Employment Conditions in Spain
Employment in Spain is governed by national labour laws and Collective Bargaining Agreements (CBAs), which set out minimum and sector-specific conditions for fair and lawful work. Employers must provide written contracts, regulate working hours, ensure health and safety, and comply with equality and anti-discrimination obligations.
Key employment conditions include:
- Written terms: Employers are required to provide clear written contracts that outline job description, salary, working hours, benefits, and termination conditions.
- Working hours: Standard working time is 40 hours per week, with a daily maximum of 9 hours unless otherwise agreed. Overtime is capped at 80 hours annually and must be compensated in pay or time off.
- Leave and holidays: Employees are entitled to 30 calendar days of paid annual leave (22 working days) plus up to 14 public holidays each year, depending on national, regional and local regulations.
- Payslips and wage payments: Employees must be paid at least once a month, usually on the last working day, with payslips clearly showing all deductions. Workers are entitled to 14 salary payments annually (12 monthly salaries plus 2 bonuses).
- Equality and anti-discrimination: Employers must guarantee equal opportunities and take measures against workplace harassment or discrimination based on gender, age, religion, ethnicity or sexual orientation.
- Workplace health & safety: Employers must conduct obligatory risk assessments, provide employee training, and carry out health surveillance where required by the role.
- Remote work: Remote work is permitted but regulated. A written agreement must cover working hours, costs (e.g. internet, electricity), equipment, data protection, and duration of the arrangement. Employers must provide or reimburse necessary tools and expenses.
Collective Bargaining Agreements (CBAs)
CBAs are mandatory in most sectors and central to shaping Spain's employment conditions. They regulate salaries, allowances, working time, leave, and rules for fixed-term contracts. The applicable CBA is determined by the company’s main activity (CNAE). This means that many employee entitlements go beyond statutory minimums, offering stronger protections depending on sector and region.
