Introduction and Industry Context
The new 2027–2030 National Collective Bargaining Agreement for the Private Security Sector marks a turning point for an industry that employs more than 80,000 professionals in Spain. The document, the result of a complex negotiation process between employer associations (APROSER, ASECOPS, and FES) and major unions (UGT, CCOO, and USO), aims to provide the sector with legal stability, economic predictability, and operational modernization.
The text itself emphasizes that the agreement was established to provide a multi-year regulatory framework that anticipates the changes brought about by the sector’s new requirements and provides the necessary stability for the sector.
Economic conditions and cost structure
Wage Increases 2027–2030
The agreement establishes the following wage increases:
| YEAR | INCREASE |
| 2027 | 3,5% |
| 2028 | 4% |
| 2029 | 4% |
| 2030 | 4,5% |
A CPI-linked protection clause with a 2% cap is included, ensuring that wages do not lose purchasing power in inflationary environments.
Other structural costs
The agreement explicitly states:
- An approximate annual increase of 1% based on seniority and absenteeism.
- An increase of more than 0.5% in social security contributions during the term.
- Guaranteed pay for mandatory training time, including shooting exercises.
These variables must be incorporated into cost models and client proposals, particularly in public contracts.
Social and organizational measures with an impact on business
Work-Life Balance and Operational Predictability
The agreement introduces improvements that directly impact service planning:
- Early submission of monthly and annual schedules; this requires that schedules be submitted earlier (specifically, one month in advance for the annual schedule).
- A gradual increase in the number of paydays on weekends (adding one additional weekend to the current payday schedule in 2027, two in 2028, and three starting in 2029).
- Improved time off on Christmas Eve and New Year's Eve, including the day shift on the following day.
- Clearer regulations governing permits and licenses.
These measures promote workforce stability and reduce turnover, but they require companies to have greater operational planning capabilities.
Digital Disconnection
The right to digital disconnection is being strengthened through the establishment of protocols that limit contact outside of working hours.
This necessitates a review of internal communication procedures, particularly in departments with high operational variability.
Structural and Strategic Aspects
Partial retirement and relief contract
The agreement links partial retirement to policies on absenteeism and generational turnover.
This means:
- The need to plan for substitutions and relief shifts.
- An opportunity to revitalize workforces and adapt skill sets to new technologies.
Modernization of the sector
The sectoral observatory is tasked with addressing:
- New professional categories related to technology.
- Study of reduction factors for early retirement.
- Bringing private security regulations into the 21st century.
Recognizing the importance of anticipating change in the face of a private security sector model that is much more closely tied to the technological sphere.
Public procurement
The agreement reinforces the requirement that public administrations:
- Please verify that the bids cover the actual labor costs.
- Reject abnormally low bids.
- Demand full compliance with the agreement.
This protects compliant companies and reduces unfair competition based on unsustainable prices, thereby promoting socially responsible public procurement.
Implications for Business Leadership
The 2026–2030 Agreement provides a more demanding but also more stable framework. For companies in the sector, this means:
Opportunities
- Greater regulatory stability to facilitate the planning of medium-term contracts.
- Reducing unfair competition in public procurement.
- A more motivated and professional workforce.
- Promoting technological modernization.
Challenges
- A sustained increase in labor costs.
- The need to strengthen operational planning.
- Adapting management systems to new requirements (digital disconnection, shift schedules, permits).
- Active management of generational transition.
Overall, the agreement fosters a more professional, more regulated industry with higher quality standards, which benefits companies committed to operational excellence and regulatory compliance.