GUIDE TO THE PROPOSAL

Read the proposalclosely

The «proposed agreement» put to a referendum sets out pay, remote work, absence, canteen and more. This guide goes through it point by point: what it offers, what is left to specify and why it matters, so you can decide with all the information.

Vote status

The referendum takes place on 30 September and 1 October, online and in person, with observers from every participating union and the external consultancy PwC; all staff with a contract in Spain vote. The company warns that, if it is rejected, the current (April) framework stays and there will be no further negotiation until the 2028 collective agreement. The substance of CGT's claim is heard on 4 November.

Explore the 14 points

The central question

What exactly is being approved?

A proposal can sound good and, at the same time, leave for later the details that decide how it works in practice.

Asking for the improvements to be written down, quantified and guaranteed before voting is not rejecting them: it is making sure they are delivered.

Interactive guide · 14 points

Point by point

Filter by topic and open each point to see what the proposal offers, what is left to specify and why it matters.

Showing 14 / 14 points

01GuaranteesBinding nature of the agreementWhat is locked in, and until when?

What the proposal offers: The company presents the agreement as binding in all its terms; any change in the 2028 collective agreement would require a new agreement between the parties.
Left to specify: What is voted on is a «framework», not the final wording of the collective agreement, which is drafted afterwards. And the company warns that, if it is rejected, there will be no further negotiation until 2028: a «this or nothing» that conditions the vote, and whose good faith in bargaining is precisely what the Audiencia Nacional examines on 4 November.
Why it matters: An agreement can be binding and still leave the detail to a later text; and presenting the vote as having no alternative puts pressure on the decision.
Key point: Binding should not mean voting under the pressure of «this or nothing».

02GuaranteesPublication in the BOEWhich document is published, and negotiated with whom?

What the proposal offers: If the referendum passes, the Ministry of Labour will publish the framework in the BOE «in full», with no changes.
Left to specify: The framework «will serve as the basis» for the final agreement that amends the collective agreement's articles; that final text is drafted later, and it is not specified which union side would sign it.
Why it matters: The legal value depends on the final collective-agreement text and on who signs it, not just on the framework being voted.
Key point: Publishing in the BOE does not yet say which articles are signed, or with whom.

03PayCPI calculationHow is it calculated, and what happens with the deviation?

What the proposal offers: The initial CPI is the Bank of Spain's projection (February); with the INE's final figure (December) the deviation is settled and adjusted in the following year's General Increase. Arrears are paid in a single payment in January or February 2027.
Left to specify: There are no caps or floors: an over-projection is deducted from the next year's increase. And in the company's own example it is not clear whether the differential (the «delta») is consolidated into the annual base or paid only as a one-off arrear.
Why it matters: Without a floor, a low-CPI year relies only on the fixed percentage; and whether the delta consolidates or not changes what is paid in later years.
Key point: What matters is not only the CPI, but whether its correction adds to the base or stays a one-off payment.

04PayRecovery of purchasing power · 7.95%Where does it come from, and who does it reach?

What the proposal offers: The 7.95% is spread over four years (2026 +2%, 2027 +2%, 2028 +2%, 2029 +1.95%, on real CPI), plus 0.5% RSI and 0.5% promotions each year. It starts from the 7.6% of 2020–2025 CPI minus the general increases paid, raised to 7.95%.
Left to specify: The calculation compares only against general increases and excludes individual raises, so it does not measure each person's real loss; and the 0.5% RSI and 0.5% promotions are selective: they do not reach the whole workforce equally.
Why it matters: A headline 7.95% is not the same as what each payslip recovers.
Key point: The total matters less than how it is split and who it reaches.

05PayVariable pay · PG225What is guaranteed about variable pay?

What the proposal offers: The proposal guarantees that the variable-pay percentages will not be reduced (V.1 12%, V.2 10%, VI 8%, VIII 6%) and proposes negotiating a new system, with a review of the salary policy (PG-121D) before the end of 2026.
Left to specify: The percentage is locked in, but not how it is earned: the new system («to simplify the model») is still to be negotiated, and that is where what is actually paid is decided.
Why it matters: Keeping the percentage does not guarantee the criteria that decide whether it is reached.
Key point: The how-much is protected; the how is not.

06Roles & organisationJob catalogueA commitment to a result, or to negotiate?

What the proposal offers: There is a commitment to negotiate a new job catalogue and to review PG-121D and the terms for LMA, rodadores and ENDs, with talks starting before the end of 2026.
Left to specify: It is a commitment to negotiate and analyse, with a start date but no guaranteed result or closing deadline.
Why it matters: Starting to negotiate in 2026 does not ensure what is agreed, or when.
Key point: There is a start date, not a finish.

07Time & work-lifeRemote work · 40%Is the 40% locked in?

What the proposal offers: A 40% effective remote-work rate applies to the current workforce and new hires; justified absences do not count towards that 40%, the 2-day agreements are respected and a half-day option is added.
Left to specify: Respecting the existing agreements keeps their unilateral-withdrawal clause: either party can cancel remote work, with no justification and one month's notice. The 40% is not shielded from that clause, and the monthly or quarterly distribution depends on the manager.
Why it matters: A 40% that can be withdrawn unilaterally with one month's notice is not a guaranteed minimum.
Key point: Without removing the unilateral withdrawal, the 40% is reversible.

08Time & work-lifeHolidaysWhat happens when there is no agreement?

What the proposal offers: Two obligatory weeks and two flexible weeks are kept; the calendar is agreed with each site's works council, and the scheduling between the person and their supervisor, weighing business and personal circumstances «equally».
Left to specify: «Weighing equally» does not say who decides when the person and the supervisor do not agree on the dates.
Why it matters: The tie-break is exactly where real work-life balance is decided.
Key point: The rule for when there is no agreement is missing.

09Time & work-lifeNew absence systemWhat exactly is being approved?

What the proposal offers: The company has withdrawn its appeal before the Supreme Court, fully reverses the withdrawal of the sick-leave top-up and refunds the amounts in October; the new system would be co-designed with the workers' representatives, with criteria agreed transparently.
Left to specify: The immediate harm is undone, but the new rulebook does not yet exist: what is approved is the commitment to co-design it, not its criteria.
Why it matters: The guarantee is procedural (joint and transparent), not an already-written system.
Key point: The old harm is reversed; the new system is yet to be written.

10ContinuityBromo and local agreementAnd when the new agreement arrives?

What the proposal offers: Those moving to the Joint Venture keep the local agreement's terms from day one and until a new agreement exists, with internal mobility within Airbus, seniority, no probation, and transport and canteen.
Left to specify: The protection lasts «until a new agreement exists», whose content is future and unknown.
Why it matters: A guarantee that ends when the next agreement arrives needs to know what that agreement will bring.
Key point: Protected until the new agreement; what it will say is still unknown.

11ServicesCanteen · €3.50What is locked in about the price?

What the proposal offers: For those without free access, the price drops from €5 to €3.5 from early October, with an annual review «keeping the most advantageous conditions»; those who already eat free keep it.
Left to specify: The guarantee is qualitative («most advantageous conditions»), with no numeric cap to stop the annual review from eroding the improvement.
Why it matters: With no written cap, an annual review can dilute the €3.5 over time.
Key point: A promise of «the most advantageous» is not a price with a cap.

12ServicesTransport serviceWhat level of service is kept?

What the proposal offers: The current routes are kept and no reduction or removal is foreseen; adjustments would be made by the Mobility Committees.
Left to specify: The routes are kept, but the level (frequencies, stops, August) is subject to adjustment in committee.
Why it matters: Keeping the routes is not the same as keeping the level of service.
Key point: Routes guaranteed; frequencies, up for review.

13Time & work-lifeFlexible hoursWho qualifies, and who decides?

What the proposal offers: The posts objectively compatible with voluntary flexible start and end times would be identified, according to organisational, productive and safety criteria; production is excluded.
Left to specify: The criteria are named, but the list of eligible posts is identified later by the company; there is no closed list.
Why it matters: That the criteria are objective does not yet say which posts benefit.
Key point: Criteria yes; list of posts, pending.

14ContinuityCádiz · joint committeeWhat will it be able to decide?

What the proposal offers: A specific joint committee (signatory parties and management) is created to analyse, before 1 November 2026, the current agreements and future workload needs in Cádiz.
Left to specify: It has a date and a joint composition, but its remit is to «analyse»: whether it can decide, and with what effect, is not set.
Why it matters: A committee that only analyses can end up unable to resolve anything.
Key point: Joint and dated; the power to decide is missing.

Before you vote

There are also questions about the vote itself

How is the online vote safeguarded?

The referendum is held online and in person, with union observers and the consultancy PwC. With remote voting, it should be explained how the secrecy, identity and verification of each vote are ensured.

And custody over the two days?

As the vote runs over two days, it is still worth explaining how ballot boxes and systems are kept overnight, before the observers of all parties.

Why two days?

A two-day vote needs a clear reason and a transparent procedure that is the same for every site.

Informational guide by the movement. The amounts and conditions come from the public documentation of the proposal; where detail is missing, it is raised as a question.