Spain overtime starts with the worker's agreed schedule, while Everhour keeps approved hours ready for payroll review.
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This calculation answers whether hours above the worker's ordinary schedule become overtime pay, paid rest, or a separate rest-day premium in Spain. The starting point is the applicable collective agreement or contract, not a default national time-and-a-half rule. 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.
The result matters for payroll, overtime cap checks, and manager approvals. Ordinary effective working time may not exceed 9 hours per day unless a collective agreement or company-worker representative agreement sets a different distribution while respecting minimum daily rest. At least 12 hours must elapse between the end of one working day and the start of the next.
For ordinary overtime, start with the worker's ordinary hourly value. Paid overtime is set by collective agreement or individual contract, but it cannot be paid below the value of an ordinary hour; Spain has no general statutory 1.5x or 2x overtime multiplier for ordinary overtime. Formula: overtime pay = overtime hours × ordinary hourly value × agreed overtime multiplier.
Example: a worker has a 40-hour ordinary week, earns €16 per hour, works 44 hours, and the applicable collective agreement pays ordinary overtime at 125%. Regular pay is 40 × €16 = €640. The overtime rate is €16 × 1.25 = €20. Overtime pay is 4 × €20 = €80. Total gross pay for those hours is €720.
A common mistake is treating every extra hour as cash overtime. If there is no agreement on how overtime is compensated, overtime must be compensated with equivalent paid rest within four months after it is worked. Overtime cannot exceed 80 hours per year, with proportional reduction for workers on shorter annual schedules; overtime compensated by rest within four months does not count toward the cap.
Work on public holidays or weekly rest days follows a separate rule. Spain allows up to 14 paid, non-recoverable public holidays per year, including two local holidays. If technical or organizational reasons prevent a worker from taking the applicable public holiday or weekly rest, the employer must pay the hours worked on that day with at least a 75% increase unless compensatory rest is granted.
A one-off calculation is enough when you have the worker's ordinary hourly value, the exact extra hours, the compensation method, and the applicable agreement term. It also works for checking one payslip line or estimating the cost of one approved overtime request before payroll is finalized.
A managed workflow is better when overtime repeats, managers need to approve time, or payroll needs a defensible record. Everhour timecards record daily, weekly, and monthly work-hour totals, compare project hours with working hours, and support exports for payroll review. Keep the legal classification separate from the tool: the system of record supports the calculation, but the agreement and Spanish rules determine the result.
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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Use the worker's ordinary hourly value unless the applicable collective agreement or individual contract sets a higher overtime rate. Paid overtime in Spain cannot be paid below the value of an ordinary hour, and there is no general statutory 1.5x or 2x multiplier for ordinary overtime.
No. If there is no agreement on how overtime is compensated, overtime must be compensated with equivalent paid rest within four months after it is worked. That treatment also matters for the annual cap because overtime compensated by rest within four months does not count toward the 80-hour annual cap.
Check the worker's ordinary schedule under the collective agreement or contract, the 40-hour weekly average over the year, the ordinary 9-hour daily limit, and the 12-hour minimum rest between working days. Then check whether the worker has remaining room under the 80-hour annual overtime cap.
If technical or organizational reasons prevent a worker from taking the applicable public holiday or weekly rest, the employer must pay the hours worked on that day with at least a 75% increase unless compensatory rest is granted. This is separate from ordinary overtime pay rules.
Overtime is voluntary unless it has been agreed in a collective agreement or individual employment contract within the statutory limits. Hours worked to prevent or repair accidents or other extraordinary and urgent damage are treated differently: they are excluded from ordinary-time and 80-hour caps but must still be compensated as overtime.
Everhour timecards show daily, weekly, and monthly work-hour totals, so managers can compare recorded working hours with the schedule before payroll review. Team Hours reporting and exports give payroll a clearer handoff when Spanish overtime, rest-day work, or paid rest needs checking.
Everhour Reporting can surface overtime data in Team Hours and custom reports when overtime tracking is enabled. Reports can be filtered, grouped, and exported in CSV, Excel/XLSX, or PDF so payroll and managers review the same approved time data.
Track working hours, review timecards, and export approved totals before payroll. Everhour gives teams a cleaner long-term record for overtime checks and payroll review.
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