Spain requires daily working-time records, and Everhour Time Tracking helps teams capture task and project hours for review.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
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Spanish employers need a daily working-time record with the concrete start and finish time of each worker's workday. The Workers' Statute keeps flexible working-time arrangements possible, but flexibility does not remove the recordkeeping duty. A useful entry identifies the worker, date, work start, work finish, breaks if your policy tracks them separately, project or cost center, and the person who approved the record.
Employers must keep those records for 4 years and make them available to workers, worker representatives, and the Labour and Social Security Inspectorate. That retention rule makes a casual spreadsheet risky when access, edits, and approval history are unclear. A practical setup separates ordinary working time, overtime, absences, and corrections so payroll staff can review the week without reconstructing each day from messages.
Spain sets maximum ordinary working time at 40 hours of effective work per week on average over the annual reference period. Ordinary effective working time may not exceed 9 hours per day unless a collective agreement or worker-representative agreement sets another distribution. At least 12 hours must pass between the end of one workday and the start of the next.
Ordinary overtime may not exceed 80 hours per year, excluding urgent work needed to prevent or repair extraordinary damage. Overtime must be paid at no less than the value of ordinary working time or compensated with equivalent paid rest. Without an agreement, overtime is treated as compensated by rest within 4 months. Time tracking should flag overtime separately from ordinary hours because the follow-up decision changes.
Working-time records identify individual workers, so GDPR and Spain's LOPDGDD apply. AEPD treats these records as personal-data processing, which means employers need minimization, purpose limitation, worker information rights, and security controls. Time tracking should collect the data needed to prove working time and manage payroll or billing, not a broader activity profile.
Geolocation needs stricter handling. Employers may use location data for lawful work-control purposes only within legal limits, after clear prior notice to workers. AEPD says location tracking for time records should verify start and end of work rather than continuously checking where the worker is. Teams with mobile, field, or hybrid workers should define exactly when location is captured and who can view it.
A simple weekly total works for a quick internal check, especially when one worker needs to confirm hours for a single pay period. It stops being enough when the same hours must support Spanish daily recordkeeping, overtime review, client billing, project budgets, and manager approvals. The missing piece is usually traceability: who entered the time, what changed, who approved it, and which project received the cost.
Everhour Time Tracking supports that managed workflow with timers or manual entries against tasks and projects, including tracking inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Logged hours can feed timesheets, reports, budgets, invoices, and payroll review, while admins use approvals, locked periods, reminders, and timer rules to keep records controlled.
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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G2
Summer 2026
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Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Yes. Spain's Workers' Statute requires employers to guarantee a daily working-time record that includes each worker's concrete start and finish time. The rule does not eliminate flexible working-time arrangements. Employers must keep the records for 4 years and keep them available to workers, worker representatives, and the Labour and Social Security Inspectorate.
A tracker should help review the 40-hour average weekly limit for effective work over the annual reference period, the 9-hour ordinary daily limit unless an agreement sets another distribution, and the 12-hour rest period between workdays. It should also separate ordinary overtime because Spain caps ordinary overtime at 80 hours per year.
Yes, within legal limits. AEPD guidance requires clear prior notice, proportionality, and a lawful work-control purpose. Location tracking for time records should verify the start and end of work instead of continuously checking where the worker is. Employers should avoid collecting location data when a timestamp alone satisfies the recordkeeping purpose.
Spanish records normally need to be usable for Spanish workers, representatives, and authorities. Castilian Spanish is the official state language, and other Spanish languages can be co-official in their autonomous communities. Spain uses the euro, so payroll, billing, and project cost exports for local review should use EUR unless a specific client contract requires another presentation.
The biggest mistake is keeping only weekly totals. Spain requires daily records with concrete start and finish times, and overtime review depends on daily, weekly, and annual context. A weekly total cannot show the 12-hour rest period between workdays, whether ordinary daily time exceeded 9 hours, or which entries were later corrected.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then routes logged time into timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep submitted time controlled before managers use it for payroll or billing.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with columns, grouping, filters, date ranges, and exports to CSV, Excel/XLSX, or PDF. Managers can review team hours by person, project, client, or period before sending payroll files or client billing summaries.
Capture daily start and finish records, route project time into review, and keep approvals organized. Everhour connects time entries to payroll, billing, and reporting workflows.
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