Key data
| Regulation | Resolution of April 8, 2026, from the General Directorate of Labor, registering and publishing the State Collective Agreement for Private Security Companies 2026-2030 |
|---|---|
| BOE Publication | April 18, 2026 |
| Effective date | April 8, 2026 |
| Validity period | 2026-2030 (5 years) |
| Affected parties | Private security companies and their workers (security guards, bodyguards, private detectives and auxiliary staff) |
| Category | Labor Legislation |
| Official source | BOE-A-2026-8569 |
Private security companies have a new mandatory labor framework as of April 8, 2026. The State Collective Agreement for Private Security Companies 2026-2030, registered by Resolution of the General Directorate of Labor and published in the BOE on April 18, 2026, establishes the labor conditions that all companies in the sector must apply over the next five years.
This is not a recommendation or a best practices guide: it is mandatory. Any company that has security guards, bodyguards, private detectives or auxiliary staff on its payroll must review its contracts, payroll and working conditions to adapt them to what this agreement establishes.
What does this regulation establish?
The agreement comprehensively regulates the labor conditions of the private security sector in Spain. The main areas it addresses are as follows:
| Regulated matter | Content |
|---|---|
| Salary tables | Minimum remuneration by professional category, with periodic reviews planned throughout the agreement's validity (2026-2030) |
| Working hours | Regulation of working hours, distribution and limits applicable to sector personnel |
| Professional categories | Classification of personnel: security guards, bodyguards, private detectives and auxiliary staff |
| Salary supplements | Conditions and criteria for the application of supplements on base salary |
| Working conditions | Framework of rights and minimum conditions required for all sector personnel |
| Leave and rights | Guarantees regarding paid leave and labor rights recognized to workers |
The multi-year validity until 2030 is a key element: it provides stability and predictability for companies to plan their labor costs in the medium term, but it also means that periodic salary reviews are an already acquired commitment that cannot be ignored.
Economic and operational impact
The most immediate impact for companies in the sector is the obligation to apply the new salary tables from the agreement's effective date. This may result in an increase in labor costs compared to the previous agreement, especially if current remuneration for some workers is below the new established minimums.
Beyond the immediate salary cost, the agreement generates three types of operational impact that companies must manage:
- Periodic salary reviews: The agreement provides for updates to the tables during its validity until 2030. Companies must incorporate these reviews into their annual financial planning.
- Contract adaptation: Existing contracts that do not comply with the new conditions must be reviewed and, if necessary, modified to meet the agreement's minimums.
- Professional category management: The update of professional classification may affect worker assignment and, therefore, their remuneration and applicable conditions.
The risk of not acting is concrete: non-compliance with the agreement can result in labor sanctions and labor inspections, with the reputational and economic cost that this entails.
Who does it affect?
The agreement applies to all companies and workers classified in the private security sector in Spain. Specifically:
- Private security companies operating in Spain, regardless of size
- Security guards in active service
- Private bodyguards
- Private detectives integrated into sector companies
- Auxiliary staff of private security companies
- HR departments and labor managers of these companies
- Labor advisors and management firms providing services to sector companies
Practical example
A private security company with 30 security guards on its payroll must, from April 8, 2026, verify that the remuneration of each one complies with the salary tables of the new agreement according to their professional category.
If any of those security guards has a base salary below the minimum established in the new tables for their category, the company is obliged to regularize that remuneration effective from the agreement's entry into force. Failure to do so constitutes a breach of the collective agreement, which may give rise to individual claims by the worker, actions by the Labor Inspection and labor sanctions.
Furthermore, if the company plans to hire new security guards or bodyguards during 2026, the contracts it signs must include from day one the conditions of the new agreement: correct professional category, agreement minimum salary, working hours and applicable supplements.
What should companies do now?
- Review the salary tables of the new agreement and compare with current remuneration of each worker by professional category. Identify any gaps that need to be regularized.
- Update work contracts that do not comply with the new minimum conditions established by the agreement, especially regarding professional category and remuneration.
- Incorporate periodic salary reviews into the company's financial and budgetary planning for fiscal years 2026-2030.
- Inform the HR department or labor management firm of the changes introduced by the agreement so they apply them correctly in payroll and personnel management.
- Review current salary supplements in the company to verify that their application is consistent with what the new agreement establishes.
- Document the adaptation carried out to be in a position to prove compliance in the event of a labor inspection.
Frequently asked questions
When does the private security collective agreement 2026-2030 come into effect?
The agreement came into effect on April 8, 2026, the date of its signature and registration. It was published in the BOE on April 18, 2026 by Resolution of the General Directorate of Labor.
Which companies and workers does the new private security agreement affect?
It affects all private security companies operating in Spain and their workers: security guards, bodyguards, private detectives and other auxiliary sector personnel.
What aspects does the state collective agreement for private security 2026-2030 regulate?
It regulates salary tables, working hours, professional categories, salary supplements, working conditions, leave and minimum rights required for all sector personnel.
What happens if a security company does not apply the agreement?
Non-compliance can result in labor sanctions and labor inspections, as established by the regulation itself. Companies are obliged to apply all its provisions from the effective date.
How long is this collective agreement valid?
The agreement is valid until 2030, which provides stability and predictability for companies and workers over five years, with periodic salary reviews planned during that period.
Official source
BOE-A-2026-8569 - State Collective Agreement for Private Security Companies 2026-2030