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Free dismissal tool
What compensation is due for a dismissal?
From the dates and the salary, the tool calculates the statutory compensation for unfair and for objective dismissal under Spanish law, with the breakdown and the applicable caps.
- About 2 minutes
- Runs in your browser
- Art. 56 ETArt. 53 ET11th Trans. Prov. ET
Indicative result
Enter the dates and the salary to see the calculation here.
Deadline to challenge it: 20 working days
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 provides an initial orientation and is no substitute for professional advice. The specific circumstances of each case may change the result.
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. It is a strict limitation period.
Next step
Shall we check it for you?
In a 10-minute orientation we can assess whether the stated grounds hold up, whether the figure is right and how much time is left to challenge it.
- First 10-minute orientation, free of charge
- A reply within 24 working hours
- Direct contact with the person handling your matter
Attached to your message
Once the tool is complete, the result will be attached to your message.
Nothing is stored until you send your enquiry.
Send us your result
The result is attached to your enquiry. Please add your name and contact details.
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