Spain has no general statutory 2x ordinary overtime rate; Everhour keeps approved hours ready for review.
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A double-time calculation in Spain answers one narrow question: if a collective agreement, employment contract, or company policy grants 2x pay for certain hours, what is the extra payroll amount? Spanish ordinary overtime law does not create a general national 1.5x or 2x multiplier. Paid overtime must be at least the value of an ordinary hour, or it is compensated with equivalent paid rest.
The calculation also helps you avoid mixing different categories. Ordinary overtime is measured against the applicable ordinary working time, while work on a public holiday or weekly rest day has a separate minimum premium of 75% unless compensatory rest is granted. Spain's maximum ordinary working time is 40 effective hours per week on average over the year, unless the applicable collective agreement or contract sets a shorter schedule.
Start with the source that controls the worker's schedule: the collective agreement, individual contract, or valid company-worker representative agreement. Ordinary effective working time generally may not exceed 9 hours per day unless a different distribution is agreed while respecting minimum daily rest. At least 12 hours must elapse between the end of one working day and the start of the next.
Do not assume double time because a shift feels long. In Spain, overtime is voluntary unless agreed in a collective agreement or individual employment contract within statutory limits. Overtime cannot exceed 80 hours per year, with proportional reduction for shorter annual schedules, and overtime compensated by rest within four months does not count toward that cap.
For a clean double-time example, assume an employee earns €18 per hour, works 38 ordinary paid hours, and has 4 hours that a collective agreement classifies as double time. The ordinary pay is 38 × €18 = €684. The double-time rate is €18 × 2 = €36. The double-time pay is 4 × €36 = €144, so total pay for those hours is €828.
If the same 4 hours were only public holiday or weekly rest work under the statutory minimum, the calculation would not be double time. The minimum cash premium is a 75% increase unless compensatory rest is granted: €18 × 1.75 = €31.50 per hour, and 4 × €31.50 = €126. A higher agreement can replace that minimum.
A one-off calculator is enough when you have the hourly rate, the exact number of qualifying hours, and the rule that grants double time or another premium. It is also enough for a quick payroll check after a single holiday shift, provided you already know whether the worker received compensatory rest and whether the collective agreement sets a higher rate.
A managed workflow is better when overtime needs approval before payroll, when rest compensation changes whether hours count toward Spain's 80-hour annual overtime cap, or when managers need an audit trail. Everhour Timesheets collect weekly project and working hours, let users submit time for approval, and let admins approve, reject, partially approve, and lock entries before payroll or billing review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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No. Spain has no general statutory 2x multiplier for ordinary overtime. Paid overtime is set by collective agreement or individual contract, but it cannot be paid below the value of an ordinary hour. If there is no agreement on compensation, overtime must be compensated with equivalent paid rest within four months after it is worked.
A 75% minimum premium applies when technical or organizational reasons prevent a worker from taking the applicable public holiday or weekly rest day, unless compensatory rest is granted. That rule is separate from ordinary overtime. A collective agreement can set higher or more specific compensation for those hours.
The common mistake is treating every hour above the normal schedule as 2x pay. In Spain, double time exists only when the applicable collective agreement, employment contract, or policy creates it. Ordinary overtime must be paid at least at ordinary hourly value or replaced with equivalent paid rest, subject to the statutory limits.
Overtime compensated by equivalent paid rest within four months does not count toward Spain's 80-hour annual overtime cap. Paid overtime does count toward that cap, with proportional reduction for workers on shorter annual schedules. Emergency hours worked to prevent or repair accidents or extraordinary urgent damage are excluded from the cap but still require overtime compensation.
No. A statutory night worker may not perform overtime. Night workers' working time also may not exceed 8 hours per day on average over a 15-day reference period. That restriction must be checked before applying any overtime or premium calculation.
Everhour Timesheets collect weekly project hours and working hours so managers can review time before payroll or billing. Users submit time for approval, and admins can approve, reject, partially approve, and lock submitted entries so later double-time or premium checks start from approved records.
Turn premium-hour checks into a repeatable review process. Everhour Timesheets route weekly hours through submission, approval, rejection, partial approval, and locked records before payroll, an Everhour benefit.
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