Severiano Mobile Service Collective Agreement 2026–2028: key salary and labor provisions for logistics

Key data

Severiano Mobile Service, SAU now has its own binding labor framework until the end of 2028. The agreement, signed with CC.OO. and registered by the General Labor Directorate on September 28, 2026 (BOE-A-2026-21084), establishes conditions that supersede the sectoral agreement in a broad range of matters. For the HR department and financial management, the first immediate consequence is the settlement of salary arrears from January 2026.

What does this regulation establish?

The company collective agreement of Severiano Mobile Service, SAU regulates the working conditions of all company employees in their comprehensive logistics activity at the national level. Its most relevant structural elements are:

Matters with priority application over the sectoral agreement

The agreement supersedes the reference sectoral agreement in the following matters:

• Overtime hours
• Working hours
• Vacation
• Professional classification
• Work-life balance

Parity commission

A parity commission is established with functions of interpretation, monitoring and non-application of the agreement. In case of disagreement within this commission, the parties are obliged to resort to mediation before the SIMA (Interconfederal Mediation and Arbitration Service).

Ultra-activity clause and 2029 advance

If at the end of the agreement (December 31, 2028) the parties have not reached a new agreement, a 1.5% salary advance will be automatically applied on account of future negotiation. This clause prevents a salary vacuum during the negotiation period of the next agreement.

Economic and operational impact

The most immediate impact is financial: salary retroactivity from January 1, 2026 requires the company to calculate and pay the accumulated salary differences from that date until the actual payment date. Depending on the number of employees and the payroll, this cost can be significant and must be provisioned urgently.

From an operational perspective, the priority application of the agreement over the sectoral agreement in matters such as working hours and professional classification means that any discrepancy between the conditions agreed in this agreement and those of the sectoral agreement will always be resolved in favor of the company agreement. This provides greater legal certainty, but also requires that HR managers know precisely which conditions apply in each matter.

The 1.5% advance clause for 2029 acts as a salary safety net for employees, but also as a foreseeable cost for the company in case the negotiation of the next agreement is prolonged.

Who does it affect?

• Employees of Severiano Mobile Service, SAU: all employees included in the scope of the agreement, at any work center in Spanish territory.
• HR and labor relations management: must manage the calculation and payment of arrears from January 2026, update contracts and conditions according to matters with priority application, and establish or activate the parity commission.
• Financial management and CFO: must provision the cost of salary arrears and anticipate the impact of 1.5% in 2029 if negotiations are prolonged.
• External labor advisory services providing services to the company: must update their advice to the specific conditions of this company agreement, which takes precedence over the sectoral agreement in the listed matters.
• Union representation (CC.OO.): as a signing party, has responsibilities in monitoring the parity commission and in mediation processes before SIMA.

Practical example

Suppose an employee of Severiano Mobile Service, SAU has a gross monthly salary of €2,000 and the agreement establishes a salary increase effective from January 1, 2026. If the agreement is published and applied in October 2026, the company must pay the employee the arrears for the months of January to September 2026 (9 months). If the agreed increase amounts to, for example, €100 gross per month, the arrears to be settled for that employee would be €900 gross. Multiplied by the total workforce, the impact on cash flow can be very significant and must be managed immediately.

Furthermore, if in January 2029 there is no new agreement signed, that same employee would automatically receive a 1.5% advance on their current salary, without need for additional agreement.

What should companies do now?

1. Calculate and provision salary arrears from January 1, 2026 for all affected employees. The sooner they are settled, the lower the risk of claims.
2. Review working hours, vacation, overtime and professional classification conditions currently in force at the company and verify that they comply with what is agreed in the agreement, which takes precedence over the sectoral agreement in these matters.
3. Establish or activate the parity commission provided for in the agreement, ensuring it has real operational capacity to interpret and monitor its application.
4. Document non-application procedures of the agreement if the company anticipates needing this route, following the parity commission process and, where applicable, mediation before SIMA.
5. Plan the negotiation of the next agreement with sufficient advance notice before December 31, 2028, to avoid automatic application of the 1.5% advance in 2029 and manage the transition without regulatory gaps.
6. Inform managers of work centers throughout Spanish territory about the specific conditions of the company agreement, especially in matters where it supersedes the sectoral agreement.

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-2026-21084