Spain has no general statutory 1.5x rate for ordinary overtime. Everhour supports time records that match agreed pay rules.
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This calculation answers what an extra hour is worth when a Spanish collective agreement, company agreement, or individual contract uses a time-and-a-half overtime rate. Spain's statutory floor for paid ordinary overtime is the ordinary hourly value, not a national 1.5x or 2x multiplier. A 1.5x result is valid only when the applicable agreement or contract sets that premium.
The calculation also separates ordinary overtime from holiday or weekly rest-day work. 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 must be paid with at least a 75% increase unless compensatory rest is granted.
First identify the worker's ordinary working time under the applicable collective agreement or contract. Spain's maximum ordinary working time is 40 hours of effective work per week on average over the year, unless a shorter schedule applies. Ordinary effective working time may not exceed 9 hours per day unless an agreement sets a different distribution while respecting minimum daily rest.
Then confirm whether the overtime is paid or replaced with rest. If there is no agreement on compensation, overtime must be compensated with equivalent paid rest within four months after it is worked. Overtime is voluntary unless it has been agreed in a collective agreement or individual employment contract within the statutory limits.
For a time-and-a-half agreement, multiply the ordinary hourly value by 1.5, then multiply that premium rate by the paid overtime hours. Example: a worker earns €18 per hour, has 38 ordinary paid hours in the period, and works 4 additional paid overtime hours under an agreement that sets overtime at 150% of ordinary hourly value.
The ordinary pay is 38 × €18 = €684. The time-and-a-half rate is €18 × 1.5 = €27. The overtime pay is 4 × €27 = €108. Total gross pay for those hours is €792. If the same 4 overtime hours are compensated with equivalent paid rest within four months instead, they do not count toward Spain's 80-hour annual overtime cap.
A one-off calculator is enough when you are checking a single payslip, validating one invoice, or comparing an agreed 150% rate with the ordinary hourly value. It is also enough when the decision is simply cash overtime versus equivalent paid rest and the hours are already approved.
A managed workflow is needed when overtime affects billing, project cost, approval, or payroll handoff. Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, member-rate exceptions, and admin reports for billable time, non-billable time, billable amount, and cost.
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 overtime 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. Use 1.5x only when the applicable agreement or contract expressly sets a 150% rate.
Use the ordinary hourly value that applies to the worker under the relevant agreement, contract, and pay period. The time-and-a-half step is ordinary hourly value × 1.5. Do not use Spain's 2026 interprofessional minimum wage as the worker's rate unless that is the correct prorated wage basis for the worker's legal working time.
When overtime is compensated with equivalent paid rest within four months, the payroll calculation changes because the extra hour is not paid as a cash premium in that pay run. Those hours also do not count toward Spain's 80-hour annual overtime cap. Track the hours worked and the rest granted so the record balances.
Hours worked to prevent or repair accidents or other extraordinary and urgent damage are excluded from the ordinary working-time maximum and the authorized-overtime cap. They still must be compensated as overtime. Ordinary overtime compensated with equivalent paid rest within four months also does not count toward the 80-hour annual cap.
Public holiday and weekly rest-day work follows a different rule from ordinary overtime. If technical or organizational reasons prevent the 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.
Everhour lets admins set project billing status, mark specific tasks as non-billable, use custom task rates, and apply member-rate exceptions. Reports can show billable time, non-billable time, billable amount, and cost, so approved extra hours can be reviewed before billing or payroll use.
Track approved overtime, billing status, and project cost in one place. Everhour connects time entries to billable and non-billable reporting, giving teams cleaner handoffs after the calculator result.
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