Carglass employees receive new salary supplements and social benefits

The Directorate General of Labor has officially registered and published the first Collective Agreement for the company Carglass, SLU through Resolution of October 6, 2026 (BOE-A-2026-21756). This agreement, signed between the company management and the industrial federations of UGT, CC.OO., and USO, establishes a customized regulatory framework for the labor relations and working conditions of the entire workforce of this automotive glass repair specialist.

What changes

The implementation of this Collective Agreement (Convenio Colectivo) in Spain introduces significant modifications to the remuneration and organizational structure of Carglass, SLU. The changes are categorized into several key areas:

• Remuneration and Supplements: The agreement establishes a specific pay structure that includes various supplements to the base salary. According to Articles 31, 32, 34, and 35, workers are entitled to supplements for seniority, mobility, night shifts, and the operation of forklifts. Additionally, Article 32 introduces a 'Mobile Supplement' and Article 33 establishes a 'Second Center Supplement'.
• Social Benefits: Beyond the base salary, the agreement incorporates a package of social benefits designed to support the personal lives of employees. Article 37 introduces school grants, while Articles 38 and 39 establish specific gratifications for birth and marriage, respectively. Furthermore, Article 40 and 41 provide for death indemnities and accident insurance.
• Work Organization: The document regulates the professional classification of staff (Art. 13) and professional promotion (Art. 14). It also sets clear rules for the working day (Art. 17), daily and weekly rest (Art. 18), and the use of teleworking (Art. 24).
• Digital Rights and Flexibility: In alignment with modern labor standards, Article 25 establishes a formal policy for time management and digital disconnection, ensuring workers' rights to disconnect from digital tools outside of working hours.
• Social Security Complement: Article 36 introduces a supplement for temporary disability benefits, providing extra protection during periods of illness or injury.

Context

This agreement is not a generic sector-wide regulation but a specific company-level agreement (convenio de empresa) tailored to the operational needs of Carglass, SLU. It is established in accordance with Article 90, sections 2 and 3, of the Workers' Statute (Real Decreto Legislativo 2/2015) and follows the registration and deposit procedures set out in Royal Decree 713/2010. By creating its own agreement, the company moves from a general sectoral framework to a bespoke regulatory environment that addresses its specific professional classifications, such as workshop personnel and contact center staff, while maintaining the legal minimums required by Spanish labor law.

Who is affected and how

The impact of this resolution is highly specific to the workforce of Carglass, SLU:

• Carglass, SLU Employees: This is the primary group affected. All personnel linked to the company by a common labor relationship are covered by this agreement (Art. 2). Workers gain access to a more detailed remuneration system with specific supplements (seniority, mobility, etc.) and a new set of social benefits (school grants, birth bonuses). They also gain legal certainty regarding teleworking and digital disconnection rights.
• Company Management (Carglass, SLU): The company is now obligated to implement this new wage and organizational structure. It must manage the new professional classifications, the administration of social benefits, and ensure compliance with the new rules on working hours and digital disconnection.
• Labor Unions (UGT, CC.OO., USO): The federations that participated in the negotiation are responsible for monitoring the application of the agreement and participating in the Parity Commission for Interpretation and Vigilance (Art. 6).

What to do and when

This regulation, being a registered collective agreement, is already in effect following its publication in the BOE. This specific resolution does not impose new administrative deadlines or penalties on the affected individuals; rather, it serves as the new legal baseline for their employment contracts. Employees should review their current pay slips to ensure that the new supplements (such as seniority or mobility) are being correctly applied according to the articles cited in the agreement. For any discrepancies in the application of these new conditions, workers should contact their company representatives or the Parity Commission established under Article 6.

For a detailed analysis of how these changes affect your specific professional category or contract, we recommend consulting with the labor department at BMC.