Paid leave in Spain: a practical guide for companies and HR departments
Learn about the main paid leave entitlements set by Spanish law and how to manage them correctly to avoid mistakes and disputes.
Paid leave is one of the basic labour rights employees have. Even so, it remains one of the topics that raises the most questions for companies, due to constant regulatory updates and the influence of collective bargaining agreements.
Most common types of leave
- Marriage or registering as a civil partnership.
- Death, hospitalization or serious illness of a family member.
- Moving primary residence.
- Fulfilling an unavoidable public duty.
- Prenatal exams, adoption and breastfeeding.
Common mistakes
Not checking the collective bargaining agreement, misinterpreting how long a leave should last, or managing requests only through email can lead to disputes, claims and even problems during a labour inspection.
Best practices
Centralizing all requests on a single platform keeps a complete audit trail, stores supporting documents, automates approvals and lets you check an employee's history at any time. This reduces the administrative burden and improves legal certainty.
Frequently asked questions
How many days of paid leave are granted for marriage?
Spain's Workers' Statute grants 15 calendar days for marriage or registering as a civil partnership, though the applicable collective agreement may extend that period.
What happens if the collective agreement grants more leave than the law?
The most favourable condition for the employee always applies: if the agreement grants more days or covers more situations than the law, the agreement prevails.
Is it mandatory to provide documentary proof for paid leave?
Yes, the company can request reasonable proof (medical certificate, family record book, official summons) either before or after the leave, depending on the case.
Can the company deny paid leave required by law?
No. If the employee meets the requirements and gives as much notice as possible, the leave is a right and the company cannot deny it, though it may ask for the reason to be substantiated.