Regulatory and tax changes expected for 2026: contributions, taxation and corporate obligations for SMEs

The MEI increases to 0.9 per cent in 2026

The Intergenerational Equity Mechanism (MEI) continues its phased deployment. In 2026, the additional contribution will be 0.9 per cent of the contribution base, with 0.75 per cent paid by the employer and 0.15 per cent by the employee. This increase, aimed at strengthening the Social Security Reserve Fund, will directly affect the labour cost structure of any organisation.

For SMEs, this adjustment requires revising budgets and payroll forecasts, particularly in sectors with tighter margins or collective agreements that produce significant variations in contribution bases.

Contribution bases and rates: continuity until the 2026 Order is published

In the absence of a new General State Budget Law for 2026, the regulatory framework maintains the current structure of groups, minimum and maximum bases. Final updates will depend on the 2026 Contribution Order and the establishment of the 2026 Minimum Wage, both of which are pending.

Until the definitive regulation is published, companies must operate under a continuity scenario, remaining attentive to official updates to plan labour costs with accuracy.

Self-employed workers: the income-based system remains in place

The income-based contribution system will remain fully in force in 2026. Self-employed workers may change their contribution band several times throughout the year, as in previous exercises.

For SMEs that work with collaborating freelancers or company directors who are self-employed, it is essential to review:

• The minimum applicable contribution base depends on the activity.
• Band adjustments linked to real income forecasts for 2026.
• The overall fiscal impact, especially when contribution levels approach higher-band thresholds.

2026 begins without an approved General State Budget Law

The absence of a new Budget Law means that the 2025 tax rules will remain in force until a new law is approved. Personal income tax, VAT, and corporate tax will remain unchanged, with no material changes for most SMEs.

The most significant future amendments will depend on the eventual approval of the 2026 Budget Law; therefore, a prudent planning approach is recommended.

Law 7/2024: indirect impact for SMEs

Some measures already in force, such as the minimum effective 15 per cent tax rate for large international groups or temporary levies on banking and energy companies, do not directly affect ordinary SMEs. However, they may influence corporate service costs if providers apply price adjustments.

It is advisable to monitor conditions offered by strategic suppliers, particularly in banking, energy, and technological services.

The 2026 modules regime: continuity without significant changes

The objective estimation regime (modules) for personal income tax and the simplified VAT regime will continue for another year, with parameters that are practically identical to those applied in 2025. The final ministerial order has not yet been published, but is expected to maintain the current framework.

For small businesses and self-employed workers using modules, 2026 is expected to be a year of stability, although it is advisable to consider alternative scenarios for future years should the regime be reformed.

New official calendar

The VERI*FACTU system, originally scheduled to become mandatory in 2026, has been postponed to 2027. The new dates are:

• 1 January 2027 for companies subject to corporate income tax.

• 1 July 2027 for SMEs, micro-enterprises and self-employed workers.

The obligation remains valid in full, even though the deadlines have been extended. Failure to adapt on time will result in specific penalties under the tax regulations.

What your company should do in 2026

Despite the delay, 2026 is not a year to remain passive. It is the ideal moment to:

• Select or validate billing software that meets the regulatory technical requirements.

• Review internal billing and record-keeping workflows.

• Train administrative and accounting teams.

• Prepare system integrations to avoid last-minute compliance issues.

Digital billing will become mandatory, and 2026 provides a window to prepare without pressure.

Psychosocial risks and equality: absolute priorities

The Labour Inspectorate has positioned psychosocial risk prevention and compliance with gender equality requirements as strategic priorities for 2026. Paper compliance will not suffice; inspectors will require proof of practical implementation, communication, and monitoring.

Key elements that companies must ensure:

• Updated psychosocial risk assessments.

• An active, communicated, and demonstrably applied anti-harassment protocol.

• Accredited staff training.

• Documented preventive measures available for inspection.

Equality plans: full enforcement for companies with 50 or more employees

Companies with 50 or more employees must maintain:

• A negotiated, registered and active equality plan.

• A pay audit and updated wage register.

• Evidence of follow-up and real implementation.

In some sectors, collective agreements or internal arrangements may impose obligations even below the 50-employee threshold.

To ensure compliance and operational stability, companies should prioritise:

• Reviewing labour cost forecasts, incorporating the 0.9 per cent MEI contribution.

• Updating contribution forecasts for self-employed collaborators, ensuring their band reflects actual projected income.

• Designing a VERIFACTU adaptation plan with a 2027 implementation horizon.

• Conducting an internal labour compliance audit to verify obligations in equality, psychosocial risks and occupational health and safety.

• Monitoring the potential approval of the 2026 Budget Law, which will influence the fiscal framework for the year.