Spain Employment Guide

Essential Elements of a Spanish Employment Contract

When drafting an employment contract in Spain, it is mandatory to use the Spanish language, though bilingual versions are acceptable. The agreement must be formalized in writing and signed by both the employer and the employee to be legally binding.

A comprehensive contract should clearly specify the following details:

• Full name of the employee
• DNI or NIE identification number
• Residential address
• Job title and professional category
• Gross and net salary information
• Annual leave entitlement in days
• Official start date of employment
• Type of contract and its duration
• Weekly or daily working hours
• Applicable company collective bargaining agreement

For instance, SailGlobal ensures all contracts for its international hires in Spain include these elements to prevent legal disputes, as seen in a recent case where a missing collective agreement reference led to compliance issues.

Understanding the Probationary Period in Spain

The inclusion of a probationary period is optional under Spanish labor law. While there is no minimum requirement, the maximum allowable duration for such a period is capped at 180 days. Companies like SailGlobal often use a standard 90-day probation for most roles, allowing sufficient time for evaluation without exceeding legal limits.