Marítima Davila 2026 Salary Increases: What Group Companies Must Do

Key data

Companies in the Marítima Davila group and their related companies have an immediate obligation: update their payroll. The General Directorate of Labor has registered and published the agreement of the Joint Commission of the III Collective Agreement of the Marítima Davila, SA group and Related Companies, which approves new mandatory salary increases. The official reference is BOE-A-2026-8568, published on 18 April 2026.

This type of agreement is not optional or negotiable company by company: they have direct normative effect for all companies and workers included in the scope of the agreement. Ignoring them or applying them late has concrete legal and economic consequences.

What does this regulation establish?

The resolution registers and gives official publicity to the agreement reached by the Joint Commission of the III Collective Agreement of the Marítima Davila group. This commission is the joint body—formed by representatives of the company and workers—responsible for interpreting, monitoring and developing the collective agreement.

The agreement approved by this commission establishes salary increases that update the current salary tables for all employees included in the scope of the agreement. The key points are:

• The agreed salary increases update the current salary tables of the III Collective Agreement.
• The agreement has normative effect for all group companies and their workers, without exception.
• It is mandatory from its publication in the BOE (18 April 2026).
• Companies must adapt their payroll and remuneration systems to the new agreed amounts.

The resolution does not detail the specific percentages or amounts of the increases in the text published by the General Directorate of Labor: that information appears in the full text of the joint commission agreement, accessible from the official BOE source.

Economic and operational impact

For the HR, payroll and finance departments of affected companies, this agreement implies an immediate review of labor costs. The direct operational impacts are:

• Update of salary tables: All professional categories included in the III Collective Agreement must reflect the new amounts in payroll.
• Review of remuneration systems: Payroll software and contracts must be adjusted to the new salary bases.
• Possible arrears: If the effective date of the increase is prior to publication, companies must calculate and pay accumulated salary differences.
• Impact on Social Security costs: A salary increase proportionally raises contribution bases and therefore the company's Social Security cost.
• Inspection risk: Non-compliance may result in individual labor claims and actions by the Labor and Social Security Inspection.

Who does it affect?

This regulation directly affects:

• Marítima Davila, SA group: The parent company and all related companies included in the scope of the III Collective Agreement.
• HR and payroll departments of group companies, responsible for applying the new tables.
• Financial directors and CFOs of the group, who must review the impact on the personnel budget.
• Workers in the group covered by the III Collective Agreement, who have the right to receive the new amounts from the effective date of the agreement.
• Labor advisors and management firms providing services to any of the group companies.

Practical example

Imagine one of the group's related companies with 50 workers covered by the III Collective Agreement. From the publication of the agreement on 18 April 2026, this company is obligated to apply the new salary increases in the next payroll it issues.

If the agreement establishes that the increases have retroactive effects to a date prior to publication—something common in this type of joint commission agreement—the company must calculate the salary differences month by month from that date and pay them as arrears to each affected worker.

Failing to apply these increases on time exposes the company to any worker filing a claim for payment before the labor court, or to the Labor Inspection issuing an infraction report for breach of the collective agreement. Both scenarios generate avoidable economic and reputational costs with timely payroll updates.

What should companies do now?

1. Obtain the full text of the agreement: Access BOE-A-2026-8568 and locate the updated salary tables and the effective date of the increases.
2. Identify affected workers: Review which employees are covered by the III Collective Agreement of the group and in which professional categories they are classified.
3. Update payroll software: Enter the new salary amounts in the payroll management system before closing the next payment cycle.
4. Calculate possible arrears: If the agreement has retroactive effects, calculate salary differences from the effective date and prepare payment to workers.
5. Review the impact on contributions: Recalculate Social Security contribution bases with the new salaries to adjust TC1s and avoid discrepancies.
6. Document the application: Keep evidence of the update of tables and payment of arrears, as support in case of a labor inspection.