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Dismissals · Free tool
What are you owed for your dismissal?
Enter your dates and salary and you'll instantly see the statutory compensation for unfair and for objective dismissal under Spanish law, with the breakdown and the caps.
- About 2 minutes
- Runs in your browser
- Art. 56 ETArt. 53 ET11th Trans. Prov. ET
Indicative result
Fill in the dates and your salary: the result appears here instantly.
You have 20 working days to challenge it
They run from the day after the dismissal and exclude Saturdays, Sundays and public holidays (August does count). It is a strict limitation period: once it passes, the claim is lost. The first step is usually a conciliation request, which pauses the clock.
This figure does not include
- Your final settlement: unpaid salary, untaken holiday and the pro-rata share of extra payments.
- Back pay during proceedings, which only applies in some cases.
- Any improvements in your collective agreement or contract.
- Other scenarios: void dismissal, end of a fixed-term contract, collective redundancy or intermittent permanent contracts.
Legal basis
How we work it out
Indicative, not legal advice
This tool gives you a first orientation and is no substitute for professional advice: every case has nuances a calculator cannot see.
Checked against the law in force in September 2026.
- Daily salary
- We divide your gross annual salary by 365. If you give a monthly figure that doesn't include the extra payments, we multiply it by 12 plus the number of extra payments.
- Unfair dismissal (art. 56.1 ET)
- 33 days' salary per year worked, up to a maximum of 24 monthly payments (720 days).
- Contracts before 12/02/2012 (11th Transitional Provision ET)
- 45 days per year for the time before that date and 33 for the time after. The total can't exceed 720 days, unless the earlier stretch alone already does: then that amount applies, up to 42 monthly payments.
- Objective dismissal (art. 53.1.b ET)
- 20 days' salary per year, up to 12 monthly payments (360 days). There is no transitional regime.
- Rounding
- Periods under a year are prorated by months and part-months count as whole months, the Supreme Court's usual approach. For pre-2012 contracts we apply it to each stretch; a court may do it slightly differently, usually by a few days.
- Deadline to challenge (art. 59.3 ET)
- 20 working days, a strict limitation period. That's why it pays to ask early.
Next step
Shall we check it for you?
A calculator can't read your dismissal letter or your collective agreement. In 10 minutes we'll tell you whether the grounds hold up, whether the figure is right and how much time you have left.
- First 10-minute orientation, free
- A reply within 24 working hours
- The lawyer handles your case personally
Attached to your message
Once you complete the tool, we'll attach the result to your message automatically.
Nothing is stored until you press “Send”.
Send us your result
We attach what you've worked out so you don't have to repeat it. Just add your name and how to reach you.
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