What the Spanish finiquito is
In Spain, when an employment contract ends —through dismissal, expiry, or resignation— the employer must settle everything you have already earned but not yet been paid. That settlement is called the finiquito, and it is paid in every case, regardless of why the job ended: it is money that is already yours for the time you worked. If you are an expat on a Spanish contract, this is the figure to check on your last payslip.
The finiquito normally has three main parts, which is exactly what this calculator estimates:
- Salary for the days worked in your final month that you have not yet been paid.
- Accrued but unused holidays, paid at your daily wage.
- The proportional part of the extra payments — but only if they are not already prorated into your monthly pay.
This tool estimates those three statutory parts; your collective agreement (convenio colectivo) may add items such as commissions, allowances, or pending overtime.
How to use it
- Enter your gross monthly salary (the contract figure, before deductions).
- Enter the start date of the contract and the end date (your last day).
- Enter the number of unused holiday days you have left.
- Tick the box if your extra payments are already prorated into each payslip.
Everything is computed in your browser; no data is stored. Results are gross amounts.
How it is calculated
- Daily wage: monthly salary ÷ 30.
- Days worked: daily wage × the days worked in the final month (if your last day is the 20th, that is 20 days).
- Holidays: daily wage × unused holiday days.
- Extra pay: Spain has two statutory bonuses a year (summer and Christmas), worth two months’ salary. If they are not prorated, you are owed the part accrued from 1 January to your last day: 2 × monthly salary × (days accrued ÷ 365). If they are prorated, this part is zero because you already receive it monthly.
| Finiquito part | Formula |
|---|---|
| Days worked | salary ÷ 30 × days in final month |
| Unused holidays | salary ÷ 30 × pending days |
| Extra pay (if not prorated) | 2 × salary × days in the year ÷ 365 |
Worked example
Salary 1,800 € gross/month, contract from 1 March 2021 to 20 June 2026, 10 unused holiday days, extras not prorated:
- Daily wage: 1,800 ÷ 30 = 60 €
- Days worked in June: 60 × 20 = 1,200 €
- Holidays: 60 × 10 = 600 €
- Extra pay: 171 days run from 1 January to 20 June, so 2 × 1,800 × 171 ÷ 365 = 1,686.58 €
- Total finiquito: 3,486.58 €
Finiquito versus severance pay
Do not confuse the two. The finiquito is always paid. Severance (indemnización) is extra compensation that only applies to certain dismissals: 33 days of salary per year worked for an unfair dismissal (capped at 24 months) and 20 days per year for an objective/fair dismissal (capped at 12 months). A voluntary resignation carries no severance. For the example above (seniority of 5.31 years and a regulating daily wage of 69.04 €, i.e. 25,200 € a year ÷ 365), the rough severance would be 12,091 € for an unfair dismissal or 7,328 € for an objective one.
Frequently asked questions
Is the finiquito taxed?
Yes. The amounts here are gross: income tax (IRPF) and social security are withheld just as on a normal payslip. Severance pay, by contrast, is exempt from income tax up to certain legal limits.
What if I already took all my holidays?
Enter 0 in the holiday field. If you took more days than you had accrued, the employer may deduct the excess from your finiquito.
What if my last day is not the end of the month?
The tool only settles the days actually worked in that final month (salary ÷ 30 × days). Leave on the 20th and 20 days are paid; the rest of the month is not accrued.
Does it work for any collective agreement?
It gives an estimate of the three statutory parts. Your convenio may add items or set different accrual rules for the extra payments.
This tool is an informational estimate under the rules in force in 2026; the exact settlement is set by your employer under your collective agreement and the Workers’ Statute. Verify it and consult a labour professional. Review it every year, as tax rules and agreements change.