Key data
| Regulation | Royal Decree 607/2026, of July 22, regulating the special labor relationship of artists who develop their activity in performing arts, audiovisual and musical arts, as well as persons who carry out technical or auxiliary activities necessary for the development of said activity |
|---|---|
| Publication | July 25, 2026 |
| Entry into force | July 25, 2026 |
| Repealed regulation | Royal Decree 1435/1985 (previous regulation of the special labor relationship of artists) |
| Affected parties | Performing artists, audiovisual and musical artists; technical and auxiliary staff; cultural production companies |
| Category | Labor Legislation |
| Fiscal year | 2026 |
Theater, film, television and music production companies have had a new labor framework since July 25, 2026 that completely replaces the one that had been in force since 1985. The Royal Decree 607/2026 is not a partial reform: it entirely repeals RD 1435/1985 and establishes a new regulation from start to finish for artists, technicians and auxiliaries in the cultural sector.
The most visible change for companies is the obligation to incorporate the figure of intimacy coordinator in any production that includes intimate or sex scenes. But there is more: new rules for hiring minors, harassment protocols adapted to the sector's intermittent nature and a regime for travel and tours that refers to collective bargaining.
What does this regulation establish?
RD 607/2026 comprehensively regulates the special labor relationship in the cultural sector. These are the specific innovations compared to the previous framework:
| Aspect | Before (RD 1435/1985) | Now (RD 607/2026) |
|---|---|---|
| General framework | Partial and outdated 1985 regulation | Complete and updated regulation, entirely repeals RD 1435/1985 |
| Temporary hiring | Without the reforms of RDL 5/2022 integrated | Maintains and integrates the reforms of Royal Decree-Law 5/2022 on temporary hiring |
| Intimacy coordinator | This figure did not exist | Mandatory for companies in productions with intimate or sex scenes |
| Work of minors under 16 years old | Without uniform regime; depended on each autonomous community | Uniform authorization regime for the entire national territory |
| Harassment and violence protocol | Generic protocol, not adapted to the sector | Adapted to the sector's intermittent nature, with requirement for speed and effectiveness |
| Travel and tours | Without specific compensation regulation | Compensation referred to collective bargaining |
Economic and operational impact
The impact for production companies is mainly operational, with direct costs associated with incorporating new figures and reviewing internal processes:
- Intimacy coordinator: Production companies must incorporate this figure in each production with intimate or sex scenes. It represents an additional cost of hiring or outsourcing that did not previously exist as a legal obligation.
- Contract review: All current contract models must be adapted to the new framework. Contracts signed under RD 1435/1985 need review to verify their compliance.
- Harassment protocols: Existing protocols must be updated to reflect the sector's intermittent nature and the speed and effectiveness requirements demanded by the new decree.
- Minor authorizations: Companies working with minors under 16 years old must adapt their procedures to the new national uniform authorization regime, which can simplify management in productions operating in several autonomous communities.
- Tours and travel: Compensation is referred to collective bargaining, so companies must review which collective agreement applies to them and whether their internal agreements are compliant.
Who does it affect?
- Cultural production companies: theaters, film and television production companies, record labels with live activity, music event production companies.
- Performing artists: actors, dancers, singers, circus artists and similar who perform before an audience or camera.
- Audiovisual artists: actors and actresses in film, television, advertising and digital platforms.
- Musical artists: musicians and performers in live performances or recordings.
- Technical and auxiliary staff: sound, lighting, scenography, makeup, wardrobe technicians and any technical activity necessary for the development of artistic activity.
- Production companies working with minors: any company that hires minors under 16 years old for artistic activities is subject to the new uniform authorization regime.
Practical example
An audiovisual production company based in Madrid shoots a series for a streaming platform. The production includes intimate content scenes and has a 15-year-old actress in a supporting role.
Under RD 607/2026, this production company must:
- Appoint an intimacy coordinator for the intimate scenes before filming begins. This figure did not exist as a legal obligation until now.
- Process the authorization for the work of the minor under 16 years old according to the new national uniform regime, instead of following the specific procedure of the Madrid Autonomous Community as was done until now.
- Verify that its harassment and violence protocol reflects the intermittent nature of the shoot (different teams, changing locations, variable duration contracts) and guarantees the speed required by the decree.
- Review the contracts of the technical and artistic team to ensure they comply with the new RD 607/2026 framework and not the repealed RD 1435/1985.
What should companies do now?
- Audit current contracts: Review all ongoing contracts with artists, technicians and auxiliaries to identify those signed under RD 1435/1985 and update clauses that are no longer compliant.
- Appoint or hire an intimacy coordinator: For any future production that includes intimate or sex scenes, this figure is mandatory. Define the profile, selection process and how it will be integrated into the production team.
- Update the harassment and violence protocol: The protocol must reflect the sector's intermittent nature: teams that change, productions that overlap, short-term contracts. It must guarantee speed and effectiveness in response.
- Review the authorization procedure for minors: If the company works or may work with minors under 16 years old, adapt the internal process to the new national uniform authorization regime.
- Verify the applicable collective agreement regarding tours: Compensation for travel and tours is referred to collective bargaining. Check which agreement applies and whether internal agreements are compliant.
- Communicate changes to HR and production teams: People responsible for hiring and production must know the new obligations to apply them from the first day of effectiveness (July 25, 2026).
Frequently asked questions
What regulation does RD 607/2026 repeal and what changes compared to it?
RD 607/2026 entirely repeals Royal Decree 1435/1985, which had been regulating the special labor relationship of artists for over 40 years. The most relevant changes are: the mandatory introduction of the intimacy coordinator figure, a uniform authorization regime for the work of minors under 16 years old, the adaptation of harassment protocols to the sector's intermittent nature and the integration of temporary hiring reforms from RDL 5/2022.
Is the intimacy coordinator mandatory in all productions?
Not in all: the obligation applies specifically to productions that include intimate or sex scenes. In those cases, the production company must have this figure. It is a new obligation that did not exist in the previous RD 1435/1985 framework.
How does authorization change for hiring minors under 16 years old in artistic productions?
RD 607/2026 establishes for the first time a uniform authorization regime for the entire national territory. Previously, the procedure depended on each autonomous community, which generated differences depending on the filming or performance location. Now there is a common framework that production companies must follow regardless of where the activity takes place.
What does the new decree require regarding harassment protocols for the cultural sector?
RD 607/2026 requires that harassment and violence protocols be adapted to the intermittent nature of the sector: teams that change between productions, short-term contracts and variable locations. Additionally, it expressly imposes criteria of speed and effectiveness in response, which requires reviewing generic protocols that do not contemplate these particularities.
When does RD 607/2026 enter into force and from when must companies comply with it?
Royal Decree 607/2026 entered into force on the same day of its publication in the BOE: July 25, 2026. The obligations it establishes apply immediately, so production companies must have already begun adapting their contracts, protocols and internal procedures.
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-2026-16173
