New 2026 Salary Tables at ATE Sistemas: What Changes and What to Do

Key data

The salary tables of the collective agreement of ATE Sistemas y Proyectos Singulares SL have been updated for 2026. The Dirección General de Trabajo registered and published the agreement by resolution dated 11 March 2026, with reference BOE-A-2026-6731. The obligation to apply the new base salaries is immediate: the date of entry into force is 11 March 2026 itself, twelve days before its publication in the BOE on 23 March.

This means that any payslip issued from that date must already incorporate the updated amounts. Company management cannot defer application to the publication date: the validity begins from the signing of the agreement.

What does this regulation establish?

The agreement establishes the new base salaries applicable during 2026 to employees covered by the collective agreement of ATE Sistemas y Proyectos Singulares SL. Its registration and publication by the Dirección General de Trabajo gives it binding force and general effect on the company and all affected employees.

The key elements of the agreement are:

• Update of the salary tables in force for the 2026 financial year.
• Setting of minimum base salaries by category or professional level under the company collective agreement.
• Obligation of the company to apply these minimum remuneration levels from the entry into force of the agreement, 11 March 2026.
• Right of employees to verify that their payslips correctly reflect the new agreed amounts.
• Possibility of labour claims before the Labour Inspectorate or the social courts in the event of non-compliance.

The agreement forms part of the usual company collective bargaining process, through which the remuneration conditions agreed between employee representatives and the management of ATE Sistemas y Proyectos Singulares SL are updated annually.

Economic and operational impact

For the management and HR or administration department of ATE Sistemas y Proyectos Singulares SL, this agreement has direct and immediate consequences:

• Salary cost: The new base salaries must be applied from 11 March 2026. If the company has issued payslips since that date without incorporating the new amounts, there is a salary debt to the affected employees that must be regularised.
• Risk of claims: Non-compliance with the salary tables agreed in the collective agreement entitles employees to claim before the Labour Inspectorate or the social courts. This may result in infringement notices, administrative sanctions and court orders to pay salary differences with interest.
• Impact on payroll: The administration department must update the remuneration parameters in the payroll management system to ensure that all employees covered by the agreement receive, at a minimum, the new base salaries.
• Retroactive effect from 11 March: The entry into force prior to publication in the BOE means there may be a period of up to 12 days (from 11 to 23 March) during which payslips should already have reflected the new amounts, even though the agreement had not yet been officially published.

Who is affected?

• Management and senior leadership of ATE Sistemas y Proyectos Singulares SL: Responsible for ensuring the application of the new salary tables from 11 March 2026.
• HR and personnel administration department: Must update payroll systems and verify the correct application of the new base salaries by category.
• Employees covered by the collective agreement of ATE Sistemas y Proyectos Singulares SL: Entitled to receive the new base salaries from the date of entry into force and to claim if they are not correctly applied.
• Employee legal representatives (staff delegates or works council, if any): May supervise compliance with the agreement and channel collective claims.
• Labour advisors and management consultancies providing services to ATE Sistemas y Proyectos Singulares SL: Must inform their client of the obligation to update and verify the correct configuration of payroll systems.

Practical example

An employee of ATE Sistemas y Proyectos Singulares SL covered by the company collective agreement receives their March 2026 payslip. If the company has not updated the salary tables and pays the base salary corresponding to the 2025 tables, that employee is receiving remuneration below the level agreed in the collective agreement from 11 March 2026.

In that case, the employee may:

• Claim the salary difference directly from the company.
• File a complaint with the Inspección de Trabajo y Seguridad Social, which may initiate an inspection and issue an infringement notice.
• Bring a claim before the social court to recover the accumulated salary differences since 11 March 2026, plus applicable interest.

The company, for its part, would be exposed not only to payment of salary differences for all affected employees, but also to potential administrative sanctions arising from non-compliance with the collective agreement.

What should companies do now?

1. Verify the application date: Confirm that payslips issued from 11 March 2026 incorporate the new base salaries established in the 2026 salary tables of the collective agreement.
2. Update the payroll system: Configure the new amounts by professional category in the payroll management software, with effect from 11 March 2026.
3. Regularise any differences: If payslips were issued between 11 and 23 March without applying the new tables, calculate and pay the salary differences in the next payslip or through a specific settlement.
4. Communicate to employees: Inform staff of the salary update and the new applicable amounts, to avoid claims and maintain pay transparency.
5. Archive the agreement: Retain the text of the agreement published in the BOE (reference BOE-A-2026-6731) as regulatory compliance documentation, available in the event of a labour inspection.
6. Consult your labour advisor: If there is any doubt about which categories or employees are covered by the agreement, or about the calculation of differences, consult your labour advisor before issuing the next payslip.

Official source

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For specific decisions, please consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-6731