29.90%

• Social Security: 23.60%
• Unemployment: 5.50%
• Salary Guarantee Fund: 0.20%
• Professional Training: 0.60%

• The standard VAT rate in Spain is 21%

• 1 Jan: Friday, New Year's Day
• 6 Jan: Wednesday, Epiphany
• 2 Apr: Friday, Good Friday
• 1 May: Saturday, Labor Day / May Day
• 12 Oct: Tuesday, Hispanic Day
• 6 Dec: Monday, Constitution Day Holiday
• 8 Dec: Wednesday, Immaculate Conception
• 25 Dec: Saturday Christmas Day

• The initial three days of sick leave are unpaid.
• From the fourth to the fifteenth day, the employee qualifies for 60% of the commitment base of the earlier month and is paid by the company.
• From the sixteenth to the twentieth day, the worker qualifies for 60% of the commitment base of the earlier month and is paid by the company, who can deduct the sum from the federal retirement aide obligatory installment.
• From the 21st day onwards, the worker qualifies for 75% of the commitment base of the earlier month and is paid by the company, who would then be able to deduct the sum from the government-managed retirement required installment.
• Workers can take debilitated leave for up to one year and under certain conditions could extend it to 180 days.
• The employee qualifies for 75% of the commitment base of the earlier month's compensation when harmed at work.

• Mothers are eligible for up to 16 weeks’ maternity leave.
• The leave can start up to 4 weeks before the expected due date and at least 6 weeks must be taken immediately after the birth of the child.
• During maternity leave, the employee receives a maternity benefit instead of their typical salary.
• The maternity benefit is calculated based on the previous month’s contribution (including monthly salary and the proportional part of the extra pay) and is paid by social security.
• The maternity benefit is capped at 4,070 EUR per month.
• If the employee’s salary is generally higher than this amount, the employer can decide whether or not to pay the difference.

• Fathers are eligible for up to 16 weeks of paid paternity leave.
• The first six weeks should be taken immediately after the birth of the child.
• Leave can be extended by two weeks in the case of multiple births.
• All 16 weeks are 100% paid by the state.

• At the end of a temporary contract, the worker is given notice as established in the employment contract.
• The employee is eligible for a proportional part of extra pay and holidays as well as the compensation of 12 days’ salary per year worked.
• In the case of a voluntary termination by the employee, notice by the employee must be given as outlined in the contract or collective agreement.
• On the employee's final day, the company will pay the amounts corresponding to the payroll and termination.

• 15 days of notice should be provided. If such notice is not provided, payment in lieu shall be given.

• Employers should compensate 20 days of salary per year of service up to 12 months.
• If dismissal is declared unfair by a judge, the employer may reinstate the employee or pay a statutory severance payment.
• Employees affected by redundancy will be entitled to receive a legal severance payment and an advance notice in writing of the termination of the contract.
• A worker who is dismissed for disciplinary reasons is not entitled to severance pay.

• The probation period varies depending on the collective agreement in place at the company.
• The common practice is two months.