Spain has a standard working week of 40 hours, which is typically spread over five days.

The maximum number of working hours per week is 48, and any hours worked above this must be paid as overtime.

In Spain, part-time labour is employment lasting up to 20 hours each week.

Spanish siestas – the usual practice for jobs in retail and other shops is a “split shift”, lasting from 9 am to 8 pm with a two-hour lunch break.

In an office job, however, the working hours are similar to other countries with 30-60 minutes lunch breaks.

Employees shall be granted the following types of leave:          

• Annual paid leave

In Spain, employees are entitled to a minimum of 30 calendar days (i.e., 23 paid working days per year) of annual leave   paid at their regular rate, this can be increased by collective agreements or by individual employment contracts.

• Sick leave

Employees are entitled to up to 365 i.e. 12 months’ sick leave. Subject to obtaining a doctor’s certificate, sick leave can be extended by up to a further 6 months. At the end of the 18-month sick leave period, the social security body determines whether:

the employee is fit to return to work;

the employee is suffering from a permanent disability or illness and therefore is unable or unfit to return to work, in which case their employment contract will end and the employee will be entitled to a state pension; or the employee does not suffer from a permanent disability or illness and is expected to recover, but remains unfit for work, in which case they may

be entitled to a further extension of up to six months. The maximum potential period of sick leave is therefore 24 months.

Under Spain’s labor law, when a worker is temporarily unable to work and in need of medical assistance due to illness or accident, he/she will be paid at least 60 percent of his/her wages. The employer normally pays the worker for a temporary sick leave and is reimbursed by the Social Security department. The maximum period of such leave is 18 months, after which the situation must be reviewed.  The amount of sick leave pay depends on the status of the employee and the applicable collective bargaining agreement.

• Maternity/Paternity Leave

Maternity leave consists of 19 weeks’ paid leave, 6 weeks of which must be taken after the birth. To be eligible for maternity leave, the mother needs to be registered with the social security office and to have contributions for a minimum of 180 days during the prior seven years or a total of 360 days during her career.

One year of unpaid leave is also granted after the paid leave is taken and the mother’s job is guaranteed on return. The mother may take an additional two years of unpaid leave, but her employer does not have to offer her previous job to her on her return to work.

Paternity leave consists of 19 weeks’ paid leave, 6 weeks of which must be taken after the birth.

• January 1st – New Year`s Day,
• January 6th – Epiphany / Three Kings’ Day
• Moveable dates – Good Friday,
• May 1st – Labor Day,
• August 15th – Assumption of the Virgin,
• October 12th – Hispanic Day,
• November 1st – All Saints` Day,
• December 6th – Constitution Day,
• December 8th – Feast of the Immaculate Conception
• December 25th – Christmas

In addition to the national holidays, there are provincial holidays which vary in each of the autonomous communities.

Employees are not legally required to work overtime unless this is stipulated in a collective agreement or individual employment contract. The number of overtime hours may not exceed 80 per year.

13th- and 14th-month pay is mandatory in Spain. All employers in Spain must offer their employees two annual bonuses
called 13th- and 14th-month pay. Each bonus is equivalent to an additional month’s salary and is subject to income tax like regular earnings. Employers account for the additional payments in one of two ways. They divide the employee’s annual salary into 14 instalments, making one extra payment in the summer and one in the winter. Or they prorate the bonuses into the employee’s 12 annual monthly salary payments.
Employment contracts and CBAs also may stipulate when and how employers should distribute 13th- and 14th-month pay.

Health insurance is funded through social security taxes.

Supplementary health insurance may be provided by an employer to an employee as a benefit.
Most executives request supplementary health and life insurance, or a small company may provide an allowance in lieu of
arranging insurance

The most common benefits for employees are:

• medical insurance
• discounts are offered via third-party vendors
• professional training/language courses