Finiquito calculator: your final pay in Spain (2026)
When a job ends in Spain, your employer owes you a finiquito: the salary for the days worked in your last month, the holiday you earned but did not take, the accrued share of the two extra payments (pagas extra) and, if you were dismissed, compensation (indemnización). Someone on €42,000 a year who resigns on 31 August after taking 12 days of holiday is owed €4,808; had the employer dismissed them unfairly that day, €18,353 of compensation would be added. This calculator works from your real start and end dates rather than rounded years, applies the Spanish rules in force in 2026 and separates what is taxed like a payslip from the compensation that is exempt from income tax. It is written for people working in Spain who want to check the document their employer hands them before signing it, in plain English but with the Spanish terms you will find on the paper.
Advanced options: holidays, ERE, income tax
Total due (final pay + compensation), gross
€3,999
Rule applied: No statutory compensation
| Length of service | 8 years 9 months |
| Daily salary (annual ÷ 365) | €77 |
| Days of compensation | 0 days |
| Compensation | €0 |
| Salary for the month | €800 |
| Untaken holidays (26 days) | €1,732 |
| Christmas extra payment (accrued part) | €1,467 |
| Total final pay | €3,999 |
| Total gross | €3,999 |
Assumptions: daily salary = annual salary ÷ 365; extra payments accrue by half-year (summer January to June, Christmas July to December); final pay is taxed like a payslip. An estimate that does not replace the dismissal letter, your collective agreement or professional advice. How we calculate
What goes into the finiquito
Spanish payroll has its own vocabulary, and the settlement document uses it. Salario pendiente is the salary for the days you worked in the final month, calculated as monthly pay divided by 30. Vacaciones no disfrutadas are holiday days earned this calendar year and not yet taken. Parte proporcional de pagas extra is the share of the summer or Christmas payment that has built up since it was last paid. If your employer spreads those two payments across twelve payslips (prorrateadas), nothing is outstanding and that line disappears.
In the first example, the August salary is a full month, €3,000, because the last day worked is the last day of the month. Holiday accrued from January to August comes to 20 days; after the 12 already taken, 8 remain, worth €797. The Christmas payment has been building since 1 July: €1,011.
Compensation depends on why the contract ended
| How the contract ended | Days per year | Cap | Income tax |
|---|---|---|---|
| Unfair dismissal (despido improcedente) | 33 (45 before 12/02/2012) | 24 months’ pay | Exempt if confirmed at conciliation or in court |
| Objective dismissal (despido objetivo) | 20 | 12 months’ pay | Exempt |
| Collective redundancy (ERE) | 20 minimum | 12 months’ pay or as agreed | Exempt up to the unfair-dismissal amount |
| Temporary contract expires | 12 | None | Fully taxable |
| Resignation, or fair disciplinary dismissal | 0 | - | - |
The daily salary behind every row is your gross annual pay, extra payments included, divided by 365. Part months of service are usually counted as full months, which is how Spanish labour courts read the rule of prorating by months; you can switch to a day-by-day pro rata in the advanced options.
Two more cases foreign workers often ask about
A one-year temporary contract. On €24,000 a year, a contract from 3 February 2025 to 2 February 2026 ends with 12 days of salary, €789, on top of a finiquito of €582. Expect withholding on all of it: none of the payment is tax-free.
Objective dismissal with no notice. A manager on €55,000 who joined in January 2017 is let go on 14 May 2026 with immediate effect. Compensation at 20 days a year: €28,379 (188.33 days at €150.68), exempt from income tax. Because the 15 days’ notice was skipped, the finiquito also carries €2,260 in lieu of notice, plus the summer extra payment accrued since January. Total final pay: €7,921.
Signing the document
You can ask for a workers’ representative to be present when you sign (article 49.2 of the Workers’ Statute). If a figure looks wrong, sign with the words «no conforme» next to your signature: you get paid now and keep a year to claim the difference. If you were dismissed, register for unemployment benefit within fifteen working days; our unemployment benefit calculator estimates the amount. For the compensation itself, see the dismissal compensation calculator and the guides on unfair dismissal, objective dismissal and ERE, temporary contracts and severance tax.
Frequently asked questions
What exactly is a finiquito in Spain?
It is the final settlement your employer owes you on the last day of the contract, whatever the reason for leaving: salary for the days worked that month, holidays earned but not taken, the accrued part of the two extra payments and, after a dismissal, the compensation. Check each line before signing; you can add «no conforme» to keep the right to claim.
I am leaving for another job. Do I still get a finiquito?
Yes. Resigning gives you no compensation, but the finiquito is always due: the days worked, untaken holidays and the accrued extra payment. Respect the notice period in your collective agreement, usually fifteen days, or the employer may deduct the missing days from the settlement.
How is untaken holiday paid when I leave?
Holidays accrue day by day from 1 January (or your start date) at no less than 30 calendar days a year under article 38 of the Workers’ Statute. The days you have not taken are paid at your ordinary monthly salary divided by 30. Holiday can only be swapped for money when the contract ends.
My temporary contract ended. Is the 12-day payment tax-free?
No. The Spanish Tax Agency treats the payment at the end of a temporary contract as fully taxable, because the contract simply expires and there is no dismissal. Only dismissal compensation up to the statutory amount is exempt from income tax. The calculator shows that payment in the taxable line.
Does the finiquito include the notice I was not given?
In an objective dismissal the employer must give 15 days’ written notice. If it lets you go straight away, it owes those days as salary, which is taxed and subject to social security like any payslip. Enter the missing days in the advanced options.
How long do I have to challenge the amounts?
You can claim unpaid amounts for one year from the end of the contract, through a conciliation request and then the labour court. To challenge the dismissal itself the deadline is only twenty working days, and signing the finiquito does not waive it if you added «no conforme».
Written by Radif Partners
Publisher of calculators and practical guides