Horse Powertrain Spain employees must adhere to new unified collective agreement

The Directorate General of Labor has issued a resolution (BOE-A-2026-16990) ordering the registration and publication of the new collective agreement for Horse Powertrain Spain, SL. This legal instrument, signed on April 23, 2026, and finalized on July 6, 2026, establishes a centralized regulatory framework for the company's labor relations, following the procedures set out in the Workers' Statute and Royal Decree 713/2010.

What changes

The primary shift introduced by this resolution is the implementation of a single, unified Collective Agreement (Convenio Colectivo) in Spain for the entire company. Previously, different work centers or departments might have operated under varying conditions, but this new regulation centralizes the rules of engagement between the employer and the workforce.

• Unified Scope: According to Article 2, this is a single agreement for the whole of Horse Powertrain Spain, SL, eliminating fragmentation in labor standards across the organization.
• Territorial Expansion: Article 3 stipulates that the agreement is not limited to existing locations; it automatically applies to all work centers and delegations currently in existence or created during its period of validity.
• Standardization of Rights: The agreement seeks to consolidate fair working conditions, equality of opportunity, and measures favoring work-life balance and professional stability, as stated in the company's declaration of objectives.

Context

In the Spanish labor landscape, companies of significant industrial scale often manage multiple collective agreements depending on the specific sector or geographic location of their plants. However, the trend toward "unified agreements" allows large corporations to streamline human resources management and ensure a consistent corporate culture. By registering this agreement through the Directorate General of Labor, Horse Powertrain Spain, SL aligns itself with the legal requirements of the Workers' Statute (Real Decreto Legislativo 2/2015), ensuring that the negotiated terms between the company and the trade unions (CC.OO., SCP, and UGT) have full legal force.

This move is particularly relevant in the automotive and powertrain sectors, where mobility solutions are undergoing rapid technological shifts. The agreement serves as a legal foundation that supports the company's mission of innovation while providing a predictable regulatory environment for both the employer and the employees.

Who is affected and how

The impact of this resolution is highly specific to the workforce of Horse Powertrain Spain, SL. It does not affect the general market or other companies, but it creates distinct categories of impact within the organization:

Large Enterprises (Horse Powertrain Spain, SL)

For the company itself, this agreement provides a consolidated legal framework. It reduces administrative complexity by providing a single set of rules for all its centers. The company is also obligated under Article 4.1 to provide the Legal Representation of Workers with a list of management personnel at the time the agreement enters into force, as well as any subsequent changes.

General Workforce

The vast majority of employees at Horse Powertrain Spain, SL are directly affected. For these workers, the agreement becomes the primary source of their labor rights, duties, and working conditions. This includes all staff performing services at any current or future company site (Art. 3). The agreement aims to improve their professional development and ensure a safe and healthy environment.

Senior Management and High-Level Executives

There is a specific exclusion for certain profiles. According to Article 4.1.A, management personnel and high-level executives whose relationship is governed by special regimes are excluded from the scope of this agreement. Furthermore, Article 4.1.B specifies that personnel appointed by management to hold "mando superior" or "forfait" categories will be subject to this agreement, except in matters such as salaries or insurance, where the most favorable existing regime within the company shall prevail.

What to do and when

Since this is a registered collective agreement, its provisions are mandatory. While the specific entry-into-force date for the operational changes is not detailed in the summary of the resolution, the registration itself marks the legal validity of the document. Affected parties should consider the following:

• For Employees: Review the specific clauses regarding your category to ensure your current conditions align with the new unified standards.
• For Management: Ensure that the list of excluded management personnel is prepared and ready to be delivered to the Legal Representation of Workers, as required by Article 4.1.
• For HR Departments: Update internal payroll and administrative systems to reflect the unified territorial scope, ensuring that any new work centers created are automatically integrated into this regulatory framework (Art. 3).

Given the complexity of labor transitions in large industrial groups, we recommend consulting with the labor area of BMC to evaluate how these specific changes impact your individual contract or departmental management.