Employees in Spain who receive an objective dismissal notice are entitled to six paid hours per week to look for a new job during the 15-day notice period. This right, protected by law, ensures workers can attend interviews and manage their transition without losing income.
When a Spanish company initiates an objective dismissal, affected employees gain a specific legal right: up to six paid hours per week to search for new work during the mandatory 15-day notice period. This provision, set out in Article 53 of the Estatuto de los Trabajadores, is designed to help workers transition smoothly without financial penalty.
Unlike other forms of contract termination, this right applies only to objective dismissals—those based on economic, technical, organizational, or production-related reasons. The law requires employers to provide written notice, specify the grounds for dismissal, and respect the two-week preaviso before the contract ends. During this time, employees continue working and retain all their rights, including full salary and social security contributions.
Paid Time to Seek Work
Throughout the notice period, employees can take up to six hours each week, fully paid, to attend job interviews, complete administrative steps, or participate in recruitment processes. The law does not dictate how these hours must be distributed, leaving flexibility for workers and employers to agree on a schedule that fits operational needs and personal circumstances.
This measure aims to reduce the stress and uncertainty of job loss by giving workers a practical tool to secure new employment before their current contract ends. Importantly, the employer cannot reduce the employee's salary or benefits as a result of this absence.
Employer Obligations
Objective dismissals in Spain come with strict procedural requirements. Employers must deliver a written dismissal letter, clearly state the objective reasons, and provide a severance payment of 20 days' salary per year worked, capped at 12 months. The 15-day notice period is mandatory, and failure to comply can result in additional compensation for the employee.
Allowing six paid hours per week for job hunting is not optional—it is a legal guarantee. If an employer fails to respect this right, the dismissal process may be challenged in court, potentially leading to a ruling of unfair or even null dismissal, depending on the circumstances.
Challenging the Dismissal
Receiving the dismissal letter and severance does not prevent an employee from contesting the termination. Workers can file a legal claim if they believe the stated reasons are unfounded or if procedural rights, such as the paid job search hours, have been violated. Spanish courts will then assess whether the dismissal was justified, improper, or null—especially if fundamental rights or anti-discrimination protections are at stake.
Certain groups, including pregnant employees, those on parental leave, or victims of gender-based violence, benefit from additional legal safeguards. For these workers, dismissals may be automatically considered null if linked to their protected status.
Key Details and Context
It is important to note that minor errors, such as a miscalculation of severance or a missed day of notice, do not automatically render a dismissal unfair. In such cases, the employer must simply correct the error by paying the difference or compensating for the lost notice period.
As Spain continues to adapt its labor laws to balance business needs and worker protections, the right to paid job search hours during objective dismissal stands out as a practical measure. It reflects a broader effort to support employees facing involuntary job loss and to ensure fair treatment throughout the transition process.
