Telefónica IOT & Big Data 2026 Agreement: 1.5% salary increase and new working hours conditions

Key data

Employees of Telefónica IOT & Big Data Tech, SAU see their working and compensation conditions updated for the entire 2026 fiscal year. The agreement, registered by the General Labor Directorate and published in the BOE on July 11, 2026, has retroactive effects from January 1, 2026, which means that salary differences generated from that date must be regularized.

The agreement amends the IX Collective Agreement in force at the company and introduces changes in three main areas: compensation, working hours, and vacation. For HR departments and managers responsible for staff, the impact is immediate and requires review of payroll and work calendars.

What does this regulation establish?

The amendment agreement to the IX Collective Agreement of Telefónica IOT & Big Data Tech articulates changes in three distinct blocks:

1. Salary compensation 2026

2. Working hours

3. Vacation and leave

• 26 working days of annual vacation.
• 3 additional days for personal matters.

Economic and operational impact

The 1.5% increase on base salary has retroactive effect from January 1, 2026. This means that companies must calculate and pay the accumulated salary differences from that date for all workers entitled to the review.

The 0.5% discretionary for differential management gives management room to remunerate individual performance, but must be managed with documented criteria to avoid conflicts regarding pay equality.

The reduction of working hours to 35 hours per week in July and August implies a reorganization of shifts and coverage during those two months. December 24 and 31 are regulated as free days, which requires planning in advance the coverage of critical services and having clear the compensation mechanism if any employee works those days.

The 3 days for personal matters added to the 26 working days of vacation raise the total paid rest days, with the consequent impact on human resources planning.

Who does it affect?

• Employees of Telefónica IOT & Big Data Tech, SAU included in the scope of the IX Collective Agreement.
• HR and payroll departments of the company, which must recalculate compensation with effects from January 2026.
• Managers and team leaders, who must manage the 0.5% discretionary and plan reduced working hours in summer.
• Employees hired before October 31, 2025, who are entitled to the 1.5% salary review.
• Employees hired after October 31, 2025 or who already received an adjustment above the agreement: are excluded from the general review.

Practical example

A technician with a base salary of €20,000 in 2025 will receive a 1.5% increase, which amounts to €300 gross additional annually (€25/month). If the company decides to apply the 0.5% discretionary as well, the total increase amounts to €400 annually (2% on €20,000).

Since the agreement has effects from January 1, 2026 and is published in July, the company must pay the accumulated differences from the months elapsed since January. For that technician, if regularized in July, the accumulated difference in 6 months would be €150 gross only for the 1.5% increase.

Regarding working hours, that same technician will work 37.5 hours per week during most of the year, but in July and August their working hours are reduced to 35 hours, which equals 2.5 fewer hours per week during those two months without salary reduction.

What should companies do now?

1. Review the list of affected workers: identify who is entitled to the 1.5% review (hired before October 31, 2025 and without previous adjustment above the agreement).
2. Calculate and pay arrears from January 2026: accumulated salary differences from January 1 must be regularized in the next possible payroll.
3. Update internal salary tables: verify that no worker falls below the established minimums (from €17,094 for technicians to €48,034.93 for management).
4. Document the application of the 0.5% discretionary: establish objective and documented criteria to avoid claims for pay discrimination.
5. Update the work calendar: incorporate 35 hours for July and August and mark December 24 and 31 as free days with the compensation protocol if worked.
6. Communicate vacation changes to staff: inform about 26 working days plus 3 days for personal matters and coordinate planning with area managers.

Official source

Consult complete regulation in official source (BOE-A-2026-15181)

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-2026-15181