New 2026 Salary Tables for Reception and Access Control Companies

Key data

If your company operates in the auxiliary information, reception or access control services sector, you have an active obligation since the publication of this resolution: to apply the new 2026 salary tables. The General Labor Directorate registered and published on May 2, 2026 the minutes of the Joint Commission of the II Collective Agreement for auxiliary information, reception, access control and facility verification services companies (BOE-A-2026-9577), which updates the salary annex applicable to all workers covered by this agreement.

This is not a recommendation or guidance: it is a legal obligation. Companies that do not adapt their payroll to the new amounts are exposed to claims from their workers and administrative penalties.

What does this regulation establish?

The resolution registers and publishes the minutes through which the Joint Commission of the II Collective Agreement updates the salary annex for 2026. This annex contains the compensation tables that must be applied to all workers covered by the agreement during the current year.

The process is the usual one in collective bargaining: the Joint Commission —made up of representatives of companies and workers— agrees on the new salary amounts, and the General Labor Directorate registers and publishes them in the BOE to give them legal effect against third parties.

The new compensation tables are mandatory for all companies in the sector from the entry into force of the resolution. Although the exact date of entry into force is not specified in the published resolution, the obligation to apply is immediate from its official publication.

To consult the specific salary amounts by professional category, it is necessary to access the full text of the resolution in the BOE, where the detailed tables of the 2026 salary annex are included.

Economic and operational impact

The update of the salary annex has a direct impact on the labor cost structure of any company in the sector. Each update of salary tables in a collective agreement implies, in practice:

• Payroll review: All salaries below the new amounts must be adjusted upward. Failure to do so means paying below the conventional minimum.
• Update of payroll systems: HR and payroll management software must incorporate the new tables so that calculations are correct from the first month of application.
• Risk of labor claims: Workers have the right to claim salary differences if the company does not apply the new amounts, with possible retroactivity.
• Risk of administrative penalties: The Labor Inspection can sanction non-compliance with the collective agreement, which adds an additional cost to the salary differences.

The specific economic impact will depend on the number of workers in each company and the difference between current salaries and the new tables. Companies with larger staff in base categories typically accumulate greater impact on the wage bill.

Who does it affect?

This resolution directly affects:

• Auxiliary information services companies: Companies that provide information and assistance services in third-party facilities.
• Reception companies: Companies that manage reception services in office buildings, shopping centers, hospitals, hotels or other facilities.
• Access control companies: Companies whose activity includes controlling entries and exits in facilities, verifying authorizations and managing access.
• Facility verification companies: Companies that perform verification and supervision tasks of the condition of facilities.
• Workers covered by the II Collective Agreement: All employees of the above companies whose employment relationship is regulated by this agreement, regardless of their professional category.
• HR and payroll departments: They are the operational managers responsible for implementing changes in compensation systems.
• CFOs and financial directors: They must anticipate the impact on the wage bill and personnel budgets for 2026.

Practical example

Imagine a reception services company with 25 workers covered by the II Collective Agreement, distributed across different professional categories. With the publication of the new 2026 salary annex, the HR manager must:

1. Download the updated salary tables from the BOE (BOE-A-2026-9577) and compare each category with current payroll salaries.
2. Identify which workers earn below the new conventional table and calculate the monthly difference.
3. Update the payroll software with the new amounts before closing the first month of application.
4. Communicate to affected workers the corresponding salary adjustment.

If, for example, several workers in the same category are earning the previous year's salary without updating, the company accumulates a salary debt for each month elapsed since the entry into force of the new tables. That debt is enforceable by workers and may be subject to inspection.

What should companies do now?

1. Download the full text of the resolution: Access the BOE (BOE-A-2026-9577) and download the 2026 annex salary tables for your internal reference.
2. Compare the tables with current salaries: Review category by category if any worker is below the new conventional minimums.
3. Update the payroll system: Enter the new amounts in the payroll management software before closing the first month of application.
4. Calculate the impact on the wage bill: Inform the CFO or financial management of the increase in labor costs for 2026.
5. Document the changes applied: Keep evidence of the update performed (date, categories reviewed, amounts applied) in case of a labor inspection.
6. Consult with labor advisory if in doubt: If there are workers with special conditions, supplements or individual agreements, verify with a professional how they interact with the new conventional tables.