Andbus first in Andorra to ratify company‑wide collective agreement by binding staff vote

Andbus (Novatel S.A.U.) has become the first company in Andorra to approve a company-wide collective agreement by a direct, binding vote of its employees. The ratification, which was provided for in the agreement itself and organised under its terms, recorded participation from 84% of staff with voting rights; 94.4% of those who voted backed the text. According to company and union sources, 108 permanent employees with at least six months’ service were eligible to participate.

The agreement will govern working conditions for all Novatel staff in the Principality and takes effect on 1 January 2026. Its initial term runs until 31 December 2030, with the possibility of annual extensions. Once ratified by personnel, the pact will be submitted to the Department of Labour for official registration in line with current regulations.

The text establishes a uniform framework covering working hours, rest periods, pay, per diems, holidays, incentives, trade union rights and mediation procedures. Key changes include the introduction of monthly work planning with a guaranteed minimum advance notice for shifts; strengthened transparency in the calculation and recording of hours through reliable time‑registration systems; and the creation of a joint, parity monitoring committee to resolve interpretive questions and potential conflicts.

The agreement also contains a package of pay improvements intended to protect and bolster employees’ purchasing power. Measures include an update to per diems, a new availability/standby supplement, a seniority premium and the formalisation of a bonus previously linked to company profits. The text also provides clearer rules on holidays and rest days and allows administrative staff to organise working time using a quarterly hours accounting system.

Negotiations between company management and the works committee took place over several months. Committee president Paulo Cardoso said the process aimed to reflect the realities of both groups of workers—drivers, who make up roughly two‑thirds of the workforce, and office staff—and noted that legal assistance provided by a law firm helped shape the final drafting. The company has said it chose the staff vote to secure broader legitimacy for the pact, given recent growth and a number of newer hires who had not participated in previous representative elections.

Company management described the result as reflecting “a new model of labour relations based on participation, shared responsibility and mutual trust,” and framed the initiative as a step toward modernising and democratising workplace relations in Andorra. With this procedure and outcome, Andbus positions itself as a precedent in internal governance and labour‑relation practices within the country.