The collective agreement that governs Málaga Center contracts, in plain language — with what it means for Oracle Málaga.
Plain-language summary of the latest Convenio Colectivo Estatal de Empresas de Consultoría y Estudios de Mercados y de la Opinión Pública, the sector-level CBA Málaga Center contracts fall under. Highlights only — the official BOE text always prevails.
The convenio is renewed periodically and salary tables are updated yearly. Always check the latest version published in the BOE before relying on any figure for negotiation, payroll, or legal action. Search the BOE →
Companies whose main activity is IT consulting, market research, and public-opinion studies operating in Spain. Málaga Center contracts fall under this CBA unless a more specific company-level agreement applies.
Oracle's Málaga Center contracts use this sector convenio as the baseline. Any company-level agreement or individual contract clauses on top can improve conditions, but cannot reduce them below the convenio.
Workers are classified into 3 groups by function and qualification:
Oracle uses an internal IC (Individual Contributor) and M (Manager) ladder on top of the convenio groups — see the Benefits page. Most technical roles map to Group 1.
Reference annual working hours: ~1,800 h/year, distributed across the year (the 'jornada anual' approach). Daily/weekly distribution is set by the company within those limits.
Company schedules can be more favourable but not less.Oracle Málaga typically applies an annual schedule with jornada intensiva in summer (shorter days in July and August) and standard hours the rest of the year. See the Benefits page for the schedule.
22 working days per full calendar year (Mon–Fri only count). Cannot be replaced by money except on contract termination.
Pro-rated if the contract starts/ends mid-year.Oracle Málaga grants 25 working days of vacation per full year — 3 days above the convenio minimum. Same Mon–Fri counting rule.
Convenio minimums apply. Oracle's internal policy may add extra leave for specific situations (e.g. extended bereavement, volunteering days) — check the employee handbook.
Minimum gross annual salary by group is set in the tablas salariales, plus:
Oracle Málaga salaries sit well above the convenio minimums. Compensation has three parts: Base salary + Málaga benefits (calculated from level, capped at €16,000) + Annual Target Variable (bonus). The two pagas extras are prorated monthly into the gross.
Combined framework: Real Decreto-ley 28/2020 (Ley del Trabajo a Distancia) plus convenio rules.
Hybrid working is standard. The exact in-office vs remote balance is set by your team / role — check your individual telework agreement. Equipment (laptop, peripherals) provided by Oracle; some allowances may apply for home setup.
Maximum probation depending on group:
Most technical hires (Group 1) get a 6-month probation in writing. During probation either party can terminate without severance and without notice (Art. 14 ET).
Voluntary resignation usually requires 15 days' notice (Group 3 / 2) or up to 1–2 months for Group 1, depending on role. Failure to give notice can mean a deduction equivalent to the missing days.
Most contracts require 1 month's notice for voluntary resignation. Always check your individual contract — some senior roles require 2 months.
Three severity levels:
Oracle's internal Code of Conduct sits alongside the convenio. If you receive a written sanction, you have 20 working days to challenge it in front of the Juzgado de lo Social. Contact the Workers' Council immediately.
Companies above 50 employees must have a registered Equality Plan (Plan de Igualdad). The convenio mandates equal pay for equal work and reinforces protocols against harassment and discrimination.
Oracle is well above 50 employees and has an Equality Plan and harassment-reporting channels. The Workers' Council is part of the monitoring committee.
A joint committee of employer and union representatives interprets the convenio and resolves disputes about its application. Internal disputes go here before going to the labour courts.
For day-to-day issues, the local Comité de Empresa (Workers' Council) is the first point of contact. Escalations on convenio interpretation can go to the sector-level joint committee.
Always check the most recent BOE edition. Key search keywords:
This page is a simplified summary for orientation only. It is not legal advice, does not replace the official BOE text or the applicable company-level agreement, and may be out of date relative to the latest convenio. For binding interpretations, consult the official text, the comisión paritaria, your Workers' Council, or a qualified labour lawyer.
