Key data
| Regulation | III Swiftair SA Collective Agreement (ground staff and TCP) |
|---|---|
| Official reference | Resolution of 29 June 2026, from the General Labour Directorate — BOE-A-2026-15182 |
| Publication in BOE | 11 July 2026 |
| Entry into force | 1 January 2026 |
| Validity | Until 31 December 2029 (annual tacit extension) |
| Affected parties | Ground staff and TCP workers of Swiftair SA with Spanish employment contract |
| Signatory unions | UGT, USO and CCOO |
| Category | Labour Legislation |
| Annual working day | 1,712 effective hours |
| Maximum daily working day | 9 hours (extendable to 12 hours) |
Ground staff and Cabin Crew Members (TCP) of Swiftair SA have a new labour framework that has been in effect since 1 January 2026 and will extend until 31 December 2029. The III Collective Agreement, registered by the General Labour Directorate through Resolution of 29 June 2026 and published in the BOE on 11 July 2026, was negotiated and signed by UGT, USO and CCOO, the three unions with representation in the company.
For Swiftair's HR department and management, this agreement is not just a reference document: it defines the operational limits of shift planning, the consolidated rights of the workforce and the monitoring and compliance obligations over the next four years.
What does this regulation establish?
The III Swiftair SA Collective Agreement articulates the complete labour framework for ground staff and TCP. The most relevant elements for daily management are:
| Matter | What the agreement establishes |
|---|---|
| Annual working day | 1,712 effective working hours |
| Ordinary daily working day | Maximum 9 hours |
| Extended daily working day | Up to 12 hours (in the cases provided for) |
| Validity | From 1 January 2026 to 31 December 2029 |
| Extension | Tacit annual extension if there is no express notice of termination |
| Personal rights | Previous more favourable conditions: guaranteed, non-compensable and non-absorbable individually |
| Absorption of legal improvements | Possible, except where they affect more favourable individual or collective conditions already recognised |
| Equality and non-discrimination | Clauses in accordance with LO 3/2007 on effective equality between men and women |
| Parity Commission | Created with functions of interpretation, mediation and six-monthly monitoring of the agreement |
The personal rights clause is especially relevant: any more favourable condition that a worker had recognised before the agreement was signed (salary, working hours, rest...) is protected and cannot be compensated or absorbed by the new agreement conditions. This requires HR to maintain an individualised record of those previous conditions.
The Parity Commission —with representation from the company and unions— has been assigned functions of interpretation of the clauses, mediation in conflicts and six-monthly monitoring of compliance. Any discrepancy regarding the application of the agreement must be channelled through this body before resorting to judicial proceedings.
Economic and operational impact
The agreement does not publish salary tables in the registered summary, but its operational impact is immediate in three areas:
- Shift planning: The cap of 1,712 effective annual hours requires precise alignment of work calendars. Exceeding this threshold without corresponding contractual protection creates a risk of claims for overtime.
- Management of long working days: The daily working day can reach 12 hours, but only in the cases covered by the agreement. Applying it outside these cases exposes the company to labour sanctions.
- Consolidated rights: Non-compensable personal rights mean that the labour cost of workers with previous more favourable conditions cannot be reduced by applying the new agreement. HR must identify and document these cases.
- Absorption of legal improvements: If during 2026-2029 legal improvements are approved (increases in the minimum wage, new benefits...), the company may absorb them except where they conflict with more favourable conditions already recognised individually or collectively.
Who does it affect?
- Ground staff of Swiftair SA with employment contracts subject to Spanish legislation.
- Cabin Crew Members (TCP) of Swiftair SA with Spanish employment contracts.
- HR and labour relations departments of Swiftair SA.
- Operations management and shift planning of the company.
- Labour advisors and management firms providing services to Swiftair SA.
The agreement does not affect other airlines or Swiftair SA staff with contracts subject to foreign legislation.
Practical example
Imagine a TCP at Swiftair SA who, before the III Agreement was signed, had contractually recognised an annual working day of 1,680 hours (32 hours less than the 1,712 set by the new agreement). As this is a previous more favourable condition, that working day is protected as a personal right: the company cannot extend it to 1,712 hours under the agreement, nor can it compensate for that difference with other improvements in the text.
Similarly, if during 2027 the legislator approves a legal improvement in rest matters, the company may absorb it in the general payroll of the workforce, but cannot do so for those workers who already had that improvement recognised individually or collectively beforehand.
Any discrepancy regarding the interpretation of these situations must first be taken to the Parity Commission, which is obliged to meet on a six-monthly basis for monitoring the agreement.
What should companies do now?
- Review individual contracts of all ground staff and TCP to identify previous more favourable conditions that must be protected as personal rights.
- Update work calendars to adjust them to the cap of 1,712 effective annual hours and to the limits of daily working hours (9 ordinary hours, 12 hours in extended cases).
- Document in writing the personal rights identified, with date of recognition and exact conditions, to avoid future disputes.
- Establish or verify the operability of the Parity Commission, ensuring that it has designated representatives and that six-monthly monitoring meetings are scheduled.
- Review equality protocols to verify that they comply with the non-discrimination and gender equality clauses required by LO 3/2007, as set out in the agreement.
- Monitor legal changes during 2026-2029 to assess in each case whether the absorption of legal improvements is applicable or whether it conflicts with more favourable conditions already recognised.
Frequently asked questions
How many annual hours does the III Swiftair Collective Agreement set for ground staff and TCP?
The agreement establishes an annual working day of 1,712 effective hours. The maximum ordinary daily working day is 9 hours, extendable to 12 hours in the cases provided for in the agreement text.
Until when is the Swiftair agreement in force and what happens when it expires?
The agreement is valid until 31 December 2029. If none of the parties expressly terminate it before that date, it is extended tacitly for successive annual periods.
What are personal rights in the Swiftair agreement and how do they affect the company?
These are the more favourable conditions that a worker had recognised before the agreement came into force (for example, shorter working hours, an additional bonus or greater rest). The agreement guarantees that these conditions cannot be compensated or absorbed by the new agreed conditions, so the company must maintain them individually for each affected worker.
What is the purpose of the Parity Commission of the Swiftair agreement?
The Parity Commission has three main functions: interpret the clauses of the agreement in case of doubt, mediate in conflicts between company and workers regarding its application, and carry out six-monthly monitoring of agreement compliance. It is the first mandatory channel before resorting to judicial or administrative proceedings.
Can Swiftair absorb future increases in the minimum wage or legal improvements thanks to the agreement?
Yes, with caveats. The agreement allows future legal improvements to be absorbed by the agreed conditions, except where they affect more favourable individual or collective conditions already recognised. In practice, HR must analyse case by case whether absorption is possible or whether a personal right prevents it.
Official source
Consult full regulation in official source
Disclaimer: 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-2026-15182
