End of a domestic worker's temporary contract in Spain: final pay and severance (2026)
When a temporary contract ends, the worker is owed the settlement and 12 days' salary per year worked, except on training and substitution contracts. If the contract lasted over a year, 15 days' notice is due. This severance is taxed.
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THE ESSENTIALS
What is paid when a temporary contract ends
When a fixed-term contract reaches its end, the worker is entitled to the settlement — salary for the days worked, pro-rata extra payments and untaken holiday — and to severance equal to the pro-rata share of 12 days' salary per year of service (ET art. 49.1.c). The article itself rules it out for training contracts and for the substitution contract, the former 'interinidad'.
If the contract lasted over a year, the party ending it must give the other at least 15 days' notice. The rule does not say what happens if no notice is given; compensating those days with their salary is the majority position of the courts, and it is what the calculator adds. Unlike the others, this severance is not exempt from income tax: it is taxed as employment income.
The end of a temporary contract is a legal unemployment situation provided it is not the worker who ends it, so she can claim the benefit at the SEPE. Note that in domestic service temporary work must be justified and in writing; a causeless or chained temporary contract is presumed indefinite, and then the termination is judged as a dismissal.
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 (15.04 days)15.04 days × €47.48/day
€714.15
Severance for end of temporary contract (12 days/year: 6 days)6 days × €46.83/day
€280.98
Total to pay (gross)€2,419.63
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.
Mind the tax: severance for the end of a temporary contract is NOT exempt. Art. 7.e of the Income Tax Act exempts severance for dismissal or cessation, and the expiry of an agreed term falls outside it (as the AEAT tax manual sets out): these 12 days per year are taxed as employment income, like the rest of the settlement, although a private employer does not withhold.
How the severance is worked out
This is the amount you must make available to the worker.
Length of service counted
6 months
Days of salary payable
6 days
Daily reference salary
€46.83/day
Severance
€280.98
Holiday
Accrued this year
15.04 days
Already taken
0 days
Still outstanding
15.04 days
Paid in the settlement
€714.15
Notice period
The 15 days' notice is only required if the contract lasted over a year, so there are no extra days to pay here.
The link only carries the calculation figures: no names, ID numbers or address.
What to do now
The steps that are on you, with their deadlines.
Hand over the notice in writing, stating the cause clearly and unequivocally.
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.
The settlement pays untaken holiday: record that period in the employer's certificate (certificado de empresa). If the worker is entitled to unemployment benefit, it starts when that period ends, and her 15 working days to claim count from then (LGSS art. 268.3).
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
End of a temporary contract: 12 days' salary per year of service (ET art. 49.1.c), which the provision itself rules out for training contracts and for the fixed-term substitution contract (the former "interinidad"), and 15 days' notice if the contract lasted more than one year.
Art. 49.1.c does not say what happens when no notice is given: compensating the missing days with the corresponding salary is the majority position of the courts, not the wording of the rule.
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.
Severance for the end of a temporary contract is NOT exempt from income tax: art. 7.e of the Income Tax Act exempts severance for dismissal or cessation, and the expiry of an agreed term falls outside it (as the AEAT tax manual sets out). It is taxed as employment income, like the rest of the settlement, although 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: requires 360 contributed days in the previous 6 years. As the settlement pays untaken holiday, the legal unemployment situation starts when that period ends, which must appear in the employer's certificate, and the claim at the SEPE is due within 15 working days from then. A late claim is not lost: the benefit runs from the claim date and the days of delay are deducted (LGSS arts. 266–270).
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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.
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This is the wording behind the calculator's figure: what is paid, with what notice and which deadlines apply.
End of temporary contract
12 days per year
The contract had a fixed term and reaches it, or the job it was signed for is finished.
12 days' salary per year worked — except on training and substitution contracts — plus 15 days' notice if the contract lasted more than a year. This one is taxed: it is not exempt from income tax.
ET art. 49.1.c: on expiry of the contract the worker is entitled to severance equal to the pro-rata share of twelve days' salary per year of service, 'except in training contracts and the fixed-term contract for substitution' (the former 'interinidad'), which the provision itself leaves out. If the contract lasted over a year, the party giving notice must tell the other at least fifteen days in advance; the article does not say what happens when no notice is given, and compensating those days with the corresponding salary is the majority position of the courts, not the wording of the rule. Unlike the others, this severance is NOT exempt from income tax: art. 7.e of the Income Tax Act exempts severance for dismissal or cessation, and the expiry of an agreed term falls outside it, so it is taxed as employment income. 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.
How much is paid when a domestic worker's temporary contract ends?
The settlement — salary for the days worked, the pro-rata share of extra payments if they are not prorated and untaken holiday — plus the severance in ET art. 49.1.c: the pro-rata share of 12 days' salary per year of service. For a six-month contract, for example, that is 6 days' salary. Training and substitution contracts do not carry it.
Does notice have to be given before it ends?
Only if the contract lasted over a year: then the party ending it must give the other at least 15 days' notice (ET art. 49.1.c). The rule does not say what happens if none is given; compensating the missing days with their salary is the majority position of the courts, and that is how the calculator adds it. When notifying the end, the employer must also enclose a proposed settlement document with the amounts owed (ET art. 49.2).
Is severance for the end of a contract taxed?
Yes. Unlike severance for justified cause, it is not exempt: art. 7.e of the Income Tax Act exempts severance for dismissal or cessation, and the expiry of an agreed term falls outside it, as the AEAT tax manual sets out. It is taxed as employment income, like the rest of the settlement, although a private employer does not withhold.
What if the temporary contract had no valid cause or was chained?
In domestic service temporary work must be justified and agreed in writing: without a written agreement the contract is presumed indefinite (RD 1620/2011 art. 5.2), and a causeless or chained temporary contract is presumed indefinite too. Its end is then not an expiry but a dismissal, with 33 days per year if it is declared unfair. The worker has 20 working days to challenge it (ET art. 59.3).
