Domestic worker severance and final settlement calculator (Spain, 2026)
Pick the reason the employment ends and get the full final settlement in seconds: month's salary, pro-rata extra payments, untaken holiday, severance and notice. Free, no sign-up, with the settlement receipt and the letter to hand over as PDFs.
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FREE CALCULATOR
Work out what you have to pay when it ends
The reason for the termination drives everything: severance, notice and the paperwork you must hand over. Enter the dates and the salary and we'll give you the breakdown and the documents.
Who is calculating?
The result is framed as what you must pay and the paperwork that is on you.
2026 figures from the BOE
What you have to pay
Breakdown of the final settlement by item, with the gross amount of each
Item
Amount
September salary (30 days)30 days × €47.48/day
€1,424.50
Untaken holidays (22.44 days)22.44 days × €47.48/day
€1,065.53
Severance for justified cause (12 days/year: 37 days)37 days × €47.48/day
€1,756.88
Total to pay (gross)€4,246.91
Gross amounts. The worker's contribution is deducted from the salary items (salary, extra pay, holiday and notice): 6.40% on an indefinite contract and 6.45% on a temporary one. Severance does not contribute.
Statutory severance is also exempt from income tax up to €180,000 (art. 7.e of the Income Tax Act).
How the severance is worked out
This is the amount you must make available to the worker.
Length of service counted
3 years and 1 month
Days of salary payable
37 days
Daily reference salary
€47.48/day
Severance
€1,756.88
Holiday
Accrued this year
22.44 days
Already taken
0 days
Still outstanding
22.44 days
Paid in the settlement
€1,065.53
Notice period
Days required
20 days
Days given
20 days
Days not respected
0 days
Paid in the settlement
€0.00
The notice period is covered: no extra days to pay.
Hand over the notice in writing, stating the cause clearly and unequivocally.
Make the severance available at the very moment you hand over the letter, not afterwards.
If that written notice is missing, or the severance is not made available at the same moment, the termination is presumed to be a dismissal (RD 1620/2011 art. 11.3).
File the Social Security deregistration within 6 calendar days of the effective date.
This termination gives access to unemployment benefit: the worker has 15 working days to claim it at the SEPE, with 360 days contributed in the last 6 years.
Get the settlement receipt signed in duplicate. If the worker signs 'no conforme', the payment stands and she keeps the right to claim the amounts for one year (ET art. 59.2); if she also challenges a dismissal, that deadline is 20 working days (ET art. 59.3).
Small print worth reading
Termination for justified cause must be notified in writing, stating the cause, with the severance made available at the same time; without the written notice or the severance it is presumed a dismissal (RD 1620/2011 arts. 11.2 and 11.3).
20 calendar days' notice, the figure for an employment that has lasted over a year, replaceable by its salary; during the notice period, 6 paid hours a week to look for work.
The worker's contributions (6.40 % indefinite / 6.45 % temporary) are deducted from the salary items (salary, extra payments, holidays, notice), not from the severance.
Statutory severance is exempt from income tax according to the rules (art. 7.e of the Income Tax Act, not verified here); the rest of the settlement is employment income, though a private employer does not withhold.
Untaken holidays paid on termination are contributed separately, as additional registration days (LGSS art. 147.1).
Notify the TGSS of the termination within 6 calendar days (RD 643/2026).
Unemployment benefit: claim within 15 working days; requires 360 contributed days in the previous 6 years (LGSS arts. 266-270).
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For termination with justified cause and for dismissal, the letter must state the cause clearly and unequivocally.
Indicative result with the figures in force in 2026 (RD 126/2026, RD 1620/2011, Workers' Statute). It is not professional advice. Nothing you type leaves your browser.
HOW IT'S CALCULATED
The rules of a domestic worker's final settlement, one by one
Each block cites the rule that sets it. What the law does not spell out is flagged as a calculation criterion: it is what courts and payroll firms apply, but it is not written in those words in the BOE.
Justified cause: 12 days per year and 20 or 7 days' notice
When the employer ends the relationship with no fault on the worker's side — formerly called 'desistimiento' — severance is 12 days' salary per year of service, capped at six months' pay. It must be notified in writing, stating the cause, with the severance made available at the same moment: miss either and the termination is presumed to be a dismissal. Notice is 20 calendar days if the employment has lasted over a year and 7 days otherwise, and may be replaced by the corresponding salary. During the notice period the worker has 6 paid hours a week to look for work.
RD 1620/2011 arts. 11.2 and 11.3 (as amended by RD-ley 16/2022)
Dismissal: 33 days per year if unfair, nothing if fair
A disciplinary dismissal requires a written letter with the facts and the effective date, and carries no notice period. If declared fair there is no severance; if declared unfair it is 33 days' salary per year of service, capped at 24 months' pay. The domestic-service specialty is that reinstatement is not available: once unfairness is declared, the contract is terminated and only severance is due. The worker has 20 working days to challenge it. The '20 days per year' figure still circulating online predates 2022: it no longer exists in this relationship.
If the person registered as the employer dies, the contract ends and the worker is entitled to an amount equal to one month's salary on top of the ordinary settlement. The debt belongs to the estate and is assumed by the heirs, who must also notify Social Security within the following 6 calendar days. If another household member takes over the contract and the relationship continues, there is no termination: neither the month's salary nor the settlement applies.
Hourly work: if the rate includes extra pay and holiday, they are not settled again
In hourly work it is standard to agree a rate that already includes the pro-rata share of extra payments and holiday: that is how the household hourly minimum wage is built (€9.55 in 2026). When that is the case, the settlement has no extra-pay or holiday line, because both have been collected hour by hour; it does include the salary for the days worked in the last month and, where applicable, severance and notice. If the hourly rate does NOT include them, they must be settled separately: untick the box in the calculator.
Resignation: settlement yes, severance and unemployment benefit no
If it is the worker who leaves, there is no severance and the termination is not a legal unemployment situation, so no benefit is paid. The settlement is still due: salary for the days worked, pro-rata extra payments and holiday accrued but not taken. Notice in domestic service is set by no rule — there is no collective agreement — but by local custom: 15 days is the usual practice, which is why the calculator deducts nothing on this account unless there is a written agreement.
Holiday: 30 calendar days a year, pro rata to the time worked
A domestic worker is entitled to 30 calendar days of paid holiday a year. When the relationship ends, the days accrued in the calendar year and not taken are paid out, pro rata to the time worked. Holiday paid on termination is contributed separately, as additional registration days: Social Security treats them as if the person had remained registered. If more days were taken than accrued, the excess is not deducted from the settlement unless expressly agreed.
Extra payments: two a year, prorated or paid in June and December
There is a right to two extra payments a year. They can be prorated across the twelve monthly payments — the most common set-up today — or paid separately in June and December. If they are separate, the settlement must include the pro-rata share accrued from the start of the current half-year to the last day worked, and also the full previous half-year payment if it had not yet been paid. If they are prorated, there is no extra-pay line in the settlement: it has been collected month by month.
Benefit and deadlines: 6 days to deregister, 15 working days to claim, 360 days contributed
Once the relationship ends, three clocks start. The employer has 6 calendar days to file the Social Security deregistration. The worker has 15 working days from the effective date to claim unemployment benefit at the SEPE, and needs at least 360 days contributed in the previous six years to receive it. And the amounts in the settlement can be claimed for one year; if a dismissal is challenged as well, that deadline drops to 20 working days. Justified cause, dismissal (fair or unfair), the end of a temporary contract, the employer's death and the employer's withdrawal during probation all give access to the benefit; resignation does not.
What the law does not fix: prorating and the daily salary
Calculation criterion
Three calculation decisions are not written literally in the BOE and are applied here with the usual criterion of courts and payroll firms. First: the daily salary is the monthly salary divided by 30, also in 31-day months. Second: length of service for severance is prorated by months, counting any fraction as a whole month. Third: the pro-rata share of the half-yearly extra payment is computed on the calendar days of the half-year (181, 182 or 184), not on 360. If your case sits right on a cap or an anniversary, those decisions move the result: get advice.
The full text of the rule that applies to each of the eight reasons, with its article. This is the wording behind the figure the calculator gives.
Justified cause12 days per year · capped at 6 months' pay
RD 1620/2011 art. 11.2, as amended by RD-ley 16/2022: the termination must be notified in writing, stating the cause clearly and unequivocally; severance is 12 days' salary per year of service, capped at six months' pay, and must be made available to the worker at the very moment the notice is handed over. Notice is 20 days if the employment has lasted over a year and 7 days otherwise, and may be replaced by the salary for those days. During the notice period the worker is entitled to 6 paid hours a week to look for work. Without the written notice or the severance, the termination is presumed to be a dismissal (art. 11.3).
Fair disciplinary dismissalNo severance
RD 1620/2011 art. 11.1 and ET art. 54: a disciplinary dismissal requires a written letter stating the facts behind it and the effective date (ET art. 55.1); there is no notice period. If a court declares it fair there is no severance, but the settlement (salary, pro-rata amounts and holiday) is still owed. The worker has 20 working days to challenge it. A fair disciplinary dismissal does not block unemployment benefit: it is still a legal unemployment situation.
Unfair dismissal33 days per year · capped at 24 months' pay
RD 1620/2011 art. 11.1 referring to ET art. 56: severance for unfair dismissal is 33 days' salary per year of service, with periods under a year prorated by months, capped at 24 months' pay. The domestic-service specialty is that reinstatement is not available: once unfairness is declared, the contract is terminated on the dismissal date and only severance is due. The 45 days per year that ET transitional provision 11 keeps for stretches before 12 February 2012 belong to the ordinary employment regime and never reached domestic service: until RD-ley 16/2022 this relationship had no such severance at all (unfair dismissal was settled with 20 days per year, capped at 12 months' pay), so there is no 45-day stretch here. Mind the tax: where unfairness is acknowledged out of court, the exemption in art. 7.e of the Income Tax Act requires that acknowledgement to be made in conciliation or by a court ruling (art. 1 of the Income Tax Regulation); acknowledged in a private document, the severance is taxed as employment income.
ResignationNo severance, no unemployment benefit
ET art. 49.1.d: the contract ends by the worker's resignation, giving the notice set by collective agreements or local custom. Domestic service has no collective agreement, so notice is 'as customary': 15 days is the usual practice, not a statutory figure, which is why this calculator does not quantify it. If no notice is given, the employer may deduct the missing days from the settlement, but only with a written agreement or a proven custom. Resignation is not a legal unemployment situation (LGSS art. 267), so no benefit is paid; if the worker takes another job and that one ends, the earlier contributed days still count.
End of temporary contract12 days per year
ET art. 49.1.c: on expiry of a temporary contract the worker is entitled to severance of 12 days' salary per year of service, and the employer must give 15 days' notice when the contract lasted over a year. Note that in domestic service temporary work must be justified and put in writing; a chained or causeless temporary contract is presumed indefinite, and then the termination is judged as a dismissal, not as an expiry.
Employer's deathOne month's salary
ET art. 49.1.g: the contract ends on the death, retirement or incapacity of the employer, and in the case of death the worker is entitled to an amount equal to one month's salary. The obligation falls on the heirs, charged to the estate, and it is they who must notify the TGSS within the following 6 calendar days. If another household member takes over as employer and the relationship continues, there is no termination and neither the month's salary nor the settlement is due. Death is a legal unemployment situation.
Employer's retirement12 days per year · capped at 6 months' pay
ET art. 49.1.g provides for termination on the employer's retirement with severance of one month's salary, but it is designed for a business owner. In a private household the usual route is termination for justified cause under RD 1620/2011 art. 11.2 — 12 days per year, capped at six months' pay, 20 or 7 days' notice. The two figures cross at 30 months: 12 days per year match one month's salary (30 days) at exactly two and a half years of service, so below two and a half years the month's salary under the Workers' Statute is HIGHER and above it the 12 days per year are. This calculator applies the art. 11.2 criterion and flags the alternative; case law is scattered, so compare both figures before signing.
Probation periodNo severance
RD 1620/2011 art. 6: the probation period must be agreed in writing, cannot exceed two months, and the notice for withdrawing during it cannot exceed 7 days. Either party may end the contract without stating a cause and without severance. If the employer withdraws, it is a legal unemployment situation provided three months have passed since any previous resignation (LGSS art. 267.1.a.7). If the relationship already exceeds two months, probation cannot cover it and the termination is judged as a dismissal.
How much final settlement am I owed as a domestic worker?
The settlement is four things: the salary for the days worked in the last month, the pro-rata share of the extra payments if they are not prorated, the holiday accrued and not taken this year, and — if the reason carries it — severance and any notice days not respected. At the 2026 minimum wage (€1,424.50 a month over 12 payments), each day of salary is worth €47.48. The calculator adds it up with your dates and your real salary.
What is the difference between the settlement and severance?
The settlement is what has already been earned and not yet paid: salary, extra payments and holiday. It is always due, even if the worker resigns or the dismissal is fair. Severance compensates the loss of the job and only exists for some reasons: 12 days per year if the employer terminates for justified cause, 33 if the dismissal is unfair, 12 at the end of a temporary contract and one month's salary if the employer dies. The settlement also contributes and is taxed; statutory severance does not contribute and is exempt from income tax up to €180,000, except in an unfair dismissal acknowledged out of court: there the exemption requires the unfairness to be acknowledged in conciliation or by a court ruling.
What if I am the one leaving?
You are still owed the full settlement: salary for the days worked, the pro-rata share of extra payments if they are not prorated, and holiday accrued but not taken. What you do not get is severance or unemployment benefit, because resignation is not a legal unemployment situation. Notice in domestic service is set by no rule: 15 days is the custom, and it can only be deducted from the settlement with a written agreement or a proven practice.
What happens if the employer dies?
The contract ends and the worker receives the settlement plus an amount equal to one month's salary, charged to the estate (ET art. 49.1.g). The heirs are the ones who must notify Social Security within the following 6 calendar days. Death is a legal unemployment situation, so the benefit can be claimed with the 360 contributed days. If another household member continues the contract, there is no termination and none of this applies.
Can I claim unemployment benefit when the job ends?
It depends on the reason. Termination for justified cause, dismissal (fair or unfair), the end of a temporary contract, the employer's death and the employer's withdrawal during probation all qualify (in probation, 3 months must also have passed since any previous resignation). Resignation does not. You need at least 360 days contributed in the previous six years and you have 15 working days to claim at the SEPE from the effective date of the deregistration.
What if I am given no notice?
For termination with justified cause the notice is 20 calendar days when the employment exceeds a year and 7 days when it does not. If that warning is not given, the employer must pay the salary for the missing days: they are added to the settlement. For the expiry of a temporary contract the notice is 15 days when the contract lasted over a year, with the same consequence. Disciplinary dismissal carries no notice, and resignation whatever local custom sets.