VI Railway Collective Agreement 2025-2029: What Changes for Auxiliary Services Companies

Key data

Companies providing auxiliary services and customer service in the railway sector have been operating since January 1, 2025 under a new binding labor framework. The VI State sectoral collective agreement, registered by the General Labor Directorate through Resolution of September 28, 2026 and published in the BOE on October 8, 2026, replaces the previous agreement and establishes the rules until December 31, 2029.

It was signed by the business associations AGESFER and UNECOFE together with the unions UGT and CCOO. Its application is nationwide and affects all customer service activities, assistance to people with reduced mobility, sale of transport tickets, information at stations and trains, and management of railway parking facilities.

What does this regulation establish?

The agreement regulates three major operational blocks that directly affect daily company management:

Covered activities

• Customer service at stations and trains
• Assistance to people with reduced mobility (PRM)
• Sale of transport tickets
• Information at stations and on board
• Management of railway parking facilities

Work organization

Extension and denunciation

The agreement is automatically extended year by year once December 31, 2029 expires, unless one of the parties formally denounces it during the last quarter of the year of expiration (October, November or December 2029, or any subsequent renewal year).

Economic and operational impact

Although the agreement does not publish salary tables in the available summary, its operational impact is immediate and affects several internal company processes:

• Shift planning: The obligation to deliver schedules before the 16th of the preceding month requires advancing planning processes. Companies that currently communicate shifts with less notice must adapt their systems.
• Swap management: The express regulation of shift swaps implies having a documented and traceable procedure, with possible impact on HR systems.
• Labor peace guaranteed until 2029: The waiver of collective pressure measures throughout validity reduces the risk of labor conflict and provides stability to operational planning.
• Strike protocol: The 48-hour deadline to convene the Joint Commission upon a strike call requires having representatives identified and reachable at all times.

Who does it affect?

• Companies associated with AGESFER or UNECOFE providing auxiliary services in the railway environment
• Companies subcontracted by railway operators for customer service, PRM, ticket sales or information
• Companies managing parking facilities linked to railway stations
• Workers in these services throughout the national territory
• HR, labor relations and operations departments of affected companies
• Labor advisors and management firms serving companies in the sector

Practical example

A railway auxiliary services company with 80 workers distributed in three shifts across several stations must now have the February shift schedule closed and communicated before January 16. If it previously communicated it on the 20th, it violates the agreement.

Furthermore, if one of its workers requests a shift swap with a colleague, the company must process it according to the procedure established by the agreement, not discretionally. And if a union calls a strike, management has a maximum of 48 hours to meet with the Joint Commission and attempt to resolve the conflict before it escalates.

Thanks to the labor peace clause, this same company has the certainty that UGT and CCOO have waived calling collective pressure measures throughout the agreement's validity (until December 31, 2029), which facilitates medium-term planning.

What should companies do now?

1. Verify the schedule communication date: Review the internal shift planning process and ensure that monthly schedules are communicated to workers before the 16th of the preceding month. Document the procedure.
2. Update the shift swap protocol: Establish or review the internal procedure for managing swaps in accordance with what the agreement establishes. Inform middle managers and shift supervisors.
3. Identify Joint Commission representatives: Have the commission's representatives located at all times to be able to convene it within 48 hours if a strike call arises.
4. Communicate the labor peace clause to management: Convey to management and operations teams that the parties have waived collective pressure measures until December 31, 2029, which reduces the risk of labor conflict.
5. Note the agreement denunciation date: Record that the deadline for denouncing the agreement and avoiding automatic renewal is the last quarter of 2029 (October-December). Include it in the regulatory compliance calendar.
6. Consult the full text of the agreement: The summary covers the main elements, but the complete text published in the BOE (BOE-A-2026-20970) includes all applicable conditions. Share it with your labor advisor for a complete review.

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-2026-20970