applies to them.
- Review and apply the new salary tables: Calculate arrears from July 8, 2026 and pay them in the next payroll. Update payroll systems with 2026 and 2027 tables.
- Update individual telework agreements: Review current agreements and adjust them to the new expanded pool of telework days established by the agreement.
- Implement the protocol for adverse weather phenomena: Draft or adapt the internal procedure, formalize it with center managers and update the occupational risk prevention plan.
- Review sustainable mobility policy: Analyze what specific measures the agreement requires in this area and incorporate them into the benefits and flexible remuneration policy.
- Update equality plan and LGBTI protocols: Ensure that the strengthened commitments in the agreement are reflected in internal equality and diversity documents.
- Communicate changes to worker legal representation: Inform the works committee or staff representatives of the modifications applied and implementation timelines.
Frequently asked questions
Until when is the Moeve Group collective agreement valid?
The II Collective Agreement of the Moeve Partial Group is extended until December 31, 2027. After that date, annual tacit extension will apply if the agreement is not denounced by either party.
From when do the new Moeve Group salary tables apply?
The new remuneration for 2026 and 2027 is effective from July 8, 2026, the date of agreement signature. Group companies must calculate and pay arrears accumulated from that date until they apply the new tables in payroll.
What companies have entered or left the scope of the Moeve agreement?
The agreement updates the company names of the group, incorporates new companies and removes those that have left. To know the exact updated list, it is necessary to consult the full text of the resolution published in the BOE on October 9, 2026.
What changes in telework with the new Moeve Group agreement?
The agreement expands the number of available telework days for group workers. Current individual remote work agreements must be updated to reflect this expansion. The specific conditions (exact number of days, enjoyment conditions) are in the text of the registered agreement.
What is the protocol for adverse weather phenomena in the Moeve agreement?
It is a new figure incorporated in this extension that establishes action procedures for workers and centers of the group when adverse weather episodes occur (storms, heavy rain, etc.). Its exact content is in the agreement text and must be integrated into the occupational risk prevention plan of each group company.
Official source
Consult complete regulation in 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-2026-21086
