Spain ties overtime to agreed ordinary hours and compensation rules; Everhour keeps team approvals organized before payroll review.
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A Spain overtime calculation answers three questions: how many hours exceed the worker's ordinary schedule, whether those hours are paid or replaced with equivalent paid rest, and what pay floor applies. Spain's statutory maximum ordinary working time is 40 effective hours per week on annual average, unless the applicable collective agreement or contract sets a shorter schedule.
The result matters for payroll checks, annual overtime tracking, and holiday or weekly rest work. Ordinary overtime has no general national 1.5x or 2x statutory multiplier in Spain. Paid overtime must be at least the ordinary hourly value, while a collective agreement or individual contract can set a higher rate.
Start with the ordinary hours for the worker under the applicable collective agreement or contract. Compare actual effective working time against that schedule, then separate ordinary overtime from holiday or weekly rest work because the minimum premium can differ. Ordinary effective working time generally may not exceed 9 hours per day unless an agreement sets a different distribution while respecting minimum rest.
For example, assume a worker has a 40-hour weekly schedule, works 43 effective hours, and has an ordinary hourly value of €19.00. If the applicable agreement pays ordinary overtime at the ordinary hourly value, regular pay is 40 × €19.00 = €760.00, overtime pay is 3 × €19.00 = €57.00, and total gross pay for those hours is €817.00.
The most common mistake is treating Spain overtime like a fixed-multiplier system. For ordinary overtime, the required input is the rate set by the collective agreement or contract, subject to the floor that paid overtime cannot be below the ordinary hourly value. If there is no agreement on compensation, overtime must be compensated with equivalent paid rest within four months.
Also separate annual limits from pay math. Overtime cannot exceed 80 hours per year, with proportional reduction for shorter annual schedules, but overtime compensated by rest within four months does not count toward that cap. Hours worked to prevent or repair accidents or other extraordinary and urgent damage are excluded from ordinary-time and 80-hour caps, but they still must be compensated as overtime.
A one-off calculation is enough when you have one worker, one week, a known hourly value, and a clear agreement on cash pay or paid rest. It is not enough when managers need to review voluntary overtime, irregular schedules, 12-hour daily rest, holiday work, or the worker's running total against the 80-hour annual cap.
For repeat payroll periods, use approved time records before calculating pay. Everhour Team Management supports approval workflow, lock rules, admin time correction, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults, so overtime review starts from controlled records instead of edited spreadsheets.
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 1.5x or 2x multiplier for ordinary overtime. Paid overtime is set by the applicable collective agreement or individual contract, but it cannot be paid below the value of an ordinary hour. Work on a public holiday or weekly rest day follows a separate rule when compensatory rest is not granted.
Use the ordinary working time set by the applicable collective agreement or contract. Spain's statutory maximum ordinary working time is 40 effective hours per week on annual average, unless a shorter schedule applies. Ordinary effective working time generally may not exceed 9 hours per day unless an agreement sets another distribution that respects minimum daily rest.
If there is no agreement on how overtime is compensated, Spain requires equivalent paid rest within four months after the overtime is worked. When overtime is compensated by rest within that four-month period, it does not count toward 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. Spain allows up to 14 paid, non-recoverable public holidays per year, including two local holidays.
The biggest error is mixing ordinary overtime, holiday or weekly rest work, and paid-rest compensation in one bucket. Ordinary overtime uses the agreement or contract rate, subject to the ordinary-hour floor. Holiday or weekly rest work has a separate minimum +75% rule unless compensatory rest is granted. Paid rest also changes whether hours count toward the 80-hour annual cap.
Everhour Team Management lets admins use approval workflow, lock rules, admin time correction, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults. That gives payroll reviewers a controlled set of submitted and approved hours before applying Spain's agreement-based overtime rules.
Everhour Overtimes supports daily and weekly overtime limits, regular time, 1.5x overtime, and 2x double overtime tiers. Admins can review overtime in Team Hours and use payroll calculations based on employee hourly cost and tracked time when those configured rules match the team's policy.
Use approved hours before payroll math starts. Everhour Team Management keeps corrections, locks, approvals, and weekly capacity in one workflow, giving Spain overtime review cleaner records.
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