The agreement on hospitalization and private healthcare in Burgos will remain in effect until 2029.

The Territorial Labor Office of Burgos, reporting to the Regional Government of Castile and León, has registered and published in the Official Bulletin of the Province of Burgos the collective bargaining agreement for private hospitalization and care in the province, signed on 17 July 2026 by the sector’s employer associations and the CCOO and UGT unions. The agreement, registered under code C.C. 09000265011981, will be in force from 1 January 2026 to 31 December 2029 and is published in issue 153 of the bulletin, dated 14 August 2026 (reference BOPBUR-2026-03438).

The publication is made through the Resolution of 31 July 2026 of the Territorial Labor Office, signed by its head, Juan Martín Antón Crespo, which orders the registration of the text in the electronic registry of collective labor agreements and its dissemination in the provincial bulletin. The agreement is framed within Article 90 of the consolidated text of the Workers’ Statute Law (Royal Legislative Decree 2/2015, of 23 October), in Royal Decree 713/2010, of 28 May, on the registration and deposit of collective agreements, and in Order PRE/813/2022, of 5 July, which defines the functions of the territorial labor offices.

Signatories and scope of application

The text is concluded between the employer representation —the Business Association of Medical and Health Centers of Burgos (Centros Médicos de Burgos) and the Burgos Association of Dental Clinics (ABURCLIDEN)— and the most representative trade union confederations in the sector, CCOO and UGT. Its clauses are binding on all current and future companies with workplaces in the city of Burgos and the province, even if they have their registered office in another province.

• It affects hospitalization, care and consultation, clinical analysis laboratories and dental clinics, both in inpatient and outpatient settings, with the sole exception of Social Security health institutions.
• It covers all staff, permanent or temporary, and establishes five professional groups: graduates and managers (I), diploma holders and university degree holders (II), higher-level qualified technicians (III), assistants (IV) and support staff (V).
• It creates a joint interpretation and monitoring committee, with a maximum of eight members, which must meet within seven days of any matter being raised before it.

Working hours and remuneration

The annual working hours are set at 1,728 hours, falling to 1,723 from 2027, and at 1,705 hours for staff in hospital establishments —1,698 from 2027—, a reduction offset by one day of free disposal. The agreement also updates the supplements with staggered increases up to 2029:

• Holidays and Sundays: €38.70 and €21.74, increasing to €40.00 and €25.00 from 1 August 2026 and reaching €43.71 and €27.32 in 2029.
• Special holiday shifts for Christmas Eve, Christmas, New Year’s Eve and New Year: €60.00 per shift, up to €65.56 in 2029.
• Night work: 25% of the base salary for hours worked between 22:00 and 06:00.
• Specialisation, toxicity, dangerousness and arduousness: 15% of the base salary.
• Supplement for the dental clinic care activity manager: €341.30 per month, up to €372.95 in 2029.

The amounts for the five groups for each year are set out in the salary tables in Annex I, with the indicative categories in Annex II. The personal salary differential supplement is increased by 3% each year of validity.

Leave, absences and work-life balance

• Annual leave: one month per year, preferably between 1 June and 30 September, with an additional 60 calendar days for those leaving the company aged 65 or over with 20 years of service.
• Paid leave: 15 days for marriage or registration of a de facto partnership; 3 days for the death of a spouse or children, 4 days when travel is required; 5 days for hospitalisation or serious illness of family members.
• Birth: suspension of the employment contract for 19 weeks, extended to 32 in single-parent families, and breastfeeding leave of one hour until the child is nine months old.
• In the case of occupational disease or work accident, the company supplements the salary up to 100%; in the case of common illness, it pays 50% for the first three days and a supplement of 25% from day 76 of sick leave.

Validity and guarantees

Both parties agree to consider the agreement as denounced in order to facilitate the formation of the next negotiating table; once the term has expired, the text shall remain effective except for its obligational clauses. The opt-out is referred to Article 82.3 of the Workers’ Statute, with the Interprofessional Agreement on Procedures for Autonomous Resolution of Labour Conflicts of Castile and León (ASACL) as a reference.

The text incorporates equality plans and LGBTI measures for companies with more than 50 workers, in accordance with Royal Decree 1026/2024, sustainable mobility plans for workplaces with more than 200 workers, and a clause guaranteeing that no remuneration falls below the interprofessional minimum wage during its term.

With a four-year term, the agreement provides stability for professionals at private hospitals, clinics, laboratories and dental clinics in the province and determines the care received by patients in Burgos private healthcare until 31 December 2029.

Source: Official Gazette of the Province of Burgos, No. 153, 14 August 2026, Section II. Regional Administration, pp. 3-30 (official reference: BOPBUR-2026-03438).