Skytanking Spain 2026-2029 Collective Agreement: What Changes for Airport Refueling Workers

Key data

Skytanking Spain, SLU, a company dedicated to fuel supply at Spanish airports, debuts a new labor framework for the period 2026-2029. The II Collective Agreement, registered and published by the General Directorate of Labor through a resolution of September 10, 2026 (BOE-A-2026-19604), completely replaces the I Agreement that governed between 2022 and 2025.

Unlike other sectors, fuel supply at airports does not have its own sectoral agreement, which makes this company agreement the only applicable labor regulation reference for Skytanking Spain workers throughout the national territory.

What does this regulation establish?

The II Collective Agreement of Skytanking Spain, SLU, sets the working conditions applicable to all company workers for four years. These are its key structural elements:

A relevant aspect is the absorption and compensation clause: any working condition agreed individually or derived from previous regulations is absorbed by the conditions of the new agreement, provided they concern the same matters. This simplifies payroll and conditions management, but also requires an internal review to detect possible conflicts with pre-existing individual agreements.

Likewise, the automatic notice one month before expiration (that is, in November 2029) requires the company to prepare the negotiating table in advance for the next agreement, avoiding periods of regulatory vacuum.

Economic and operational impact

The agreement has a direct impact on the structure of labor costs for Skytanking Spain, SLU, on several fronts:

• Improvements in working conditions: The text incorporates improvements compared to the I Agreement (2022-2025), which can translate into salary increases, improvements in working hours, leave or other conditions. Although the summary does not detail specific salary figures, the existence of improvements implies an upward adjustment in the wage bill.
• Renewed Equality Plan: The renewal of the Equality Plan signed in 2022 generates monitoring obligations, pay audits and possible corrective measures, with the operational and management costs that this entails.
• Absorption of previous regulation: The absorption clause can generate savings in companies where there were individual supplements or conditions superior to those of the agreement, as they become compensated. However, it can also generate conflicts if a worker considers that their individual conditions are more favorable.
• Horizon of stability until 2029: Four years of validity offer predictability in the planning of labor costs, a positive factor for the company's financial management.

Who does it affect?

• Skytanking Spain, SLU workers: All employees of the company in any of its work centers in Spain, dedicated to fuel supply at airports.
• HR and labor relations management of Skytanking Spain: Responsible for implementing the new conditions, updating contracts and managing the renewed Equality Plan.
• Finance and payroll department: Must adapt remuneration systems to the new agreed conditions and verify the effect of the absorption clause.
• Union representatives and Joint Commission: Monitoring and interpretation body of the agreement during its validity.
• External labor advisors providing services to the company.

This agreement does not affect other companies in the airport sector or other handling or fuel supply companies, as it is a company agreement with exclusive scope for Skytanking Spain, SLU.

Practical example

A worker at Skytanking Spain, SLU, who during the validity of the I Agreement (2022-2025) had recognized an individual personal supplement negotiated on a matter now regulated by the II Agreement, should review with their HR manager whether that supplement is absorbed by the new agreed conditions.

If the individual supplement was, for example, on working hours or availability, and the II Agreement regulates that same matter with equivalent or superior conditions, the company may apply the absorption and compensation clause, eliminating the individual supplement without this meaning a reduction in rights recognized by the new agreement. Otherwise, if individual conditions were more favorable in some aspect not covered by the agreement, they must be maintained.

This analysis is especially relevant for workers who have been with the company longer and accumulate conditions agreed under the I Agreement or previous agreements.

What should companies do now?

1. Review and update employment contracts: Verify that the individual conditions of each employee are compatible with the new agreement and apply the absorption clause where appropriate.
2. Update payroll systems: Adapt remuneration concepts and working hours conditions, leave and other matters regulated to the new tables and conditions of the II Agreement.
3. Review and activate the renewed Equality Plan: Implement the measures of the updated Equality Plan, including the pay audit if applicable, and designate those responsible for monitoring.
4. Communicate changes to staff: Inform all workers of the new working conditions applicable from January 1, 2026, although publication in BOE is from September 2026.
5. Establish or activate the Joint Commission: Ensure that the monitoring and interpretation body of the agreement is operational to resolve doubts and conflicts during the 2026-2029 validity period.
6. Plan for negotiation of the III Agreement: Keep in mind that the agreement is automatically terminated in November 2029, so preparation for the next negotiation should begin well in advance.

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-2026-19604