BOCM publishes the collective agreement for the labor staff of Pelayos de la Presa

The General Directorate of Labor of the Community of Madrid has ordered the registration, deposit, and publication of the collective agreement for the labor personnel of the City Council of Pelayos de la Presa, signed by the negotiating commission on July 8, 2026. The text appears in the Official Gazette of the Community of Madrid number 262, dated October 31, 2026, pages 5 to 31, with the official reference BOCM-20261031-1 and the agreement code 28104462012026.

The publication is carried out via a resolution dated October 5, 2026, signed by the Director General of Labor, Silvia Marina Parra Rudilla, acting in accordance with article 90.2 and 3 of the Workers’ Statute and Royal Decree 713/2010, of May 28, regarding the registration and deposit of collective agreements. The agreement was signed in the municipality on September 28, 2026, by the mayor-president, Antonio Sin Hernández, the delegated councilor for Human Resources, Coral Parras Fernández, and the labor personnel delegate of CSIF, José Rueda Roncero. An administrative appeal (recurso de alzada) may be filed against the resolution before the Vice-Ministry of Economy and Employment within one month.

Working day of 1,533 hours and remote work

The agreement establishes for labor personnel an ordinary working day of 1,533 annual hours, distributed as 35 weekly hours and 7 daily hours, from Monday to Friday. Civil servants are excluded from its scope, while personnel hired for public employment or training programs are governed by the specificities of each program.

Employees who work part of their day on Saturdays, Sundays, and holidays are considered to have a special working day, regulated in the annex of the agreement and applicable to continuous coverage services:

• Sports facilities, street cleaning, urban solid waste collection, and clean points.
• Morning, afternoon, or split shifts, with on-site or on-call duties.
• Minimum rest of 12 hours between working days and one and a half days per week, except for waste collection.

The text also incorporates remote work as a voluntary, reversible modality expressly authorized by the City Council, and guarantees a daily break of 30 minutes countable as effective time, as well as a 15-minute break for every three hours spent in front of screens.

Vacations, leaves, and unpaid leave

Paid annual vacations are set at 22 working days, extendable according to the accumulated seniority in the Administration: 23 days with 15 years of service, 24 with 20, 25 with 25, and 26 with 30 years. Personnel in continuous services cannot request vacations between July 25 and August 20.

Regarding leaves, the agreement includes, among other measures:

• 6 days for personal matters, with two additional days upon completing the sixth three-year period and one more for each three-year period from the eighth onwards.
• 15 calendar days for marriage or registration of a domestic partnership, which can be combined with vacations.
• 19 weeks for birth, extendable to 32 weeks in cases of single parenthood.
• 5 days for serious accident or illness of a first-degree relative and 4 days for second-degree relatives.
• 15 hours per month for union duties or staff representation.

Remuneration and Compensation

The salary increase is referred to what is established by the General State Budget Laws for each fiscal year. The base salary, three-year increments, and destination supplement are fixed according to those laws, while the specific supplement is determined in the Job Position List. All workers receive two full extraordinary payments, consisting of 100% of the fixed monthly concepts, paid in June and December.

Work outside the ordinary workday is compensated with these hourly amounts: 17.50 euros during ordinary hours, 20.00 euros for night shifts, Saturdays, or holidays, and 23.00 euros for night shifts on Saturdays or holidays. The annex sets the holiday compensation for two specific categories: 281.12 gross euros per month for official driver and 224.89 euros for multi-service operator. Personnel with more than one year of employment may request advances of one or two monthly payments, with repayment over ten or fourteen monthly installments respectively.

Validity and Monitoring Committee

The agreement is valid for two years from its approval by the Plenary and its publication in the bulletin, automatically extendable for one year if not denounced in the three months prior to its expiration. A joint monitoring committee is created, chaired by the Councilor for Personnel and including the workers’ representative, which must be established in the month following approval and meet every six months.

The text also incorporates the commitment to develop an equality plan, a protocol against sexual and gender-based harassment, a non-discrimination plan regarding disability, the right to digital disconnection, and rules for the use of municipal technologies.

The publication ordered by the General Directorate of Labor closes the processing of the first single collective agreement for the municipal labor staff and provides legal certainty to a services workforce heavily conditioned by weekend and holiday shifts. The agreement directly affects the salary and workday conditions of municipal employees and takes economic effect from the approval by the Plenary and publication in the bulletin.

Source: Official Gazette of the Community of Madrid, no. 262, of October 31, 2026, section I.C, pp. 5-31 (official reference: BOCM-20261031-1).