The new Collective Labor Agreement (CLA) for the period 2026–2028 introduces significant changes that directly affect businesses in the food service sector, including restaurants, cafés, bars, and catering companies. It does not apply to all industries, but specifically to food and beverage businesses, where both compensation and operational frameworks are changing.
🔹 Salary Increases & Real Cost Impact
Base salaries are now set approximately between €930 and €1,100, with increases of around 8% in 2026 and an additional 4% in 2027. In some roles, total increases may reach up to 20%.
However, the impact on businesses goes beyond base salaries. The increases affect the overall payroll structure, including allowances, overtime, bonuses, social security contributions, and severance costs.
🔹 Flexibility for Waitstaff
The agreement maintains flexibility for waiters, allowing two compensation models:
- Fixed salary
- Salary combined with commission
While this provides operational flexibility, it requires careful payroll management to avoid errors and compliance issues.
⚠️ Stricter Operational Framework
The most critical change is not the salary increase, but the tightening of operational rules.
- The 6th working day is now officially recognized and must be compensated with a +10% premium
- Working hours must be clearly declared
- Shifts must be accurately recorded
Flexibility is only allowed when it is properly declared and documented.
🕒 Breaks & Actual Working Time
Breaks must be clearly defined and taken outside working hours. In practice, if they are not properly recorded, they may be considered working time, increasing both costs and compliance risks.
📲 Digital Work Card & Inspections
The implementation of the digital work card introduces stricter monitoring:
- Mandatory recording of start and end times
- Full alignment between declared schedules and actual presence
Any discrepancies can be easily detected during inspections, significantly increasing the risk of penalties.
📉 What This Means for Your Business?
The new agreement leads to:
- Increased payroll costs
- Greater need for operational structure
- Stricter compliance requirements
Informal practices that were previously tolerated can no longer continue without risk.
✅ What You Should Do Immediately?
To ensure compliance and avoid penalties:
- Update your payroll according to the new salary framework
- Review and adjust employment contracts
- Reassess working schedules
- Align with the digital work card system and ERGANI II
📌 Conclusion
The new CLA in the food service sector brings a dual shift:
✔ Higher wages ✔ Stricter control and compliance The key challenge is no longer just managing costs, but ensuring proper implementation. Businesses that adapt early will operate more efficiently and with reduced risk. Those that fail to adjust may face significant penalties and operational challenges.
🚀 Need Support?
AFS provides full support by handling:
- Adaptation to the new agreement
- Payroll organization
- Compliance with labor legislation
📩 Contact us to ensure your business is fully compliant and protected.
