Severance pay in Spain
Estimate the gross severance (indemnización) and final settlement (finiquito) when an employment contract ends in Spain, by type of dismissal.
These calculations follow the Spanish Workers' Statute (Estatuto de los Trabajadores, RDL 2/2015), in force on 10/19/2026.
Amounts are gross, in euros (€), before income tax and social security contributions.
This is an estimate. Collective agreements, the employment contract and individual circumstances can grant more than the statutory minimum; check with the employer, a lawyer or the labour authority before making decisions.
How the Spain severance calculator works
The Spanish calculator turns the gross salary into a daily pay and applies the Workers' Statute (Estatuto de los Trabajadores). The daily pay is the gross annual pay, including the extra payments if you receive 14 payments a year, divided by 365. Length of service is counted in years, and every started month counts as a full month, so 8 years, 3 months and 15 days is treated as 8 years and 4 months. The same daily pay is used for the indemnity, the notice pay and the untaken holidays, so a correct salary and the right number of payments are the starting point of every result.
The indemnity depends on how the contract ends. In an objective dismissal (despido objetivo) it is 20 days of pay per year of service, up to 12 monthly payments, and the employer must give 15 days of notice or pay them in lieu. In an unfair dismissal (despido improcedente) it is 33 days per year, up to 24 monthly payments; service before 12 February 2012 counts at 45 days per year with a ceiling of 720 days. At the end of a temporary contract the indemnity is 12 days per year. A fair disciplinary dismissal, a resignation and a mutual agreement carry no statutory indemnity.
Besides the indemnity, the final settlement (finiquito) includes what has already been earned. The calculator adds the salary for the days worked in the final month, using a 30-day month, the holiday days not taken multiplied by the daily pay and, if you have 14 payments a year, the pending share of the extra payment (paga extra). The extra payments accrue by semester, from January to June and from July to December, so only the days worked in the semester of the last day of employment are added, in proportion to the days of that semester.
All amounts are gross estimates of the statutory minimum. Personal income tax (IRPF) and social security contributions are not deducted, and the tax exemption of the indemnity is not applied. Collective agreements (convenios colectivos) and the employment contract can set a different notice period, a different way of accruing the extra payments or a higher indemnity, and special rules apply to collective redundancies, protected employees and senior management contracts. Use the result as a reference and check it with the employer, a labour lawyer or the labour authority before making a decision.