Strike 2026 — Not like this!
Win back lost purchasing power, and have decisions negotiated rather than imposed.
What it has cost
€14,561.17
What it paid for
- Campaign materials (production)
- €9,339.95
- Train travel Seville–Madrid (12 Sep)
- €4,845.00
- Travel for members attending the march on the Ministry of Industry
- €369.22
- Account fees and upkeep
- €7.00
- Truck with PA system (12 Sep march)
- pending allocation
What has been achieved
Before the strike, what the company put on the table was more of the same: years of cuts to working conditions. The CEO's plan to cut remote work to 20% a week was the spark for a historic mobilisation. This is what was on the table then, and what is in the agreement the workforce approved in a referendum on 1 October, with 76.76% of the votes and a turnout of 87.33%.
| Topic | Before the strike | After the strike |
|---|---|---|
| Pay | Before the strikeA 3% general rise, plus 0.5% for RSI and 0.5% for promotions, in 2026 and 2027. | After the strikeA four-year agreement with real CPI guaranteed and recovery of 7.95% of purchasing power: real CPI + 2% in 2026, 2027 and 2028, and real CPI + 1.95% in 2029. On top of that, every year, 0.5% for individual pay reviews and 0.5% for promotions. |
| "April effect" | Before the strikeIntroduced in 2027. | After the strikePushed back to 2028, and a one-off gross payment of €2,000 (non-consolidated), in October 2026, compensates it for everyone on the payroll when the referendum is validated. |
| Remote work | Before the strikeCut to 20% a week from 1 September 2026: the spark for the strike. | After the strikeThe current policy stays and individual agreements are respected, including 40% remote and two days a week from home. This also applies to new hires. |
| Absenteeism | Before the strikeThe Bradford factor to measure absenteeism. | After the strikeThe company withdraws its appeal to the Supreme Court, drops the removal of the sick-leave supplement altogether and repays what was deducted in October. A new absenteeism control system will be negotiated in a joint working group. |
| Bus routes | Before the strikeAt risk. | After the strikeCurrent routes are kept. Any changes, including August's, are negotiated in the Mobility Committees. |
| Holidays | Before the strikeThree compulsory weeks in August. | After the strikeTwo compulsory weeks and two flexible ones (previously three and one), scheduled between employee and supervisor. |
| Project Bromo | Before the strikeNo guarantees for the staff affected. | After the strikeAnyone moving to the joint venture keeps the Collective Agreement from day one until a new one exists, their seniority and full access to Airbus's internal job market, with no probation period. |
| Workload in Cádiz | Before the strikeAt risk. | After the strikeBefore 1 November 2026, a committee will review current agreements and future activity needs. |
And what wasn't even on the table
- Canteen: for those without free access, the price drops from €5 to €3.50 from 1 October, with an annual price review.
- Voluntary flexible start and finish times in the roles that allow it.
- Pay policy: a full review of PG-121 to improve progression and promotions; of conditions for LMA, rodadores and ENDS; a new job catalogue and a new variable pay system (PG-22). Negotiations start before the end of 2026.
Along the way, the workforce voted down July's provisional deal in a referendum —a 12% that was really a 10% general rise plus two points going to RSI and promotions— and held the strike when asked whether to pause it: on 31 August, 81.2% voted to carry on. And when the company took its "final proposal" to the Ministry of Industry instead of to the assemblies and called the referendum on its own, the National Court suspended it at CGT's request. The interim measures were lifted on 24 September; the substance —whether the right to strike was violated— is heard on 4 November.
The fund has paid for what it took to get here: the T-shirts, the trains to the Seville and Madrid marches, the transport to the Ministry.
THE DISPUTE
How the current dispute came about.
The mobilisation of the Airbus Spain workforce —a strike from 1 to 23 July 2026 and an indefinite strike called from 24 August— arises, according to the movement’s manifesto, from a gradual deterioration of trust and accumulated disagreements over pay negotiations and working conditions. It also comes at a time of economic strength for the company. These are the demands the movement puts forward:
REPORT BY THE MOVEMENT
Same Sky, Different Pay · The Spanish Gap
Airbus Spain versus the Group and the global aerospace industry: pay, inflation protection, working hours and value sharing. Every figure is tagged and traceable to a public source.
Web report · August 2026 · ES · EN · FR · DE
01Restoring purchasing power
Inflation (CPI) as the basis for pay reviews from 2026, plus an extraordinary rise to offset the accumulated loss.
Read the detail
Restoring purchasing power
The economic dossier drawn up by the movement estimates an accumulated loss of purchasing power over recent years.
Demand raised
- Restoring CPI as the basis for annual pay reviews (RSG) from 2026.
- An extraordinary increase, separate from the annual review, to compensate for the purchasing power lost over recent years.
02Work-life balance and trust
Remote work at the worker's choice where the role allows, and flexibility in managing holidays.
Read the detail
Work-life balance and trust
Work-life balance cannot be treated as a privilege: it is a modern organisational tool that supports productivity, commitment and people’s wellbeing. Airbus has been a benchmark here for years. The movement considers that recent decisions represent a step backwards compared with the previous model.
Demand raised
- The option, at the worker's choice and in roles whose nature allows it, of working 40% of the week remotely, with compensatory measures for roles requiring greater on-site presence.
- Restoring flexibility in holiday management, letting teams organise it among themselves while keeping two weeks in August as a recommendation.
03Services for the workforce
A universal, free canteen with no co-payments or payroll deductions; maintaining the transport routes.
Read the detail
Services for the workforce
The movement calls for changes to these services to be subject to negotiation.
Demand raised
- A guaranteed universal, free canteen for Airbus workers, with no co-payments or payroll deductions.
- Maintaining the current level of the transport route service.
04Reviewing the Bradford factor
Health must not be treated as a productivity metric: remove the factor or exclude medical leave from it.
Read the detail
Reviewing the Bradford factor
The movement maintains that health protection must take precedence in the organisation of work.
Demand raised
- Removal of the Bradford factor or, failing that, exclusion of medical leave from its calculation.
05Protecting the future of Airbus Spain
Written guarantees that organisational changes will not harm jobs or working conditions.
Read the detail
Protecting the future of Airbus Spain
The manifesto calls for organisational transformations to be subject to negotiation and to include guarantees for the workforce.
Demand raised
- Management signing the schedule of guarantees backed by a majority of the Space workforce, committing in writing that its implementation will not harm working conditions, work organisation or employment.
06Equality between generations
A transparent pay policy recognising experience and responsibility, with no gaps based on joining date.
Read the detail
Equality between generations
The pay and benefits model must recognise every worker's contribution and experience, and guarantee equal opportunity, avoiding differences arising solely from the date they joined the company.
Demand raised
- A signed commitment to draw up a new pay policy with a transparent system for recognising experience, duties performed and responsibility held.
- Ending prolonged entry-level pay, guaranteeing pay progression in line with the worker's real contribution.
07Redress for the dispute
An extraordinary, individual compensation, proportional to the strike days observed.
Read the detail
Redress for the dispute
Demand raised
- Establishing an extraordinary, individual compensation for each worker, proportional to the strike days actually observed.
Expanded text from the #EnfadadosconAirbus manifesto (v3)