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Spain Severance Calculator

Estimate severance (indemnización por despido) under Spanish labor law, by termination category.

This calculator currently supports Spain only.

Enter your values to calculate your result.

This calculator covers employment contracts that began on or after 12 February 2012 only (the 2012 labor reform's cutoff). Contracts predating this date use a different, blended transitional formula (Disposición transitoria quinta, Ley 3/2012) that this calculator does not implement — consult a labor law professional for those cases. Partial years are prorated by completed months (truncated, not rounded); the exact legally-binding figure may differ slightly. Monthly salary is assumed to already include prorated extra payments (pagas extra). Despido nulo and baja voluntaria show no day-rate figure because neither is a severance calculation — see the FAQ. As of 2026, Spanish and EU bodies are discussing potential changes to unfair-dismissal compensation, but no reform to the figures used here has been enacted. This is an estimate for informational purposes only, not legal advice — consult a labor law professional for your specific situation.

Formula

Improcedente/Art. 50: 33 days x years of service, capped at 24 monthly salaries. Objetivo/colectivo: 20 days x years, capped at 12 monthly salaries. Fin de contrato temporal (standard): 12 days x years, uncapped. Procedente, excluded temporary subtypes: 0. Despido nulo and baja voluntaria are not day-rate calculations — see the FAQ.

Each termination category under the Estatuto de los Trabajadores (ET) has its own formula. Despido improcedente (Art. 56.1 ET) and Art. 50 resolución both pay 33 days of salary per year of service, capped at 24 monthly salaries. Despido objetivo (Art. 53.1.b ET) and despido colectivo (Art. 51.4 ET) both pay 20 days per year, capped at 12 monthly salaries. Fin de contrato temporal (Art. 49.1.c ET) pays 12 days per year with no statutory cap, but excludes contratos formativos and interinidad/sustitución contracts entirely. Partial years are prorated by completed months only (this calculator truncates a partial month rather than rounding it — the exact legally-binding figure may differ slightly; consult a labor law professional). Despido procedente pays nothing. Despido nulo and baja voluntaria aren't severance formulas at all — see the FAQ for why.

Example

An employee earning 2,000 EUR/month, employed from 1 June 2019 to 1 June 2025 (exactly 6 years), dismissed by despido improcedente: daily wage = 2,000 x 12 / 365 = 65.75 EUR. Days accrued = 33 x 6 = 198. Amount = 65.75 x 198 = 13,019.18 EUR, well under the 24-month cap (48,000 EUR), so the full 13,019.18 EUR is paid. The same employee under despido objetivo instead would accrue 20 x 6 = 120 days = 7,890.41 EUR.

Frequently Asked Questions

Why does Despido Nulo show "N/A — see note" instead of an amount?

A dismissal ruled null (despido nulo) — typically for discrimination or a violation of fundamental rights — isn't a severance calculation at all. The law requires immediate reinstatement plus full back pay for wages lost since the dismissal (salarios de tramitación), which the employer cannot substitute with a payment. This is often worth more than any severance formula below it, not less — consult a labor lawyer for this scenario.

Why is Baja Voluntaria (resignation) always 0 EUR?

Resigning (Art. 49.1.d ET) carries no statutory severance — this is genuinely correct, not a limitation of this calculator. The only legal obligation is a notice period (preaviso), typically around 15 days by custom but not fixed in the ET itself; check your convenio colectivo (collective agreement) for the exact period that applies to you.

Why does this calculator only cover contracts from 2012 onward?

For contracts formalized before 12 February 2012, the calculation blends two different formulas — 45 days/year for service before that date (capped at 42 monthly salaries) and 33 days/year afterward — with a genuinely disputed cap interaction that courts have had to clarify case by case. This calculator doesn't model that blended formula; if your contract predates 12 February 2012, consult a labor law professional.

How is the daily wage calculated?

Gross monthly salary x 12, divided by 365 — the standard "salario diario regulador" wage basis. This calculator assumes your entered monthly salary already includes prorated extra payments (pagas extra); if you're only entering base salary, your real figure will be somewhat higher.

Is a labor reform changing these amounts?

As of 2026, there is ongoing discussion in Spain and at the EU level about reforming unfair-dismissal compensation, partly driven by European Social Charter pressure. No change to the formulas used in this calculator has been enacted as law — this calculator reflects current, unchanged law.

This calculator covers employment contracts that began on or after 12 February 2012 only (the 2012 labor reform's cutoff). Contracts predating this date use a different, blended transitional formula (Disposición transitoria quinta, Ley 3/2012) that this calculator does not implement — consult a labor law professional for those cases. Partial years are prorated by completed months (truncated, not rounded); the exact legally-binding figure may differ slightly. Monthly salary is assumed to already include prorated extra payments (pagas extra). Despido nulo and baja voluntaria show no day-rate figure because neither is a severance calculation — see the FAQ. As of 2026, Spanish and EU bodies are discussing potential changes to unfair-dismissal compensation, but no reform to the figures used here has been enacted. This is an estimate for informational purposes only, not legal advice — consult a labor law professional for your specific situation.

المعادلة

Improcedente/Art. 50: 33 days x years of service, capped at 24 monthly salaries. Objetivo/colectivo: 20 days x years, capped at 12 monthly salaries. Fin de contrato temporal (standard): 12 days x years, uncapped. Procedente, excluded temporary subtypes: 0. Despido nulo and baja voluntaria are not day-rate calculations — see the FAQ.

Each termination category under the Estatuto de los Trabajadores (ET) has its own formula. Despido improcedente (Art. 56.1 ET) and Art. 50 resolución both pay 33 days of salary per year of service, capped at 24 monthly salaries. Despido objetivo (Art. 53.1.b ET) and despido colectivo (Art. 51.4 ET) both pay 20 days per year, capped at 12 monthly salaries. Fin de contrato temporal (Art. 49.1.c ET) pays 12 days per year with no statutory cap, but excludes contratos formativos and interinidad/sustitución contracts entirely. Partial years are prorated by completed months only (this calculator truncates a partial month rather than rounding it — the exact legally-binding figure may differ slightly; consult a labor law professional). Despido procedente pays nothing. Despido nulo and baja voluntaria aren't severance formulas at all — see the FAQ for why.

مثال

An employee earning 2,000 EUR/month, employed from 1 June 2019 to 1 June 2025 (exactly 6 years), dismissed by despido improcedente: daily wage = 2,000 x 12 / 365 = 65.75 EUR. Days accrued = 33 x 6 = 198. Amount = 65.75 x 198 = 13,019.18 EUR, well under the 24-month cap (48,000 EUR), so the full 13,019.18 EUR is paid. The same employee under despido objetivo instead would accrue 20 x 6 = 120 days = 7,890.41 EUR.

الأسئلة الشائعة

Why does Despido Nulo show "N/A — see note" instead of an amount?

A dismissal ruled null (despido nulo) — typically for discrimination or a violation of fundamental rights — isn't a severance calculation at all. The law requires immediate reinstatement plus full back pay for wages lost since the dismissal (salarios de tramitación), which the employer cannot substitute with a payment. This is often worth more than any severance formula below it, not less — consult a labor lawyer for this scenario.

Why is Baja Voluntaria (resignation) always 0 EUR?

Resigning (Art. 49.1.d ET) carries no statutory severance — this is genuinely correct, not a limitation of this calculator. The only legal obligation is a notice period (preaviso), typically around 15 days by custom but not fixed in the ET itself; check your convenio colectivo (collective agreement) for the exact period that applies to you.

Why does this calculator only cover contracts from 2012 onward?

For contracts formalized before 12 February 2012, the calculation blends two different formulas — 45 days/year for service before that date (capped at 42 monthly salaries) and 33 days/year afterward — with a genuinely disputed cap interaction that courts have had to clarify case by case. This calculator doesn't model that blended formula; if your contract predates 12 February 2012, consult a labor law professional.

How is the daily wage calculated?

Gross monthly salary x 12, divided by 365 — the standard "salario diario regulador" wage basis. This calculator assumes your entered monthly salary already includes prorated extra payments (pagas extra); if you're only entering base salary, your real figure will be somewhat higher.

Is a labor reform changing these amounts?

As of 2026, there is ongoing discussion in Spain and at the EU level about reforming unfair-dismissal compensation, partly driven by European Social Charter pressure. No change to the formulas used in this calculator has been enacted as law — this calculator reflects current, unchanged law.

Esta calculadora cubre únicamente los contratos de trabajo iniciados el 12 de febrero de 2012 o después (la fecha límite de la reforma laboral de 2012). Los contratos anteriores a esta fecha utilizan una fórmula transitoria distinta y combinada (Disposición transitoria quinta, Ley 3/2012) que esta calculadora no implementa — consulta a un profesional del derecho laboral para esos casos. Los años parciales se prorratean por meses completos (truncados, no redondeados); la cifra exacta con validez legal puede diferir ligeramente. Se asume que el salario mensual ya incluye las pagas extra prorrateadas. El despido nulo y la baja voluntaria no muestran una cifra por días porque ninguno de los dos es un cálculo de indemnización — consulta las preguntas frecuentes. A partir de 2026, organismos españoles y europeos están debatiendo posibles cambios a la indemnización por despido improcedente, pero no se ha promulgado ninguna reforma a las cifras utilizadas aquí. Esto es una estimación con fines informativos únicamente, no asesoramiento legal — consulta a un profesional del derecho laboral para tu situación específica.

Fórmula

Improcedente/Art. 50: 33 días x años de servicio, con tope de 24 mensualidades. Objetivo/colectivo: 20 días x años, con tope de 12 mensualidades. Fin de contrato temporal (estándar): 12 días x años, sin tope. Procedente y subtipos temporales excluidos: 0. El despido nulo y la baja voluntaria no son cálculos por días — consulta las preguntas frecuentes.

Cada categoría de finalización según el Estatuto de los Trabajadores (ET) tiene su propia fórmula. El despido improcedente (Art. 56.1 ET) y la resolución del Art. 50 pagan ambos 33 días de salario por año de servicio, con un tope de 24 mensualidades. El despido objetivo (Art. 53.1.b ET) y el despido colectivo (Art. 51.4 ET) pagan ambos 20 días por año, con un tope de 12 mensualidades. El fin de contrato temporal (Art. 49.1.c ET) paga 12 días por año sin tope legal, pero excluye por completo los contratos formativos y de interinidad/sustitución. Los años parciales se prorratean solo por meses completos (esta calculadora trunca un mes parcial en lugar de redondearlo — la cifra exacta con validez legal puede diferir ligeramente; consulta a un profesional del derecho laboral). El despido procedente no paga nada. El despido nulo y la baja voluntaria no son fórmulas de indemnización en absoluto — consulta las preguntas frecuentes para saber por qué.

Ejemplo

Un empleado que gana 2.000 EUR/mes, empleado desde el 1 de junio de 2019 hasta el 1 de junio de 2025 (exactamente 6 años), despedido por despido improcedente: salario diario = 2.000 x 12 / 365 = 65,75 EUR. Días acumulados = 33 x 6 = 198. Monto = 65,75 x 198 = 13.019,18 EUR, muy por debajo del tope de 24 mensualidades (48.000 EUR), por lo que se paga el monto completo de 13.019,18 EUR. El mismo empleado bajo despido objetivo acumularía en cambio 20 x 6 = 120 días = 7.890,41 EUR.

Preguntas frecuentes

¿Por qué el Despido Nulo muestra "No aplica — ver nota" en lugar de un monto?

Un despido declarado nulo — típicamente por discriminación o vulneración de derechos fundamentales — no es un cálculo de indemnización en absoluto. La ley exige la readmisión inmediata más el pago completo de los salarios dejados de percibir desde el despido (salarios de tramitación), que el empresario no puede sustituir por un pago. Esto suele valer más que cualquier fórmula de indemnización de las de abajo, no menos — consulta a un abogado laboralista para este caso.

¿Por qué la Baja Voluntaria (dimisión) siempre es 0 EUR?

Renunciar (Art. 49.1.d ET) no conlleva indemnización legal alguna — esto es genuinamente correcto, no una limitación de esta calculadora. La única obligación legal es un período de preaviso, típicamente de unos 15 días por costumbre pero no fijado en el propio ET; consulta tu convenio colectivo para el período exacto que te corresponde.

¿Por qué esta calculadora solo cubre contratos a partir de 2012?

Para los contratos formalizados antes del 12 de febrero de 2012, el cálculo combina dos fórmulas distintas — 45 días/año por el servicio anterior a esa fecha (con tope de 42 mensualidades) y 33 días/año después — con una interacción de topes genuinamente disputada que los tribunales han tenido que aclarar caso por caso. Esta calculadora no modela esa fórmula combinada; si tu contrato es anterior al 12 de febrero de 2012, consulta a un profesional del derecho laboral.

¿Cómo se calcula el salario diario?

Salario bruto mensual x 12, dividido entre 365 — la base salarial estándar del "salario diario regulador". Esta calculadora asume que tu salario mensual introducido ya incluye las pagas extra prorrateadas; si solo introduces el salario base, tu cifra real será algo mayor.

¿Hay una reforma laboral que vaya a cambiar estas cifras?

A partir de 2026, existe un debate en curso en España y a nivel europeo sobre reformar la indemnización por despido improcedente, impulsado en parte por la presión de la Carta Social Europea. No se ha promulgado como ley ningún cambio a las fórmulas utilizadas en esta calculadora — esta calculadora refleja la ley actual, sin modificar.