Salary tables 2026-2029 youth reform Galicia: what changes

Key data

Entities working in youth reform and child protection in Galicia have a new obligation with an effective date already passed: to apply the salary tables set for the period 2026-2029 under the V State Collective Agreement on Youth Reform and Child Protection. The Resolution of May 11, 2026 from the General Labor Directorate registers and publishes the remuneration agreement, which includes a differential element for Galicia: the Galician Autonomous Equalizing Supplement.

Publication in the BOE occurred on May 21, 2026, but entry into force is May 11, 2026. This means that any entity that has not already adjusted its remuneration accumulates days of non-compliance from that date.

What does this regulation establish?

The resolution registers and publishes two differentiated elements that entities must apply jointly:

• Galician Autonomous Equalizing Supplement: a specific salary supplement for the territory of Galicia that adapts the remuneration of the state agreement to the context of the autonomous community. Its objective is to equalize the remuneration conditions of Galician workers in the sector with the particularities of the autonomous labor and regulatory market.
• Salary tables 2026-2029: they set minimum remuneration by professional category for four years. They provide stability and predictability for both employing entities and workers, as the remuneration evolution through 2029 is known in advance.

The agreement is framed within the V State Collective Agreement on Youth Reform and Child Protection, but its application in Galicia is conditioned to this specific autonomous remuneration agreement, which prevails over state tables in Galician territory.

The regulation does not publish the specific amounts for each professional category in the available summary. To consult the exact figures by category, it is necessary to access the complete resolution in the BOE.

Economic and operational impact

The economic impact of this regulation occurs on two levels:

• Direct salary cost: the tables set minimum remuneration by category for four years. Any entity that was applying remuneration below the new tables must assume the retroactive increase from May 11, 2026, including accumulated salary differences.
• Cost of non-compliance: failure to adjust remuneration can result in claims for salary differences by workers and labor sanctions resulting from a labor inspection. Both scenarios generate direct and indirect costs (management, advisory, possible litigation).

The four-year validity period (2026-2029) allows entities to plan their personnel budget with greater certainty, as the evolution of minimum sector salaries in Galicia is known in advance. This is especially relevant for entities managing service contracts with the autonomous administration, where personnel cost is a determining component of the price.

Who does it affect?

This regulation directly affects:

• Private entities (companies and third-sector organizations) that provide youth reform or child protection services in Galicia and are included in the scope of the V State Collective Agreement on Youth Reform and Child Protection.
• Human resources managers and operations directors of these entities, who must verify and update payroll.
• CFOs and financial managers who must forecast the impact on personnel budget for the 2026-2029 period.
• Labor advisors who manage payroll for entities in the sector in Galicia.
• Workers in the youth reform and child protection sector in Galicia, who have the right to receive the minimum remuneration set in the new tables.

Practical example

A third-sector organization based in Galicia that manages a child protection center and has 15 workers in different professional categories of the V Agreement should act as follows:

1. Download the salary tables published in the BOE resolution and verify the minimum salary by category for 2026.
2. Compare each current remuneration with the minimum of the corresponding table, including the Galician Autonomous Equalizing Supplement.
3. If any worker earns below the new minimum, calculate the accumulated difference from May 11, 2026 and pay it in the next payroll.
4. Update contracts or internal remuneration documents to reflect the new minimums and validity through 2029.

If the entity has service contracts with the Xunta de Galicia or with municipalities, it must review whether the salary increase can be passed on to the contract price or if it must be assumed internally, which directly affects the operation's margin.

What should companies do now?

1. Access the complete resolution in the BOE and download the 2026-2029 salary tables and details of the Galician Autonomous Equalizing Supplement for each professional category.
2. Audit current remuneration of all affected workers in Galicia, comparing them with the new minimums by category.
3. Calculate and pay accumulated salary differences from May 11, 2026 for any worker below the new minimums.
4. Update payroll systems to reflect the new minimums and the Galician Autonomous Equalizing Supplement effective from the entry into force date.
5. Review current service contracts with the Administration or other clients to assess whether the increase in salary costs impacts the economic viability of the contracts.
6. Plan personnel budget 2026-2029 incorporating the evolution of salary tables for the four years of validity of the agreement.
7. Document compliance to be prepared for a possible labor inspection, which could verify the correct application of the tables from May 11, 2026.