From October 2026, Naturgy will pay a monthly bonus of 778.26 euros, or 9,339.14 euros a year, to employees working its most demanding shift pattern: regular rotation across all shifts, including nights, every day of the year. The payment is meant to reflect the toll round-the-clock schedules take on workers’ lives.
Set out in the IV Convenio colectivo and published in the BOE on September 4, the bonus is reserved for staff on so-called TRR (turnos rotativos regulares). Occasional night shifts or extra hours do not qualify: employees must regularly rotate through all shifts, including nights, to receive the full amount. Staff on partial rotations covering mornings and afternoons will receive smaller bonuses: 420.88 euros monthly for TPS type A (all days) and 300.63 euros for TPS type B (workdays only).
The IV Convenio colectivo del Grupo Naturgy was signed on June 30, 2026, by company management and the major unions USO and CCOO Industria. It was registered on August 25 and published in the BOE on September 4, 2026.
The distinctions matter for Naturgy staff. The bonus is strictly functional and non-consolidable: it ends when an employee leaves the qualifying schedule. Someone working the TRR pattern for only three months in 2026 will receive a proportional payout of 2,334.78 euros for October through December. The payment is divided across 12 monthly salaries and does not count toward extra pay periods.
Eligibility is limited. The agreement applies only where no more favorable local arrangements exist, and excludes directors, managers and employees with individual contracts. It covers 27 companies within the Naturgy group, including Naturgy Energy Group, Naturgy Generación, Naturgy Renovables, UFD Distribución and several Nedgia entities. Only staff based in Spain and actively working under the specified conditions qualify.
The agreement also covers day-to-day situations. Staff who cover for absent colleagues and work one and a half or two shifts in a row receive one and a half or two bonuses accordingly. The annual workload is set at 1,672 hours, usually divided into 209 eight-hour shifts. Extra hours are paid as overtime, and all schedules must respect Spain’s legal minimum rest periods between shifts. Naturgy has also agreed to allow shift swaps where possible, giving workers some flexibility within a rigid system.
The official BOE publication says the TRR bonus is strictly personal and non-consolidable. It is paid only while the employee actively works under the qualifying schedule and is excluded from extra pay periods. The terms tie the compensation to time spent in the most demanding shift rotations.
BOE, Disposición 18632
The changes come as debate grows in Spain over work-life balance and fair pay for unsocial hours. Naturgy’s move stands out for its clear terms and scale, especially alongside developments in other sectors, such as the recent halt of pension contributions for older full-time workers. That decision has fuelled discussion about how different types of labor are valued.
The IV Convenio colectivo remains in force until the end of 2028. Its monthly bonus of 778.26 euros is set for 2026 and will be updated in later years. Signed by company management and the basic unions USO and CCOO Industria, the agreement brings rare clarity to Spain’s often fragmented collective bargaining. For workers covering the toughest shifts in energy production and distribution, the cost of round-the-clock staffing now has a stated price. Naturgy’s decision puts the gap between talk and actual pay for the hardest shift work in focus.
