Spain
Aside from the distinction between a worker and an independent consultant, there are no official subcategories of workers in Spain.
In Spain, fixed-term contracts must be for a reason permitted by law. Those reasons can include work for a specific project, when there is an excess of work/orders, or for filling a temporarily open position (for example, when someone goes on maternity leave). The maximum length of the contract depends on the reason for it. Fixed-term contracts can generally only be renewed once. Workers are entitled to severance of 12 days of salary per year of service at the end of a fixed-term contract. If the Worker continues working after the end of the fixed term, then the contract is automatically converted to an indefinite agreement.
Probationary periods in Spain generally cannot be longer than three months. During a probationary period, no notice or severance is required to terminate an employment contract.
In Spain, Workers recognize 14 national bank holidays as well as various regional holidays.2024:New Year's Day - January 1Epiphany - January 6 Good Friday - March 29Labour Day - May 1Assumption of Mary - August 15 Fiesta Nacional de Espana - October 12All Saints' Day - November 1 Constitution Day - December 6 Christmas Day - December 25
Full-time Workers are entitled to at least 30 calendar/22 working days of paid vacation per year. Generally, leave must be taken within the calendar year that it is earned. Accrued but unused vacation must be paid out at the time of a termination.
Workers are entitled to paid time off for illness and various other life events, which is generally compensated by the Spanish Social Security System.
A regular workweek is 40 hours per week. Workers must receive a minimum of 12 hours rest between the end of one workday and the beginning of the next.
Workers must not exceed an annual average of 40 hours per week.
13th month in June, 14th month in December; paid within the 15 and 20th of each month
Unless on a fixed term agreement or in cases of serious misconduct, Workers must be given advanced written notice prior to terminations or pay in lieu. The amount of written notice required is generally 15 days and must be accompanied by an objectively reasonable justification as well as severance compensation generally equal to 20 days of pay per year of service up to a maximum of one year. Client agrees to abide by local law in instructing the termination of Workers.
A worker that has worked for less than two (2) years must provide at least 30 days notice to resign. Workers that have worked for two (2) or more years, must provide at least 60 days notice to resign.
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