VI SLCA Collective Agreement 2024-2026: key labor provisions for fuel supply at airports

Key data

Workers in fuel supply at airports throughout Spain have had since November 2026 a new labor framework that regulates everything from how they are called to work to which salary concepts can be negotiated individually. The VI Collective Agreement of Aviation Fuel Logistics Services, SL (SLCA), registered by the General Directorate of Labor on 21 September 2026 and published in the BOE on 1 October 2026, establishes labor conditions for the period 2024-2026.

The most relevant fact for the company: the economic effects are retroactive from 1 January 2024, which implies reviewing and regularizing payroll from recent years.

What does this regulation establish?

The VI Collective Agreement of SLCA regulates the complete labor framework of the company for all its centers in Spain. These are the main blocks:

A relevant aspect is the possibility of individual exclusion of salary concepts: certain technical and administrative profiles can agree with the company conditions different from those of the agreement in remuneration matters. This provides flexibility to retain or attract specialized talent, but must be formalized correctly to avoid later conflicts.

Economic and operational impact

The most immediate and critical impact is the economic retroactivity. The agreement establishes that its salary effects apply from 1 January 2024, which means that SLCA must calculate and pay the accumulated salary differences from that date for all affected workers.

At an operational level, the regulation of fixed-discontinuous call-ups introduces two practical changes:

• Call-up order: strictly by order of contract registration, which eliminates discretion and requires maintaining an updated and ordered register.
• Formalized notice: minimum 7 days in advance under normal conditions, reducible to 48 hours only in urgent cases. The valid channel is WhatsApp or email, which facilitates traceability but requires keeping records of communication.

The Parity Commission with ordinary biannual meetings adds an internal conflict resolution mechanism, which can reduce litigation but also implies a monitoring structure that the company must keep active.

Who does it affect?

• Aviation Fuel Logistics Services, SL (SLCA): company directly linked, in all its work centers in Spain.
• Fixed-discontinuous workers of SLCA: affected by the new call-up rules, order and notice.
• Workers with temporary contracts at SLCA: affected by the regulation of contracting adapted to airport seasonality.
• Technical and administrative staff of SLCA: with the possibility of individually agreeing the exclusion of certain salary concepts from the agreement.
• HR and payroll departments of SLCA: obliged to review and regularize salaries from January 2024 and to adapt call-up processes.
• Union representatives (UGT-FICA, CC.OO.-Industria, USO): participants in the Parity Commission and in the monitoring of the agreement.

Practical example

A fixed-discontinuous worker of SLCA at Madrid-Barajas airport has had their contract registered since 15 March 2022. When SLCA needs to bring in staff for the summer 2027 season, it must call workers by order of contract registration: first those registered before 15 March 2022, and this worker in their corresponding turn.

The company decides to bring them in for a planned campaign: it must notify them with at least 7 days in advance via WhatsApp or email, keeping a record of that communication. If an unforeseen urgent need arises (for example, a breakdown requiring immediate reinforcement), the notice can be reduced to 48 hours, but always through the same channel and leaving a record.

Additionally, if this worker accumulates salary differences from January 2024 due to the retroactive application of the agreement, the company must calculate them and include them in payroll before the right to claim them expires.

What should companies do now?

1. Calculate and pay wage arrears from January 2024: review all payroll from 1 January 2024 and settle the differences generated by the retroactive application of the agreement. This is the most urgent action and with the greatest economic impact.
2. Update the register of fixed-discontinuous contracts: ensure that the order of registration is correctly documented, since call-ups must follow that order strictly.
3. Formalize the call-up protocol: establish an internal procedure that guarantees the minimum notice of 7 days (or 48 hours in emergencies) and that call-ups are made via WhatsApp or email with a record of the communication.
4. Identify technical and administrative staff who can agree to salary exclusion: review which profiles can benefit from individual exclusion of salary concepts and, if appropriate, formalize individual agreements in writing.
5. Establish or activate the Parity Commission: verify that it is operational and plan the ordinary biannual meetings provided for in the agreement.
6. Inform union representation: communicate to the delegates of UGT-FICA, CC.OO.-Industria and USO the entry into force of the agreement and the monitoring mechanisms provided for.

Official source

Consult complete regulation at official source (BOE-A-2026-20461)

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-2026-20461