Vocento.Medios Collective Agreement 2026-2028: labor keys affecting the entire workforce

Key data

The entire Vocento.Medios, SAU workforce —except senior executives— is regulated by this agreement from January 1, 2026. Economic retroactivity is the first point of attention: any salary adjustment or conditions agreed in the agreement must be applied from that date, even though the registration resolution was published in the BOE on August 13, 2026. The regulatory reference is the Resolution of August 4, 2026 (BOE-A-2026-17707).

What does this regulation establish?

The agreement regulates Vocento.Medios, SAU labor conditions in five major areas: hiring, trial periods, transfers, terminations and retirement. Below are the specific points:

The ultra-activity clause deserves special attention: if the agreement expires in December 2028 and the parties do not reach a new agreement within one year, a mandatory mediation process is automatically activated. This provides legal certainty to both parties, but also imposes a negotiation timeline that the company must anticipate.

Economic and operational impact

The retroactive economic effect from January 1, 2026 is the most immediate impact. If the agreement includes salary improvements or better conditions compared to the previous situation, the company must calculate and pay the accumulated differences since January, which can represent a significant expense depending on the workforce size.

Mandatory retirement at 68 years old has an explicit condition: it is only applicable if new permanent contracts are generated. This turns retirement into a workforce renewal tool, but also into a hiring obligation that the company must plan and budget in advance.

Temporary contracts due to production circumstances are limited to 6 months, in line with the general legal framework of the reformed Workers' Statute. Exceeding that limit without converting to permanent exposes the company to claims for job security.

The proportional deduction for failure to give notice is an automatic penalty mechanism: if a general employee does not give 15 days notice or an executive does not give 30 days, the company can deduct the days not notified from the settlement. This requires that the HR department has clear notice control protocols.

Who does it affect?

• Vocento.Medios, SAU as a company: obligated to apply all agreement conditions from January 1, 2026.
• All Vocento.Medios workforce at any work center in Spain, regardless of their professional category.
• Senior executives: expressly excluded from the agreement's scope of application.
• Workers approaching 68 years old: directly affected by the mandatory retirement clause.
• Workers with temporary production contracts: the 6-month limit applies to them immediately.
• Executives and middle managers (not senior executives): subject to 30-day notice in case of voluntary termination.
• HR and labor advisory departments of Vocento.Medios: responsible for implementing and monitoring agreement compliance.

Practical example

Suppose a general employee of Vocento.Medios decides to resign and communicates their termination with only 7 days notice, when the agreement requires 15 days. In this case, the company can apply a proportional deduction of 8 days from their final settlement (the 8 days of notice not given). If the worker's gross daily salary is 80 euros, the deduction would be 640 euros from the settlement.

In the case of an executive who gives no notice at all (0 days versus the required 30), the deduction could reach 30 days of salary. At a daily salary of 150 euros, that amounts to 4,500 euros deducted from the settlement.

Another scenario: the company has a 67-year-old worker with a permanent contract. In 2027, when they turn 68, the agreement allows mandatory retirement to be applied, but only if at least one new permanent contract is simultaneously formalized. If that hiring does not occur, mandatory retirement would not be applicable.

What should companies do now?

1. Calculate and pay retroactive differences: Review the economic conditions agreed in the agreement and compare with what was applied since January 2026. Pay the differences to the affected workforce as soon as possible to avoid claims.
2. Audit temporary production contracts: Identify all temporary contracts in force due to production circumstances and verify that none exceed 6 months. Those at risk should be converted to permanent or terminated before reaching the limit.
3. Plan mandatory retirements at 68 years old: Identify workers who will reach that age during the agreement's validity (2026-2028) and plan in advance the permanent contracts needed to apply the clause.
4. Update termination and notice protocols: Ensure that HR controls notice periods (15 days for general employees, 30 for executives) and has clear procedures for proportional deduction in settlements.
5. Mark the calendar for the next agreement negotiation date: The agreement expires on December 31, 2028. Negotiation should begin with sufficient advance notice to avoid activation of mandatory mediation due to ultra-activity.

Official source

View complete regulation at official source (BOE-A-2026-17707)

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-2026-17707