21st General Agreement for Chemical Industry approved (2024-2026)

On November 26, 2024, the Spanish Chemical Industry Business Federation (FEIQUE) and the Workers’ Commission (CCOO) signed the twenty-first General Agreement for the Chemical Industry. This agreement will be valid for three years (2024-2026) although it is not in force yet as it is pending publication in the Official Gazette of the Spanish State ("BOE").

Main developments

• While the agreement is in force, there will be annual salary increases of 3%, with a 0.6% reserve for new seniority rates, workplace supplements, and adjustment of salary ranges within the same professional group and between different professional groups.
  
  The agreement includes a salary review clause based on the consumer price index (“CPI”), with a limit of 1% for 2024 and 2025, and 2% for 2026. This review will take place as soon as the CPI is confirmed and the annual increases will be carried out with this CPI increase in mind.
  
  The amounts given for remote working compensation, night shifts and dietary allowances will also be reviewed, and they will also be adjusted annually in line with these increases.
  
  
• Annual working hours will reduce to 1,744 from January 1, 2026.
  
  Nevertheless, companies must consider that a legislative proposal to reform the Workers Statute ("WS") is being negotiated, under which the hours limit could be reduced.
  
  
• Significant changes will be introduced regarding work permits, particularly in line with the developments of Royal Decree-Law ("RDL") 5/2023 of June 28, on work-life balance.
  
  
• Regarding contracts, references to temporary and training contracts will be in line with current WS regulations, and the minimum remuneration of training contracts will be increased.
  
  There will also be changes to permanent seasonal contracts e.g., ensuring a minimum of 120 calendar days of activity per year.
  
  
• New information rights of employees’ legal representatives, particularly in relation to the implementation of artificial intelligence systems in companies.
  
  
• In the health and safety field, particular emphasis will be put on protection against high temperatures, including assessing situations of heat stress and prohibiting tasks from being carried out during adverse weather events.
  
  
• The rights of employees who are victims of gender-based violence will be strengthened, implementing measures including (i) reducing the work schedule up to 50% with full pay during the first six months after acknowledgment of the victim’s condition, (ii) flexible working hours, (iii) right to unpaid leave with job security for 18 months, (iv) supplementary benefits, and (v) adjusting vacation dates to ensure right to protection or social services.
  
  
• Regarding equality and non-discrimination, measures are introduced to protect the rights of LGBTI+ people, in line with the latest legal reforms (highlighting Act 4/2023 of February 28, for real and effective equality of trans people and to guarantee the rights of LGBTI+ people, and RDL 1026/2024 of October 8, developing the planned set of measures for equality and non-discrimination of LGBTI+ people in companies).
  
  
• The obligation to sign an accident insurance policy has been established (new article 77 bis), that will enter into force three months after the BOE publishes the agreement.

The new collective agreement introduces significant changes that seek to adapt to the most recent labor developments and to the new realities of the sector. Companies in the sector must adapt to these new obligations, which, in some cases, will mean revising their internal policies and a greater collaboration with the workers’ legal representatives to ensure compliance with new regulations.