Spain Employment Guide

Paid Time Off Policy in Spain

Both full-time and part-time employees in Spain are entitled to 23 days of paid time off (PTO) annually. This entitlement accrues at a rate of 1.92 days per month. Employees become eligible for vacation days after completing their first month of service.

In addition to annual leave, Spanish labor law provides for paid leave under specific circumstances with proper notification and justification:

• Marriage: 15 calendar days
• Family events (birth of child, death of close relatives, serious illness or accidents): 2 days (extended to 4 days if travel is required)
• Death of spouse, parents, or children: 4 days (including necessary travel time)
• Relocation of primary residence: 1 day

Real-World Application: SailGlobal's Approach

At SailGlobal, we've found that clear communication about these entitlements during onboarding significantly reduces administrative queries. Our international teams appreciate having transparent access to their accruing PTO balances through our digital HR platform.

Public Holidays in Spain: A Regional Perspective

Spain's public holiday system reflects its diverse regional autonomy. Each municipality annually establishes 14 official holidays, comprising:

National Holiday Calendar

The fixed national holidays include:

1. New Year's Day (January 1)
2. Epiphany (January 6)
3. Good Friday (Variable)
4. Labor Day (May 1)
5. Assumption of Mary (August 15)
6. Spanish National Day (October 12)
7. All Saints' Day (November 1)
8. Constitution Day (December 6)
9. Immaculate Conception (December 8)
10. Christmas Day (December 25)

Regional Variations: Catalonia Example

In Catalonia, employees might enjoy Sant Jordi's Day instead of a national holiday, while Andalusia celebrates its autonomy day. SailGlobal recommends consulting the official labor calendar for precise regional schedules.

Best Practices for International Employers

Managing Spanish leave policies requires understanding regional nuances. SailGlobal's HR consultants advise:

• Maintain updated holiday calendars for each operational region
• Implement flexible scheduling to accommodate regional variations
• Use centralized tracking systems to manage accruals accurately