CCOO celebrates the historic agreement at Paradores that will allow a pension plan for more than 5,000 workers

As of June 25, 2026, the Paradores employment pension plan has already passed the negotiation and internal approval phase and is in the stage of administrative processing prior to its full effectiveness. The final text has been ratified by the company and the union representation (UGT and CCOO), and is pending validation by the competent regulatory and budgetary bodies. It is not publicly recorded that the file has yet been registered with the Directorate General of Insurance and Pension Funds (DGSFP), nor have fixed deadlines been made official by the Government. Reasonable forecasts place the final approval and registration around autumn 2026, once the necessary reports and registrations are completed.

Current status of administrative processing

According to information disseminated by CCOO and reported by the newspaper Demócrata, Paradores de Turismo de España has approved the final text of the employment pension plan for its staff, which will cover more than 5,000 workers. The agreement was ratified at the company's headquarters in Madrid and the labor negotiation is considered closed, with the plan now entering a phase of "administrative processing and supervision by the competent bodies" for its definitive implementation, according to information from the union itself and the company.

This same line is consistent with the general information available about Paradores and its employment and labor relations processes, such as that found on its corporate employment portal Paradores – Employment or in documentation on public employment offers (Paradores OPE manual), which show the existence of structured procedures subject to public control, although they do not detail the pension plan.

In the media sphere, it had already been reported since 2021 about the company's intention to promote a collective pension plan for the staff (Invertia information on Paradores pension plan), but without recent data on the closure of the text. The novelty now is that this text is already agreed and internally approved, entering the scope of the administrative controls typical of a state public company.

Relationship with the Directorate General of Insurance and Pension Funds

The available information does not explicitly indicate that the plan has already been formally sent to the Directorate General of Insurance and Pension Funds. What is indicated is that the approved agreement moves to the phase of administrative processing and supervision by regulatory and budgetary bodies, which, in practice, implies that one of the essential milestones will be the registration of the plan with the DGSFP once the technical and legal file is complete.

According to usual practice in employment pension plans of public companies, before that registration a detailed technical structuring is usually required (plan regulations, specifications, managing and custodial entity, etc.) and verification of its compliance with current regulations. No further information is available in the consulted sources about whether a preliminary submission or technical exchange with the DGSFP has already taken place, beyond the generic reference to the phase of "supervision by the competent bodies."

Tax report and budgetary controls

The collected information points out that the plan must also pass validation by the corresponding administrative and budgetary authorities, in line with the controls applicable to state public companies dependent on the Ministry of Industry and Tourism (Ministry of Industry and Tourism – employment and public companies). This likely includes the intervention of Treasury bodies responsible for verifying budgetary sustainability and the fit of the pension plan contribution commitment within the company's spending limits.

However, the consulted sources do not detail whether the Treasury report has already been issued, is in preparation, or is pending formal request. Nor are there figures on annual contributions or budgetary impact, beyond the union reference to the importance of the agreement to improve the social conditions of the staff. Therefore, it can only be stated that the plan is in that control circuit, without official data on the specific progress of those reports.

Next steps and estimated timelines

After internal approval, the next administrative steps can be summarized in four blocks: completion of the plan's technical documentation; obtaining the required reports (including the Treasury report and, if applicable, other internal controls from SEPI or the supervising Ministry); submission and registration of the plan before the DGSFP; and, finally, the effective implementation of the plan (registration of workers, initial contributions, choice of managing entity, etc.).

Neither the Government nor the unions have made fixed deadlines public for each of these milestones. Available references emphasize that the process has been long in its negotiation phase, and that now "the stage of administrative processing opens," without specifying a schedule. Taking analogous procedures as a reference, registration with the DGSFP is usually set within a horizon of several months from the presentation of the complete file, so an effective launch of the plan during autumn 2026 is a reasonable scenario, although not officially confirmed.

Until the report and registration phase is closed, the plan will not have full legal validity nor can contributions begin. In summary, the labor agreement is achieved and the plan text defined; what remains ahead is a key administrative itinerary, but still without closed public dates nor official record that the submission to the Directorate General of Insurance and Pension Funds has been completed.

The management of Paradores de Turismo de España, as a state public company in the hotel sector, concentrates the main competencies in labor relations: it leads collective bargaining with worker representation, promotes the improvement of working conditions, and ensures compliance with labor regulations and the collective agreement itself. Additionally, it defines human resources policy, organizes social dialogue with the unions present in the company, and coordinates the application of the agreements reached across the network of establishments. All this is framed within the general framework of the Workers' Statute and the guidelines of the public holding to which it belongs.

General framework of competencies in collective bargaining

In terms of collective bargaining, Paradores management assumes the company's representation before works councils and union sections to negotiate the company's own collective agreement or, where appropriate, complementary company agreements. This includes:

• The configuration of the bargaining table, appointing the negotiating team on the employer's side.
• The preparation of the employer's platform (company proposal) on salary aspects, working hours, rest periods, professional classification, and disciplinary regime.
• The negotiation of partial agreements (calendars, specific shifts, internal mobility) when the agreement refers to subsequent pacts.
• The signing, on behalf of the company, of the agreements and collective agreements that, after registration and publication, become mandatory throughout the Paradores network.

Its role is also decisive in managing consultation periods required by law before collective measures (substantial modifications, collective transfers, employment regulation files, etc.), leading negotiations with the workers' legal representation to try to reach agreements that minimize social conflict.

Functions in improving working conditions

Beyond formal collective agreement negotiation, Paradores management has the capacity to promote measures to improve working conditions, always within the public budget framework and applicable labor regulations. Among its usual functions are:

• Proposing and agreeing with the social side salary improvements above legal minimums, through own salary tables, specific hospitality bonuses, incentives linked to productivity or service quality.
• Designing work-life balance and working hours policies: shift distribution, leave systems, regulation of work on holidays and nights, agreed flexibility measures to adapt activity to tourism seasonality.
• Promoting continuous training and professional requalification programs that improve internal employability and professionalization of reception, restaurant, kitchen, housekeeping, and maintenance staff.
• Establishing specific protocols and plans for occupational risk prevention, especially relevant in hospitality (physical load, ergonomic risks, psychosocial risks associated with shifts and work peaks).
• Introducing improvements in social benefits (staff canteen, uniforms, transport or accommodation aid in certain destinations) when the company's economic situation allows and they are agreed with representatives.

These improvements can arise both from the company's own initiative and from union proposals, usually articulated through company agreements, annexes to the collective agreement, or internal plans approved with labor representation to ensure their generalization and stability.

Relationship with unions and representation bodies

Paradores management is responsible for maintaining a structured social dialogue with the state-wide unions present in the company (through works councils, staff delegates, and union sections). Its functions include:

• Convening and participating in social dialogue tables or joint commissions to interpret and apply the collective agreement.
• Channeling labor demands (salaries, staffing, workloads, shift organization) towards formal negotiation spaces instead of directly translating into conflict.
• Managing the resolution of internal collective conflicts, seeking agreements before strikes are called or disagreements are judicialized.
• Agreeing and supervising the constitution of specific commissions (equality, risk prevention, digital disconnection, campaign monitoring) where concrete policies are agreed and monitored.

Application and monitoring of labor agreements

Once collective agreements or accords are reached, Paradores management must ensure their correct implementation in all establishments of the network, acting as a link between the norm and daily practice. This implies:

• Translating agreements into clear internal procedures for human resources departments, hotel management, and middle management.
• Supervising uniformity in the application of working conditions across different Paradores, avoiding unjustified inequalities between centers.
• Periodically evaluating the impact of measures (e.g., changes in working hours, new salary tables, staffing reinforcements in high season) both on job quality and service quality.
• Promoting, when necessary, renegotiations or agreed adjustments if economic conditions or tourism demand change substantially.

Coordination with the Administration and public framework

As a state commercial company, Paradores management also acts in coordination with the supervising ministries and public business sector bodies, which set general limits on remuneration, employment, and budgetary stability. This conditions collective bargaining: improvements agreed with workers must be compatible with Government guidelines on personnel spending and public employment offers. Within this framework, Paradores management retains significant leeway to adapt working conditions to the reality of the tourism sector, promote staff professionalization, and consolidate a labor relations model based on negotiation and agreement.

There are no official and detailed data on the results of Comisiones Obreras (CCOO) in the latest union elections at Paradores or in the entire state public tourism sector (such as Turespaña or SEGITTUR) beyond partial references. The consulted sources do not show complete tables of delegates by union, nor aggregated balances by "public tourism sector" prepared by CCOO. It is indirectly noted that CCOO maintains a strong position in Paradores and has been consolidating its weight in public services and tourism, but without recent specific figures by workplace. Therefore, only an approximate picture based on available information can be offered, making clear that key quantitative data are missing.

Situation at Paradores de Turismo

In the specific case of Paradores de Turismo (a state public company dependent on SEPI), searches have not yielded an electoral record or a recent official note detailing how many delegates each union obtained in the last electoral cycle. For example, no public communication from Paradores or CCOO Services has been found that reports "X delegates for CCOO, Y for UGT, Z for CSIF" with exact date and scope (inter-center committee, workplaces, etc.).

What does appear in the sources is the context of conflict and intense union activity at Paradores, with a prominent presence of CCOO. In particular, the judicial action initiated by the unions against the company for violation of union freedom, recently resolved by the Supreme Court, is mentioned. Although this information is not an electoral result, it does indicate that CCOO is one of the relevant and consolidated interlocutors in the company.

Supreme Court ruling on union freedom

According to information collected by El Demócrata, the Supreme Court confirmed a conviction against Paradores for violating union freedom by not providing the unions with the necessary salary information to exercise union action. The ruling implies payment of 22,500 euros in compensation to the affected unions. This resolution is also mentioned in other media, such as El País, and in legal databases like vLex, and is the result of a lawsuit in which CCOO is a central actor.

From the union perspective, this type of ruling usually strengthens the position of the majority unions in the company, as they demonstrate their role in defending rights and their negotiating capacity vis-à-vis management. However, the judicial resolution itself does not provide figures on how many delegates CCOO has nor what percentage it represents in the entire Paradores workforce.

Results in other public tourism sector entities

Regarding other directly tourism-related state public bodies (Turespaña, SEGITTUR, or other entities dependent on the General State Administration linked to tourism promotion or management), the consulted sources do not offer concrete data on CCOO's electoral results from 2022 to now. There are no specific CCOO notes such as "union elections at Turespaña" or "at SEGITTUR" with delegate distribution, nor sectoral balances grouping these entities under the label "public tourism sector."

There is, however, abundant information on the confederal and CCOO Services websites about elections in private companies in the tourism and services field (hospitality, commerce, large chains, contact centers linked to tourism, etc.). For example, results can be found in various companies on CCOO pages like reports on elections in commerce and services or summaries of electoral processes in service business groups at Konecta. However, these cases do not correspond to the "state public tourism sector," but to the private or para-business sphere.

Absence of a specific aggregated balance

Nor has an official CCOO balance been found that groups under a single label all the results of "union elections in the public tourism sector" at the state level. CCOO usually publishes global election balances by federations (for example, CCOO Services, Industry, etc.) and by large sectors (services, commerce, hospitality), but recent searches do not show data specifically broken down for "Paradores + Turespaña + other public tourism entities."

In summary, based on accessible information, it can be stated that CCOO is one of the unions with a consolidated presence in Paradores and in the tourism services field, and has played relevant roles (including judicial victories) that reinforce its negotiating role. However, there are no complete and updated public data that allow precise quantification of its results in the latest union elections at Paradores or in the entire state public tourism sector, in terms of number of delegates or percentage of representation.