{"id":147495,"date":"2025-12-30T09:26:04","date_gmt":"2025-12-30T08:26:04","guid":{"rendered":"https:\/\/lavozdeibiza.com\/sin-categorizar\/new-pay-rise-for-civil-servants-salary-increase-in-2026-and-progress-towards-35-hour-working-day\/"},"modified":"2025-12-30T09:26:04","modified_gmt":"2025-12-30T08:26:04","slug":"new-pay-rise-for-civil-servants-salary-increase-in-2026-and-progress-towards-35-hour-working-day","status":"publish","type":"post","link":"https:\/\/lavozdeibiza.com\/en\/current-news\/new-pay-rise-for-civil-servants-salary-increase-in-2026-and-progress-towards-35-hour-working-day\/","title":{"rendered":"New pay rise for civil servants: salary increase in 2026 and progress towards 35-hour working day"},"content":{"rendered":"

The salary of the more than 3.5 million public employees<\/strong> in Spain will be increased by a fixed 1.5% in 2026<\/strong>, with retroactive effect from January 1 of that year<\/strong>, according to the Framework Agreement for the improvement of public employment and citizen service<\/em>. The increase could be extended by an additional 0.5%<\/strong> if inflation at the end of 2026 equals or exceeds that percentage. <\/p>\n

The agreement was signed by the Ministry of Civil Service<\/strong>, UGT<\/strong> and CSIF<\/strong>, later joined by CCOO<\/strong>, and establishes a salary revaluation of 11% for the period 2025-2028<\/strong>, although the unions calculate that, due to the cumulative effect of the annual increases, the real increase could reach 11.5%.<\/strong><\/p>\n

For 2025<\/strong>, the agreement establishes a consolidable<\/strong> salary increase of 2.5%<\/strong> over the previous year. In 2026<\/strong>, the increase will be 1.5% over the salaries in effect on December 31, 2025<\/strong>, with the possibility of adding an additional half point linked to the CPI. If this condition is met, the 0.5% would be paid retroactively in the first quarter of 2027<\/strong>. <\/p>\n

The increase foreseen for 2026 will be the only one with a variable component<\/strong> within the agreement. In 2027<\/strong>, civil servants will receive a fixed increase of 4.5%<\/strong>, while in 2028<\/strong> the increase will be 2%.<\/strong> <\/p>\n

Guaranteed increase after validation of the decree law<\/h2>\n

The 2026 salary increase was guaranteed after the Plenary of the Congress<\/strong> validated in December the royal decree-law<\/strong> that regulates the salary revaluation of public personnel for 2025 and 2026<\/strong>. The norm had the vote against Vox<\/strong>, the abstention of Junts<\/strong> and the support of the rest of the parliamentary groups. <\/p>\n

The decree regulates the essential aspects for applying the salary increase as from January 1, 2025<\/strong>, as well as the provisions necessary for the 2026 increase to come into force on the scheduled date. The measures are applicable to all public administrations<\/strong>: state, regional and local. <\/p>\n

In the case of the state public sector<\/strong>, the increase corresponding to 2025 will become effective this December<\/strong>, through the payment of the arrears accumulated since January<\/strong>. The rest of the administrations will set their own payment schedule, which may be spread over 2026, 2027 and 2028<\/strong> or be concentrated in December 2025, within the framework of union negotiations. <\/p>\n

Advances in working hours and teleworking<\/h2>\n

Beyond salary improvements, the Ministry of Public Function has committed to negotiate the implementation of the 35-hour working week<\/strong> in the General State Administration (AGE). According to UGT, the aim is for this measure to come into force between February and March<\/strong>, after starting talks in January. <\/p>\n

The Government will also address the regulation of teleworking<\/strong> in the AGE, an issue to be dealt with at the General Negotiating Table. Both measures are part of the Framework Agreement for a 21st Century Administration<\/strong>, signed in October 2022 and still pending full development. <\/p>\n

Further labor and organizational improvements<\/h2>\n

The Civil Service has also set up a monitoring committee<\/strong> to ensure compliance with the new framework agreement, which includes a broad package of labor measures. These include the elimination of the replacement rate<\/strong>, the streamlining of selection processes<\/strong>, the reinforcement of public service staff<\/strong> and the adaptation of job classifications<\/strong> to actual functions and professional experience. <\/p>\n

The agreement also promotes internal promotion<\/strong>, with differentiated processes and a greater weight of merit-based competitions<\/strong>, as well as the review of residence and insularity allowances<\/strong> and compensation for reasons of service<\/strong> throughout 2026, in order to correct inequalities among public employees.<\/p>\n

In addition to this, there are improvements in leave and reconciliation<\/strong>, reinforcement of occupational health protection<\/strong>, with psychological support and measures to deal with aggressions, updated remuneration for employees working abroad<\/strong>, advances in the area of retirement<\/strong> and reinforcement of the quality of care provided by the administrative mutual insurance companies<\/strong> (Muface, Mugeju and Isfas).<\/p>\n","protected":false},"excerpt":{"rendered":"

The more than 3.5 million public employees will see their salaries revalued by a fixed 1.5% in 2026, with effect from January 1 and the possibility of adding another 0.5% if inflation allows it. The agreement signed with the unions also includes labor improvements such as the 35-hour working day, the regulation of teleworking and the revision of insularity complements. <\/p>\n","protected":false},"author":31,"featured_media":147493,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[4612,2910],"tags":[2912,9526],"ppma_author":[6610],"class_list":["post-147495","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-baleares-en","category-current-news","tag-actualidad-3-en","tag-salary"],"acf":[],"yoast_head":"\nNew pay rise for civil servants: salary increase in 2026 and progress towards 35-hour working day - La Voz De Ibiza<\/title>\n<meta name=\"description\" content=\"The more than 3.5 million public employees will see their salaries revalued by a fixed 1.5% in 2026, with effect from January 1 and the possibility of adding another 0.5% if inflation allows it. 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