Spain has no general statutory 1.5x ordinary overtime multiplier. Everhour supports approved time records for payroll review.
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An overtime pay calculation in Spain answers how much extra pay is due when a worker exceeds the ordinary working time set by the applicable collective agreement or employment contract. Spain's statutory maximum ordinary working time is 40 hours of effective work per week on average over the year, unless the applicable agreement or contract sets a shorter schedule.
The result matters for payroll, internal approval, and annual cap tracking. Ordinary effective working time generally 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 one working day and the next.
For ordinary overtime in Spain, 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, so the first calculation step is identifying the correct ordinary hourly value from the worker's pay and working-time arrangement.
Example: a worker has 40 ordinary hours in the week at €22.50 per hour and works 44 effective hours. If the applicable agreement pays ordinary overtime at the ordinary hourly value, regular pay is 40 × €22.50 = €900.00. Overtime pay is 4 × €22.50 = €90.00. Total pay for those hours is €990.00 before any separate allowances, taxes, or deductions.
Do not treat every extra hour as a cash premium. 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 that cap.
Work on a public holiday or weekly rest day 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 the worker from taking the applicable public holiday or weekly rest, the hours worked on that day must be paid with at least a 75% increase unless compensatory rest is granted.
A calculator is enough for a one-off check when you know the applicable ordinary schedule, hourly value, overtime hours, and whether the hours are paid or replaced with rest. It is also enough for a draft payroll estimate before HR confirms the collective agreement, worker category, night-work status, annual overtime balance, and any public holiday or weekly rest treatment.
A managed workflow is needed when hours must be approved, corrected, locked, and handed to payroll without rebuilding the record each period. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults, which keeps the overtime review tied to approved time records.
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. Paid overtime in Spain 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 multiplier for ordinary overtime. A collective agreement or contract can set a higher rate, so the agreement controls the actual payroll calculation.
Overtime cannot exceed 80 hours per year, with proportional reduction for workers on shorter annual schedules. Overtime compensated by equivalent paid rest within four months does not count toward the cap. Hours worked to prevent or repair accidents or other extraordinary and urgent damage are excluded from the ordinary-time and 80-hour caps but still must be compensated as 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. That makes the payroll question different from a simple cash premium calculation. The employer still needs an accurate record of the overtime hours and the later rest granted.
No. Public holiday or weekly rest work has a separate minimum rule. 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.
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. Before calculating overtime pay, confirm whether the worker is a statutory night worker, because that status changes the permissible working-time treatment.
Everhour Team Management lets admins set lock rules, correct time for team members, apply personal tracking limits, and route timesheets through approval before payroll review. That gives HR or accounting a controlled record of submitted, approved, rejected, or corrected time instead of a loose spreadsheet.
Use approved time records before payroll decisions. Everhour Team Management keeps limits, corrections, approvals, and locked periods in one workflow for cleaner overtime review.
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