Spanish severance: 33 days a year if unfair, 20 if objective, 12 when a temporary job ends
Estimates only, not financial advice. What you type stays on your device. Checked against sources on 16 Oct 2026.A worker in Spain earning €30,000 a year who is dismissed unfairly after 8 years and 6 months is owed 33 days of pay per year, prorated by months. The 102 months give 280.5 days at €82.19 a day, €23,054.79. An objective dismissal pays 20 days a year instead, €13,972.60.
2026 · Rates and rules read from the sources listed on this page (the earliest on 16 Oct 2026); they may have changed since.
Type your gross annual pay, with the extra payments included.
Enter the date you started and your last day of work.
Choose the kind of dismissal: improcedente, objetivo, or the end of a temporary contract.
Read the days of pay, the months counted, whether a cap applied, and the amount.
When a job ends in Spain, the Estatuto de los Trabajadores fixes the minimum severance by the way it ends. This page works out that amount from your pay and dates, each step shown.
Despido improcedente (article 56.1). A dismissal the employer cannot justify: 33 days of salary per year of service, the part year prorated by months, never more than 24 monthly payments.
Despido objetivo (article 53.1.b). A dismissal for economic, technical, organisational or production reasons, or the other objective causes of article 52: 20 days per year, prorated by months, never more than 12 monthly payments.
End of a temporary contract (article 49.1.c). 12 days per year in proportion, except training and substitution contracts.
Contracts before 12 February 2012. For an unfair dismissal the time before that date counts at 45 days per year and the time after at 33. The total cannot pass 720 days of pay, unless the time before 2012 alone gives more days, which then becomes the limit, and never more than 42 monthly payments (transitional provision eleven).
How the page counts. The daily pay is the gross annual pay divided by 365 and a monthly payment is a twelfth of it. A started month counts as a whole month, the reading courts apply to "prorated by months".
Not included. Salarios de tramitación, a null dismissal, better terms in your collective agreement or a negotiated ERE, and the finiquito (last salary, unused holidays, extra payments). An estimate from the law, not legal advice.
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Take the daily pay, the gross annual pay divided by 365, and multiply it by the days the law grants per year of service: 33 for an unfair dismissal, 20 for an objective one, 12 when a temporary contract ends. The part year counts in months, and the caps of 24 or 12 monthly payments apply.
Twenty-four monthly payments, two years of salary, for service since 12 February 2012. For an older contract the limit is 720 days of pay, or the days earned before 2012 when they alone pass 720, never more than 42 monthly payments.
Twenty days of pay per year of service, prorated by months, up to 12 monthly payments (article 53.1.b). On €30,000 a year after 8 years and 6 months that is 170 days, €13,972.60, due when the employer hands over the written notice.
Yes, for an unfair dismissal. The years before 12 February 2012 count at 45 days each, the years after at 33. The page splits the service at that date and applies the 720-day limit of transitional provision eleven.
The law says the part year is prorated by months. Courts count a started month as a whole one, and so does this page: one day into a new month adds a full month of service.
Salarios de tramitación, a null dismissal with readmission, better amounts from a collective agreement or an ERE, and the finiquito: last salary, unused holidays and the proportional extra payments. Severance up to the legal amount is exempt from IRPF.
Rates and rules change; check the source before you rely on a figure.
Still stuck? Ask about Spain Severance Calculator (Indemnización por Despido) and anybody who knows can answer. No account needed.
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