Severiano Servicio Móvil employees must adapt to new salary structures

The Directorate General of Labor has officially registered and published the new collective agreement for the company Severiano Servicio Móvil, SAU, through Resolution of September 28, 2026 (BOE-A-2026-21084). This agreement, signed on August 4, 2026, establishes specific working conditions that prevail over general sector agreements in several key areas of labor regulation.

What changes

The most significant change introduced by this agreement is the establishment of 'priority application' (prioridad aplicativa) over sector-wide agreements. According to Article 1, the terms negotiated in this company-specific Collective Agreement (Convenio Colectivo) in Spain will take precedence over sector agreements in the following matters:

• Remuneration: The payment or compensation of overtime hours and specific remuneration for shift work (Art. 1).
• Time Management: Working hours, distribution of working time, shift regimes, and the annual planning of vacations (Art. 1).
• Professional Classification: The adaptation of the professional classification system within the company (Art. 1).
• Contracting Modalities: The adaptation of contracting methods attributed to the company agreement (Art. 1).
• Work-Life Balance: Measures to promote co-responsibility and the reconciliation of professional, family, and personal life (Art. 1).

Furthermore, Article 11 introduces a mandatory restructuring of the payroll. The company is required to adapt all existing salary concepts to a new structure and nomenclature. While individual economic conditions that are more beneficial than the agreement must be respected and consolidated (Art. 11), they must be integrated into the new salary categories or the 'equivalence plus' (plus de equiparación) to ensure administrative consistency.

Context

This agreement is framed within the legal structure of the Spanish Workers' Statute (Estatuto de los Trabajadores), specifically complying with Articles 90.2 and 90.3 regarding the registration and deposit of collective agreements. It is also aligned with Royal Decree 713/2010, which regulates the registration of collective agreements and equality plans.

The agreement acts as a specialized regulatory tool for a company operating in the integral logistics sector. While the general sector rules for road freight transport (II Acuerdo General para las Empresas de Transporte de Mercancías por Carretera) serve as a supplementary norm (Art. 13), the specific provisions of this agreement supersede them in the areas mentioned above. This allows the company to tailor its operational rhythm—essential for logistics, warehousing, and distribution—to its specific business needs rather than following a generic sector template.

Who it affects and how

Employees of Severiano Servicio Móvil, SAU
The agreement affects the entire workforce of the company across all its centers in Spain (Art. 3 and Art. 4). For current employees, the main impact is the potential reorganization of their salary components. While the agreement guarantees that more beneficial individual conditions will be respected (Art. 11), the 'name' and 'structure' of their pay will change. For new employees joining during the agreement's validity, their vacation days and periodic payments will be calculated proportionally to their days worked (Art. 4).

The Company (Severiano Servicio Móvil, SAU)
The company is legally obligated to execute the transition to the new salary nomenclature. This is not a discretionary change but a structured adaptation that must be completed within a strict timeframe. The company must also ensure that any existing center-level agreements (acuerdos de centro) that offer better conditions than this new agreement are maintained (Art. 12), although they must still be adapted to the new salary structure.

What to do and when

Based on the provisions of the agreement, the following actions and deadlines are mandatory:

• Salary Restructuring: The company must adapt all remunerative concepts to the new structure and nomenclature established in the agreement. This must be completed within a maximum period of ten months from the date of publication (Art. 2 and Art. 11).
• Management of Beneficial Conditions: Human Resources departments must identify individual economic conditions that are more favorable than the new agreement to ensure they are correctly consolidated and, if necessary, integrated into the 'equivalence plus' (Art. 11).
• Compliance with Center Agreements: Management must verify that all current center-level agreements are respected, ensuring they continue to provide more beneficial conditions than the general company agreement (Art. 12).

For specific guidance on how these changes impact individual payrolls or to ensure full compliance with the transition period, we recommend consulting with the specialized labor area at BMC.