Paid Time Off

Spain PTO Compliance: A Guide for Employers

In Spain, PTO is strictly regulated by labor laws, ensuring employees receive a minimum of 30 calendar days of paid vacation per year. In addition, employees are entitled to paid public holidays, sick leave benefits, and other statutory leave. Understanding these regulations is essential for legal compliance and effective workforce management.

Spain PTO Compliance

Understanding PTO Requirements in Spain

Learn about Spain’s statutory leave entitlements and employer responsibilities.

employee records icon
Statutory Vacation Days

Spanish labor law mandates 30 calendar days (including weekends) of paid vacation per year for full-time employees. Many companies define PTO in working days (22 days) instead. Vacation cannot be replaced by financial compensation unless an employee leaves the company.

sick leave
Sick Leave Regulations

Employees on sick leave receive paid benefits based on a percentage of their salary, covered by both the employer and Spain’s social security system. Sick pay typically starts at 60% of the salary from day 4 to day 20, increasing to 75% from day 21 onward.

time off icon
Public Holidays

Spain has 14 public holidays per year, including national, regional, and local holidays. These are separate from annual vacation days, and employees are legally entitled to take them off with pay.

PTO Carryover Rules

Annual leave must be used within the calendar year, but employees unable to take their vacation due to maternity leave or sick leave can carry over their unused days.

Spanish Paid Time Off

Key Considerations for Employers and Employees

Spanish labor law strictly regulates paid time off. This overview highlights key aspects for both employers ensuring compliance and employees understanding their entitlements.

Employers

  • Minimum vacation is 30 calendar days (or 22 working days)
  • Follow sick leave regulations, including medical certificates
  • Recognize national, regional, and local holidays
  • Check Convenio Colectivo for specific benefits
  • Grant legally mandated leaves (maternity, etc.)

Employees

  • Know your minimum vacation (30 calendar days)
  • Understand sick leave rules and required documentation
  • Check your Convenio Colectivo agreement for better benefits
  • Know your rights to other legally mandated leaves

Spanish PTO includes annual leave and public holidays. This information is for general guidance only and not legal advice. Consult legal counsel for specific situations.

pto management

Best Practices for Managing PTO in Spain

Follow these key strategies to ensure compliance and efficient PTO management.

    • ReDesign_Attendance
    • ReDesign_Attendance
    • ReDesign_Attendance

    TRUSTED BY COMPANIES OF ALL SHAPES AND SIZES

    • SSL
    • MCI
    • MoMA
    • OpenStax
    • PlayPass
    • Smartsheet

    attendance tracking

    Why PTO Compliance Matters

    Proper PTO management in Spain ensures legal compliance and fosters a positive workplace culture.

    1

    Maintain Legal Compliance

    Failure to follow Spain’s labor laws can lead to legal disputes and financial penalties. Keeping accurate leave records ensures compliance.

    2

    Boost Employee Well-Being

    Ensuring employees take their legally mandated vacation improves work-life balance, reduces burnout, and increases job satisfaction.

    3

    Promote a Positive Workplace

    A transparent and well-managed PTO policy builds trust, fairness, and engagement, contributing to higher employee retention and productivity.

    employee attendance

    How TrackingTime Can Help

    Learn more about how we can help you optimize your PTO policies and ensure compliance with Spanish labor laws.

    Effortless Organization

    Say goodbye to messy email chains and manual tracking. With a streamlined PTO management system, you can keep all requests and records in one place, making it easy to approve time off and manage employee schedules efficiently.

    • Quick Approvals – Manage PTO requests fast.
    • Clear Records – Access all time-off data easily.
    • Team Sync – Keep schedules aligned effortlessly.

    Custom Time-Off Policies

    Every company has unique needs, and your PTO policies should reflect that. Customize your time-off rules to match your team’s structure, ensuring fairness and clarity while maintaining flexibility.

    • Flexible Rules – Tailor policies to your team’s needs.
    • Clear Guidelines – Keep everyone informed.
    • Smooth Management – Set rules that work for all.

    Real-Time Transparency

    Give your employees the confidence to plan their time off without uncertainty. By providing real-time access to balances and request statuses, you create a more transparent and trusting workplace.

    • Instant Access – Check balances anytime.
    • Live Updates – Track requests in real time.
    • Boost Trust – Keep everyone informed.

    INTEGRATIONS

    Add Time Tracking to the Apps You Use Every Day

    Sync TrackingTime with the tools your team uses every day to fit their work habits. This way, they can keep track of every minute without switching between apps.

    Check out +50 integrations

    • This app is a lifesaver! With TrackingTime, I can easily set project timelines and track my team's progress. The ability to create detailed timesheets and business reports for clients is a game-changer.

      on nachonacho.com

    • TrackingTime was incredibly convenient to use; its simple design made it accessible to anyone. The features were outstanding and the reports provided invaluable insights into my own productivity.

      on capterra.com

    • TrackingTime keeps my team and projects on track. Saves us hours of headaches and facilitates working remotely. Top notch.

      on nachonacho.com

    testimonials - great reviews

    Trusted by All Kind of Clients

    We believe that our clients' success is our success, and we are committed to doing everything we can to help them achieve their goals. We're proud to assist them with their daily struggles to improve their workdays, and we appreciate their positive feedback.

    time tracking app

    Track Time, Not People

    Simplify
    Attendace Management

    Get started
    Sign in with Google

    FAQ

    Frequently Asked Questions

    Get answers to all your questions about our service and plans.

    How many vacation days are employees entitled to in Spain?

    Under Spanish labor law, employees are entitled to a minimum of 30 calendar days of paid vacation per year. This typically equates to 22 working days, excluding weekends and public holidays.

    Is paid vacation mandatory in Spain?

    Yes. Paid annual leave is a legal right in Spain. Employers are obligated to provide a minimum of 30 calendar days of vacation, regardless of industry or company size.

    Are public holidays part of the 30 vacation days in Spain?

    No. Public holidays are separate from the 30 calendar days of annual vacation. Spain has up to 14 public holidays per year, depending on the region.

    Is vacation time in Spain prorated for part-time workers?

    Yes. Part-time employees in Spain are entitled to the same number of vacation days as full-time employees, but their vacation pay is calculated proportionally to their working hours.

    Can employers deny paid leave in Spain?

    Employers can negotiate the timing of leave with employees but cannot deny the right to use annual vacation. The specific dates must be mutually agreed upon and recorded in writing.

    When do employees start earning vacation in Spain?

    Employees begin accruing vacation from their first day of employment. Full entitlement is typically granted after completing one year but can be used earlier if agreed in the contract.

    Can vacation days be split in Spain?

    Yes. Spanish law allows vacation to be taken in parts. However, at least one period must be a minimum of two consecutive weeks unless otherwise agreed with the employer.

    Do vacation days in Spain expire?

    Yes. If unused, vacation days typically expire at the end of the calendar year or within six months into the next year, unless the delay was due to illness or maternity leave.

    Can employees carry over unused vacation days in Spain?

    In general, no. Vacation must be taken in the year it is earned. However, carryover may be permitted for justified reasons like long-term illness or leave of absence.

    Are vacation days paid out when leaving a job in Spain?

    Yes. If an employee leaves a job without having used all their accrued vacation, the employer must pay the equivalent amount in the final paycheck.

    What happens if an employee gets sick during vacation in Spain?

    If an employee becomes ill during vacation and provides medical proof, those days do not count as vacation and can be rescheduled at a later time.

    Does maternity or paternity leave affect vacation in Spain?

    No. Vacation entitlement continues to accrue during maternity, paternity, or parental leave. Employees can use their vacation after returning to work, even into the following year.

    Is it legal to substitute vacation days with payment in Spain?

    No. Spanish law prohibits replacing vacation days with payment while still employed. Payment is only allowed if the employee leaves the company without using their vacation.

    Are collective agreements allowed to extend vacation in Spain?

    Yes. Collective bargaining agreements in Spain often provide more than the statutory 30 days, offering additional days for seniority, marriage, relocation, or personal events.

    How is vacation pay calculated in Spain?

    Vacation pay must match the employee’s normal salary, including fixed bonuses and allowances. It’s usually paid during the vacation period and appears on the monthly payslip.