In Spain, labor law mandates a comprehensive range of employee benefits, from annual leave and public holidays to maternity pay and pension contributions. These benefits are designed to protect workers and promote work-life balance—but employers must understand their obligations clearly.
Here’s your complete guide to mandatory and optional employee benefits in Spain, including paid leave entitlements.
🗓️ 1. Annual Paid Vacation in Spain
Every full-time employee is entitled to 30 calendar days of paid vacation per year (approx. 22 working days).
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Vacation must be scheduled by mutual agreement
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Employers must respect minimum periods set by collective agreements
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Vacation days cannot be monetarily compensated unless the contract ends
Employees must be able to use their leave, and failure to allow it can lead to penalties.
🎉 2. Public Holidays (Días Festivos)
Spain has 14 public holidays per year, split between:
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National holidays (e.g., Constitution Day, Christmas)
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Regional and local holidays (vary by autonomous community)
These are paid non-working days. If employees must work, they’re entitled to overtime pay or a substitute day off.
🤰 3. Maternity and Paternity Leave
Maternity Leave (Permiso de maternidad):
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16 weeks of paid leave (100% of salary, paid by Social Security)
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Must take at least 6 weeks after childbirth
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Can be shared with the other parent (after first 6 weeks)
Paternity Leave (Permiso de paternidad):
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Also 16 weeks, equal and non-transferable
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Mandatory first 6 weeks after birth or adoption
📌 Both parents must be registered with Social Security to qualify.
👩👦 4. Other Types of Leave in Spain
| Type of Leave | Duration | Notes |
|---|---|---|
| Marriage leave | 15 calendar days | Paid leave |
| Bereavement | 2–4 days | For close family deaths |
| Moving residence | 1 day | Paid leave for change of address |
| Jury duty or public duty | As needed | Employer must allow time off |
| Parental leave (excedencia) | Up to 3 years | Unpaid, job-protected |
Some agreements or company policies may offer extended benefits beyond legal minimums.
💶 5. Christmas Bonus (Paga Extra)
Employees in Spain receive 14 salary payments per year:
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12 monthly salaries
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2 extra payments: one in summer (June/July) and one in December
These extra pays are mandatory unless prorated monthly by agreement.
🏥 6. Social Security Contributions
Employers must contribute to Spain’s Seguridad Social, covering:
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Healthcare access
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Sickness and disability benefits
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Unemployment insurance
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Retirement pensions
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Maternity/paternity pay
Employer contributions are approx. 30% of gross salary, while employees contribute around 6%–7%.
🍽️ 7. Optional Fringe Benefits
Although not mandatory, many employers offer:
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Meal vouchers (cheques comida)
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Transport allowances
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Private health insurance
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Gym memberships
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Flexible working hours
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Remote work options
These help attract talent and improve employee satisfaction.
🧠 8. Employee Assistance Programs (EAP)
Forward-thinking companies in Spain are adopting EAPs, which may include:
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Psychological counseling
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Financial guidance
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Wellness resources
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Legal advice
While not legally required, these programs promote productivity and retention.
⚖️ 9. Benefit Discrimination is Illegal
Spanish labor law prohibits discrimination in providing benefits. Employers must ensure:
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Equal access to benefits for part-time workers
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No bias based on gender, age, or contract type
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Adjustments for employees with disabilities or dependents
Violations can lead to legal claims and compensation orders.
✅ 10. Stay Compliant With Borderless Lawyers
We help employers across Spain ensure their benefits packages meet all legal obligations. Our team offers:
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Benefit audits for legal compliance
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Payroll and holiday tracking tools
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Custom employee handbook development
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Collective bargaining agreement reviews
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Advice on offering competitive perks