In Spain, employers are now facing new financial obligations: time employees spend on mandatory training courses is officially counted as working hours. This means that if a worker is required to undergo training to adapt to workplace changes, the company is not only responsible for organizing the process but must also pay for it as an integral part of the workday. For many businesses, this is becoming an unexpected expense, while employees see it as an opportunity to increase both earnings and years of service.
According to Article 23 of the Estatuto de los Trabajadores, if an employer requires courses for mastering new duties or technologies, all hours spent in training must be paid. It makes no difference whether the training is held in the office or online, during or outside of regular working hours. If sessions take place outside normal hours, the employer is required to pay overtime. According to russpain.com, such cases are becoming increasingly common, especially in major cities and among companies implementing digital tools.
Legal nuances
The law does not allow employees to lose pay or personal time due to mandatory training. If training takes place after their shift, employees have the right to request overtime pay. If a company refuses, the employee can take the case to court and receive compensation for all unaccounted hours. Importantly, these rules apply only to mandatory courses related to changes in job responsibilities, not to voluntary professional development.
In recent years, there has been an increase in complaints in Spain about employers failing to record training in work time sheets. Some companies try to circumvent the law by offering employees the option to attend courses “voluntarily” after work. However, in most cases, courts side with employees, recognizing such practices as violations of labor law.
Impact on salary
For employees, this rule offers additional opportunities: every hour spent on mandatory training increases the total amount in the payslip. This is especially relevant for those working in shifts or in companies with frequent process changes. If training occurs on weekends or holidays, payment may increase by one and a half to two times, which can significantly affect overall income.
Employers, in turn, are having to revise internal regulations and factor in training expenses when planning their budgets. Some companies have already started implementing automated time tracking systems to avoid conflicts and legal disputes. According to Talent24h, in 2025 the number of labor disputes over training pay increased by 18% compared to the previous year.
What employees should do
If an employer does not pay for the time spent on mandatory courses, the employee can file a written complaint and demand a salary recalculation. If refused, they may contact the labor inspectorate or take the case to court. It is important to keep all documents confirming participation in training, such as schedules, emails, and certificates. This will help prove the overtime and secure compensation.
In some cases, employees unite and file collective lawsuits, which speeds up the complaint review process. Experts advise not to agree to verbal arrangements and always require official documentation of all training-related hours. This approach protects employee rights and reduces the risk of income loss.
In 2024, Spain saw a high-profile case where a major supermarket chain lost a lawsuit on a similar issue. Hundreds of employees received compensation for unpaid training hours, and the company was forced to change its internal policies. This precedent sent a clear message to other employers: ignoring legal requirements is becoming increasingly risky and costly.
