Collective agreement for driving schools 2026: what changes and what companies must do

Key data

All driving schools in Spain have new labor obligations as of April 18, 2026. The General Directorate of Labor has registered and published the XXIV National Collective Agreement for driving schools (BOE-A-2026-8570), an instrument that updates working conditions in the sector at the national level and which has binding force for all companies and workers included in its scope of application, with no exceptions based on size or location.

If you own a driving school or manage its human resources, this agreement is not optional: its publication in the BOE gives it immediate general effectiveness. Contracts, salary tables and working conditions that do not comply with what was agreed are in a situation of regulatory non-compliance.

What does this regulation establish?

The XXIV National Collective Agreement for driving schools is the agreement negotiated between union and business representatives of the sector that sets the minimum working conditions applicable throughout Spain. Its publication by the General Directorate of Labor gives it normative force equivalent to a sectoral labor law.

The matters regulated by the agreement are:

The agreement replaces and updates the previous version, incorporating the conditions agreed in the latest round of collective bargaining. To find out the exact salary amounts, specific vacation days and specific working hour limits, it is necessary to consult the full text published in the BOE.

Economic and operational impact

The entry into force of a new collective agreement has direct consequences on the labor cost structure of any driving school. The main operational impacts are:

• Payroll review: If the salary tables of the new agreement exceed what the company currently pays, the difference must be paid from the date of entry into force. Failure to do so generates wage debt with the worker.
• Contract update: Contracts in force that do not reflect the conditions of the new agreement must be adapted. This includes professional category, agreed working hours and remuneration.
• Vacation management: If the agreement modifies vacation days or conditions for enjoyment, the company must adjust its annual planning.
• Inspection risk: Non-compliance with the agreement is a labor violation detectable in any labor inspection. Sanctions can be significant depending on the number of workers affected.

The cost of adaptation will depend on the gap between each company's current conditions and the new minimum conditions agreed. Driving schools that already applied conditions superior to the previous agreement will have a lower impact; those that adjusted to the minimum will need to review the new tables in more detail.

Who does it affect?

The agreement has national scope and affects:

• Driving schools throughout Spain, regardless of size (single location or chain of centers)
• Instructors and driving teachers employed by a driving school
• Administrative staff of driving schools (receptionists, managers, coordinators)
• Directors and center managers included in the scope of the agreement
• Any employee providing services in a driving school company

It does not affect self-employed individuals operating as a single-person driving school without employees, although they should be alert if they hire staff at any time.

Practical example

A medium-sized driving school with 5 instructors and 2 administrative staff must perform the following process after the agreement is published:

1. Download the full text of the XXIV Collective Agreement from the BOE and locate the salary table corresponding to each professional category of its employees.
2. Compare the current salaries of each worker with the minimum set in the agreement for their category. If any worker earns below the new minimum, the difference must be regularized from the date of entry into force.
3. Review the contracts of the 7 workers to verify that the agreed working hours, vacation and professional category assigned match what is established in the agreement.
4. If discrepancies are detected, formalize the corresponding contract modification annexes or new contracts before Labor Inspection can detect the non-compliance.

This process is applicable to any driving school, adjusting the number of workers to the reality of each company.

What should companies do now?

1. Download the full text of the agreement from the BOE (BOE-A-2026-8570) and read the salary tables, working hours and professional categories applicable to your workforce.
2. Compare the current conditions of each worker with the minimums of the new agreement: salary, working hours, category and vacation.
3. Identify the gaps between what is paid and what the agreement establishes, and calculate the cost of regularization.
4. Update the contracts of workers whose conditions do not comply with the agreement, formalizing the changes in writing.
5. Adjust payroll from the date of entry into force of the agreement to avoid accumulated wage debt.
6. Inform worker representatives (if any) of the changes applied under the new agreement.
7. Consult a labor advisor if there are doubts about the interpretation of any clause or about the correct professional category for any position.