Casino Aljarafe Agreement: 1,800 annual hours and raises until 2029

The Official Gazette of the Province of Seville publishes in full, in issue number 219 on Thursday, November 12, 2026, the Collective Agreement of Gran Casino Aljarafe, S.A., the text that regulates salaries, categories, and working conditions for the casino’s staff. The agreement is signed by the Works Council, representing the employees, and the legal representation of the company Gran Casino Aljarafe, S.A., and complies with the rules of Title III of the Workers’ Statute. The regulation is published under the official reference BOP-SE-2026-219032 and is of general effectiveness and direct application.

Validity until 2030 and scope of the agreement

The agreement will enter into force on the date of its publication or on August 1, 2026, whichever occurs first, and will remain in effect until June 30, 2030. Only the economic effects of the salary tables are retroactive to June 1, 2026. Any of the signing parties may terminate it during the last quarter of its validity; otherwise, it shall be extended year by year.

Its territorial scope is limited to the company’s workplace in Tomares (Seville), and persons with the category of Department Head or higher are excluded from the salary tables, whose salary must in any case exceed that of the highest category in their department.

Professional categories and working day

The text organizes the staff into ten professional groups: Gaming (Zone Head or pitboss, Table Head, and Croupiers), Slot Machines, Cashier, Reception, Maintenance, Security, Commercial and Marketing, Administration, Hospitality/Kitchen, and Hospitality/Floor, with internal levels from first to fourth category.

• Maximum annual working day of 1,800 hours and a usual weekly working day of 40 effective hours.
• 30 calendar days of annual paid vacation, included in the tip pool.
• A break of 40 minutes for continuous eight-hour shifts and 20 minutes for six-hour shifts, as effective time.
• Average shifts of one hour for Table Heads and Croupiers, with 20 minutes of rest between each.
• Paid leave of 15 calendar days for marriage or registration of a domestic partnership and 5 days for hospitalization or serious illness of relatives up to the second degree.

Tips, bonuses, and social welfare

The tip pool is distributed at 50% among the staff, with a points system by department: 11 points for Gaming; 6 for Cashier, Reception, Machines, and Security; 4 for Maintenance; and 2 for the rest. Hospitality is excluded from this distribution and is governed by its own rules. 400 euros per month are deducted from the pool for the Works Council.

Supplements include seniority of 20 euros per three-year period with a reference date of August 1, 2016, a cash shortage allowance of 220 euros annually (20 euros monthly) for Cashier staff, a bonus of 50 euros for the New Year’s Eve shift, a night shift premium of 10% between 00:00 and 06:00 hours, and a gratification of 500 euros gross for birth, adoption, or fostering. The company will also take out a collective life and accident insurance policy with minimum coverage of 30,000 euros.

Salary increases and disciplinary regime

The transitional provision sets the increases for the salary tables: the percentage by department and category effective June 2026, 4% in June 2027, another 4% in June 2028, and 3% in June 2029. In Hospitality, the actual increase for June 2026 amounts to 6.5% for salaries above the table.

The disciplinary chapter classifies minor, serious, and very serious offenses, with sanctions ranging from verbal warnings to suspension from employment and pay for up to 30 days or dismissal. It also includes protocols against harassment, a registered equality plan, measures for LGBTI people in accordance with Royal Decree 1026/2024, and a Joint Commission with three representatives and one substitute per party, which refers unresolved conflicts to SERCLA. The text also incorporates a protocol for natural disasters, with paid leave of up to four days.

The publication makes this agreement the reference standard for the casino staff and closes the negotiation between the company and union representation with a stable four-year framework. For the workers at the Tomares center, it means the consolidation of the 1,800-hour workday, the already agreed salary increase calendar, and the retroactive application of the tables from June 2026.

Source: Official Gazette of the Province of Seville, No. 219, November 12, 2026, Section I (Autonomous Administration), pp. 147-183 (official reference: BOP-SE-2026-219032).