Strike on 11 November 2026: employers' obligations

General strike on 11 November 2026 and its impact on payroll and businesses

The 24-hour general strike on 11 November 2026 is the first jointly called by CCOO and UGT since 2012, alongside other organisations, and was formally registered with the Ministry of Labour on 19 October. 

For businesses, the strike raises two key questions: what actions employers are legally permitted to take and how the strike will affect November payroll.

What rights do employees have during the general strike?

The starting point is the legal framework. Participating in a strike is a fundamental right (Article 28.2 of the Spanish Constitution). Each employee can decide whether to take part without requesting permission or giving prior notice, and may make that decision on the day itself. Employers may provide information but cannot pressure employees or ask them in advance whether they intend to strike. Nor can they take retaliatory action afterwards. Disciplinary measures, changes to shifts or dismissals linked to participation in the strike may be declared null and void. Only conduct that goes beyond the exercise of the right to strike, such as violence or coercion against colleagues, may be subject to disciplinary action.

During the strike, the employment contract is suspended: employees neither work nor receive their salary, but the employment relationship remains in force. Employers may subsequently verify who participated through working time records, including in remote working arrangements, where employees can exercise their right to strike simply by not logging in.

How much salary is deducted for one day of strike action?

The payroll deduction for participating in a strike exceeds one day's salary, but there is a limit: deducting more than the legally permitted amount constitutes a disguised disciplinary sanction. A proportional amount corresponding to weekly rest periods is also deducted. Although weekends are paid, this entitlement accrues through work performed from Monday to Friday, meaning that one day of strike action reduces the corresponding payment. The same applies to additional salary payments, which accrue monthly. Annual leave entitlement, however, is not reduced.

Example of a salary deduction due to strike action (illustrative figures): for a monthly salary of €2,700 (€90 per calendar day) and a five-day working week, the deduction would be approximately €126: €90 for the strike day and €36 corresponding to weekly rest periods. A proportional deduction for additional salary payments must also be taken into account. Where these payments are paid separately, the deduction is applied when they are paid.

Do employees lose their attendance allowance if they participate in a strike?

Some collective bargaining agreements provide an attendance allowance for not missing work. Employers may only withdraw it due to strike participation if the agreement expressly states so. Otherwise, the strike does not count as an absence and the allowance must be paid in full. A general absenteeism incentive that treats strike participation as one absence among others has been deemed permissible. However, a bonus lost solely for participating in a strike is not lawful.

What happens if an employee is on sick leave or annual leave during the strike?

Employees who are on temporary incapacity leave or annual leave are not considered to be on strike, so no deductions apply: they continue receiving their temporary incapacity benefits or annual leave pay. However, becoming ill while on strike is different: strike days do not give rise to temporary incapacity benefits; once the strike ends, the ordinary sick leave rules apply.

Are Social Security contributions payable during a strike?

Employees remain registered with Social Security under a special registered status (alta especial), but neither the employee nor the employer pays contributions for that day. Employers must report this through the RED System as part of the November Social Security contribution settlement (deadline: 30 December).

What happens if an employee wants to work but cannot reach the workplace because of the strike?

The employee is not considered a striker, but is not entitled to pay for the day either. If they can prove that they could not reach work due to a lack of transport or reasonable alternatives and notify the employer as soon as possible, they cannot be disciplined, although the employer may require them to make up the missed hours or deduct the corresponding pay, unless the collective bargaining agreement provides otherwise.

What are employers prohibited from doing during the general strike?

• Replacing employees who participate in the strike. Employers cannot hire anyone to cover striking workers, use temporary employment agencies (ETTs) or reassign other employees to those positions. Nor can they reorganise technical or organisational resources to neutralise the strike, even if those resources already existed within the company (Spanish Constitutional Court Judgment STC 24/2026 of 12 March). Replacing striking workers with external personnel constitutes a very serious infringement.
• Closing the workplace "just in case". Employers may only close the workplace through a lockout (cierre patronal) where there are legal grounds: risk of violence or serious damage, occupation of the workplace or absences that seriously disrupt production. Staff shortages alone are not sufficient: absences must seriously prevent the normal production process, and the closure must be reported to the labour authority within 12 hours. If the closure is unlawful, the employer must pay employees their salaries for that day.

How should businesses prepare for the strike on 11 November?

Employers should ensure that their working time recording systems are operational, including for remote workers, review the applicable collective bargaining agreement before calculating salary deductions, and coordinate with their payroll teams to prepare the required communication through the RED System.

Employees posted to Spain may also participate in the strike. Where they remain covered by their home country's Social Security system under an A1 certificate, contributions for that day are governed by the rules of that country. It is therefore advisable to coordinate with the home-country payroll team and, where applicable, with the shadow payroll arrangements maintained for tax purposes.

Is your business prepared to ensure that the strike on 11 November does not lead to unexpected issues in November payroll?