AEVEA signs the first statewide collective bargaining agreement for event management companies

Agencias de Eventos Españolas Asociadas (AEVEA), has signed with the trade unions UGT and CCOO the first State Collective Bargaining Agreement for Event Organizing Companies, a relevant milestone for a sector that lacked until now this legal framework. After a negotiation process of a year and a half, the set of measures regulates the social and labor rights of more than 5,000 workers.

The collective bargaining agreement, which will be mandatory throughout Spain for the activity of agencies and companies organizing corporate and institutional events, describes the professional groups and their functions and sets the working day in the sector. The salary tables have been negotiated in accordance with the reality of the sector, with a commitment to sustainability and good practices.

Due to the special nature of the organization of events, this new legal and labor framework includes the irregular distribution of the working day, which will allow for the possibility of making it more flexible in accordance with the needs of the sector. Thus, it could be adapted to the volume of work in the companies, establishing weekly, monthly and quarterly limits.

In addition, through this negotiation, the wages have been revised with respect to the agreements that have been applicable in the sector, and improvements have been included in the scope of the sectoral agreement;conciliation; “gathering the needs of our sector combined with the concerns, trends and demands of today's society”.

For César González, president of AEVEA, “with our own agreement we will be able to set ourselves new challenges at an institutional level, as wellí as with other organizations and entities, to boost our positioning in the sector”.

The new Collective Bargaining Agreement for Event Organizing Companies will come into force once it is registered with the labor authority and published in the Official State Gazette (BOE), and will be in force for the years 2025, 2026 and 2027. At the end of said period, it will be understood to be extended from year to year, unless terminated by any of the authorized parties.

The affected companies will have a maximum period of six months to carry out their adaptation from the publication of the adaptation;However, as regards the salary structure and conditions, its application will be retroactive with effect from January 1, 2025.

 

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