Nokia Transformation Engineering 2026-2027 Agreement: Working Hours, Leave and HR Keys

Key data

The HR departments and operations managers of Nokia Transformation Engineering & Consulting Services Spain have had, since January 1, 2026, a new labor framework that regulates in detail the working day, shifts and leave for the entire workforce. The agreement was published in the BOE on October 28, 2026 with reference BOE-A-2026-22596, although its validity starts retroactively from January 1, 2026.

The negotiation was concluded between company management and the Inter-Center Committee, which ensures its application across all work centers. The agreement extends until December 31, 2027 and is automatically renewed year by year if neither party terminates it.

What does this regulation establish?

The VII Agreement regulates the main aspects of the labor relationship at Nokia Transformation Engineering & Consulting Services Spain. The most relevant aspects for daily management are as follows:

Working day and working hour distribution

The effective annual working day is set at 1,752 hours. The agreement establishes four working hour distribution modalities:

• Morning shift
• Afternoon shift
• Night shift
• Split working day

Additionally, flexibility of up to 3 hours weekly is recognized, which allows adapting the schedule to operational needs without requiring additional individual agreements.

Expanded paid leave

The agreement expands the paid leave regime compared to the minimum legal framework of the Workers' Statute in two key areas:

Exclusions for professional group 00

Employees classified in professional group 00 (senior managers) are excluded from certain salary and promotion conditions provided for in the agreement. The text does not detail which specific conditions are excluded beyond this categorization, so affected managers should review their individual contract and conditions agreed outside the agreement.

Economic and operational impact

Although the agreement does not publish salary tables in the available summary, it does have direct economic and operational consequences for the company:

• Planned absenteeism cost: The 16 annual hours of paid medical leave per employee represent a fixed absenteeism cost that must be incorporated into workforce planning. In a workforce of 100 people, this amounts to up to 1,600 annual hours of paid absence.
• Management of 5 days for hospitalization: This leave, higher than the minimum of 2 days established in the Workers' Statute, increases coverage of unforeseen absences and requires having operational replacement protocols.
• 3 hours weekly flexibility: It facilitates adaptation to workload peaks without resorting to overtime, but requires an accurate time tracking system to avoid interpretation conflicts.
• Automatic renewal: If neither party terminates the agreement before December 31, 2027, its conditions are automatically extended. This provides stability but also requires monitoring deadlines if renegotiation is desired.

Who does it affect?

• All workers of Nokia Transformation Engineering & Consulting Services Spain, SLU active as of July 28, 2026.
• The company's HR and labor relations managers, who must adapt working hour and leave management systems.
• Managers and team leaders who manage shifts and authorize leave.
• Employees in professional group 00 (senior managers), who are excluded from certain salary and promotion conditions and must verify their individual contractual situation.
• The Inter-Center Committee, as the interlocutor in the application and interpretation of the agreement.

Practical example

An engineering technician assigned to the morning shift works under the annual working day of 1,752 hours. During the year, his mother is hospitalized: he is entitled to 5 days of paid leave without needing to justify additional days or negotiate with his manager. Additionally, he can be absent for up to 16 hours throughout the year to attend general medical consultations, also on a paid basis.

If a particular week requires it for the project, he can adjust his start or end time by up to 3 hours from his usual schedule, within the flexibility recognized by the agreement, without this counting as overtime or requiring special authorization.

A manager classified in professional group 00, on the other hand, does not benefit from the salary and promotion conditions of the agreement: his remuneration and career are governed exclusively by his individual contract.

What should companies do now?

1. Review and update time tracking systems to reflect the four shift modalities (morning, afternoon, night and split) and correctly control flexibility of up to 3 hours weekly.
2. Update leave management protocols to incorporate the 5 days for family hospitalization and 16 annual hours of medical consultation as paid leave recognized by the agreement.
3. Identify employees in professional group 00 and verify that their individual contracts adequately cover the conditions that the agreement excludes them from (salary and promotion).
4. Inform managers and team leaders about the new conditions, especially regarding leave and flexibility, to avoid improper denials that could generate labor conflicts.
5. Mark the agreement termination deadline on the calendar (before December 31, 2027) if the company wants to renegotiate conditions before automatic renewal.
6. Consult the full text of the agreement in the BOE to verify complete salary tables and any other conditions not covered in this summary.

Official source

Consult complete regulation in official source

Disclaimer: 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-2026-22596