€1,125.80 per month in 12 payments.

For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

In Spain, it is also mandatory to make 14 salary payments: 12 months of work and 2 additional allowances (a holiday payment and a Christmas payment). Remote allows the employee to choose whether they would like to be paid in either 12 or 14 allotments:

• By choosing 12 months, the employee will get two extra months worth of salary prorated throughout the year.
• By choosing 14 months, the employee will receive the 13th payment and 14th payments in July and December

It is customary that 12 payments are chosen in Spain, however, both payment options are possible. Remote allows the employee to change this once per year.

At Remote, Spanish employees will be paid 13th and 14th extra payments between the 15th and 20th of July and December.

Note that Spanish labor law allows the employer to decide how these extra payments should be paid.

We can help you get a new employee started in Spain fast. The minimum onboarding time we need is only 4 working days.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.

All full-time workers are legally entitled to 23 days paid holiday leave a year. In addition, full-time workers have 14 paid public holidays a year.

Maternity leave is 16 weeks for Spanish employees. At least six uninterrupted weeks must be taken immediately following the birth. Four of these weeks can be taken leading up to the birth. During the maternity period, workers are not paid a salary but instead a maternity benefit. This contribution is paid directly from the Social Security Administration to the employee. Women have the right to one hour of absence from work each day to breastfeed an infant of less than nine months. The employee can also choose to accumulate these hours, and take off 15 consecutive natural days after the maternity leave instead.

In Spain, 16 weeks of paternity leave is also available. The first six weeks have to be taken immediately without interruption (starting on the day of birth of the child). The other 10 weeks must be taken before the child is one year old. This leave must be taken in batches of one week as a minimum, but the weeks can be split over time if desired. The employee receives 100% pay during this time (as long as payment does not exceed 4070.10 EUR). The father is also entitled to take unpaid childcare leave until the child is three years old.

Parents can take an additional breastfeeding leave after parental leave. This breastfeeding leave can be enjoyed in two ways:

• take one hour off during the day, until the child is nine months old (it can either be one hour, or half an hour at the beginning and at the end of the working day)
• take 15 consecutive natural days after the parental leave

The breastfeeding leave is considered as working time, meaning that the employee doesn't receive anything from Social Security and is paid by the company at 100%.

• Adoption: upon adoption of a child or have taken in a foster child, employees are entitled to the same entitles apply as for maternity and paternity rights. Applies to both parents.
• Emergency and short absence leave: intended for unforeseen personal circumstances for which an employee has to take time off immediately. Examples include making arrangements for the care of a sick family member or in the event of a death in the family. Up to two calendar days or four if travel is required.
• Time off work for public duties: intended for allowing employees to fulfill certain public duties related to roles such as local councillors, school governors, trade union member, etc.
• Long-term care leave: when a child, partner or parent of the employee is seriously (i.e. life threateningly) ill and requires care, the employee can request long-term care leave.
• Unpaid leave: the employee may take unpaid leave in consultation with the employer on a full-time or part-time basis. Granted at the discretion of the employer, but must always be set in an individual or collective agreement. Unpaid leave periods are not regulated by law.