Learn about the notice period in Spain thanks to Horizons’ up-to-date guide.
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Employees not in their probation period must give their employer a minimum of 15 calendar days of notice upon resignation, with up to three months of notice being given by some employees, in practice.
If the employee fails to give the required notice for employment termination in Spain, employers can claim compensation for loss or harm. At the maximum, employers in Spain can deduct payment from employees final pay period equal to the prorated salary amount for the time not declared in the notice period. If an employee provides an insufficient notice period, then in most cases the difference will come out of their last pay check.
While it is not possible, according to the law, to reduce the notice period in Spain, payment in lieu of notice is possible for both employees and employers in cases of employment termination.
Employees in Spain must give at least 15 calendar days’ notice before resigning. It is common for employees in Spain to provide more notice, up to a maximum of 3 months notice.
Employers in Spain must give at least 15 calendar days’ notice before terminating employment. It is possible to give more notice, up to a maximum 30 days’ notice.
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