Vocento.Medios employees receive retroactive economic benefits from January 2026

The Directorate General of Labor has officially registered and published the new collective agreement for Vocento.Medios, SAU via Resolution of August 4, 2026 (BOE-A-2026-17707). This legal instrument, signed between the company's management and the works council/personnel delegates, establishes the minimum working conditions for the workforce during the 2026-2028 period.

What changes

The primary shift introduced by this resolution is the formalization of a new regulatory framework for the company's labor relations. According to Art. 4, the most significant operational change is the retroactive application of economic effects. Although the agreement was finalized and registered in mid-2026, the financial benefits and updated conditions must be applied as if they had been in effect since January 1, 2026. This ensures that workers do not lose purchasing power during the negotiation period.

Furthermore, the agreement sets a clear temporal scope. Under Art. 4, the agreement is binding for three years, concluding on December 31, 2028. It also establishes a stability mechanism: if neither the company nor the workers' representatives formally denounce the agreement with at least three months' notice before its expiration, the agreement will automatically extend on an annual basis under its own terms (Art. 5.1).

In the event of a dispute or a failure to reach a new agreement after a formal termination, the agreement provides for mediation through the Regional Institute of Mediation and Arbitration. If mediation fails, the existing agreement will remain in force following the rules of ultra-activity established in Art. 5.3 and the Workers' Statute.

Context

In the Spanish labor law system, a Collective Agreement (Convenio Colectivo) in Spain serves as the fundamental tool for regulating working conditions within a specific sector or company. These agreements supplement the general provisions of the Workers' Statute (Real Decreto Legislativo 2/2015), providing more specific rules on wages, schedules, and rights that are tailored to the company's reality.

The registration of this agreement by the Directorate General of Labor is a mandatory step to ensure its legality and public accessibility. By publishing this in the BOE, the administration guarantees that the terms are enforceable and that all parties—both the employer and the employees—are aware of their rights and obligations. This specific agreement for Vocento.Medios, SAU fits into the framework of company-level bargaining, which allows for greater flexibility and precision than industry-wide agreements.

Who is affected and how

Employees of Vocento.Medios, SAU
The vast majority of the workforce is directly affected. For these workers, the agreement guarantees a predictable legal framework for the next three years. The most immediate impact is the retroactive economic adjustment required by Art. 4, which means workers are entitled to the difference in pay and benefits accumulated since the start of the 2026 fiscal year.

Senior Management and Specific Categories
Not all staff members are covered by these new rules. According to Art. 3.2, the agreement explicitly excludes:

• Workers categorized under Articles 1.3.c and 2.1.a of the Workers' Statute (typically high-level management or those with specific professional autonomy).
• Employees holding management positions over at least one full functional area who belong to Social Security contribution level 1.

These individuals will continue to be governed by their individual employment contracts or other applicable legal frameworks.

The Company (Vocento.Medios, SAU)
For the employer, the agreement provides legal certainty and labor stability. By establishing a three-year term, the company can plan its human resources budget and operational strategy with a known set of labor costs. However, the company must ensure strict compliance with the retroactive payment obligations to avoid labor litigation or inspections.

What to do and when

Based on the provisions of BOE-A-2026-17707, the following actions and deadlines must be observed:

• Immediate Action (Retroactive Payments): The company must calculate and apply the economic differences resulting from the new agreement, effective from January 1, 2026, as mandated by Art. 4.
• Ongoing Compliance: All centers of work across Spain must adhere to the minimum working conditions established in this agreement (Art. 1 and 2).
• Termination Notice (If applicable): Should either party wish to prevent the automatic annual extension of the agreement, they must submit a written notice of termination at least three months before the end of the current validity period (Art. 5.1).
• Mediation Protocol: If the agreement is denounced and no new agreement is reached within one year, the parties must initiate mediation through the Regional Institute of Mediation and Arbitration (Art. 5.3).

For specific queries regarding the application of these clauses to individual contracts or complex payroll adjustments, we recommend consulting with the labor law specialists at BMC.