Spanish civil servants get 35-hour workweek in 2026, plus generous leave rights
Spain's public sector employees are set to enjoy a more balanced lifestyle starting in 2026, when the country's central government implements a 35-hour workweek for its civil servants.
Extensive leave policies provide flexibility and conciliation
However, the real boon for Spanish civil servants lies in the extensive leave policies that have been in place for years, ensuring a high level of flexibility, protection, and conciliation between work and personal life.
According to the Texto Refundido del Estatuto Básico del Empleado Público (TREBEP), the fundamental rights and benefits of public sector employees are enshrined, including generous vacation, sick leave, and family-related absence policies.
Vacation time: 22 days, plus additional days for seniority
As a general rule, Spanish civil servants are entitled to 22 days of paid vacation per year, equivalent to around 30 days in natural calendar time. However, this basic entitlement can be significantly bolstered by additional days granted for seniority, which increases progressively with years of service.
In some administrations, employees may also enjoy two extra days of discretionary leave. In practice, this means that a functionary can easily accumulate over 30 days of effective leave per year, not counting statutory holidays.
Retributed leave for personal and family reasons
Retributed leave allows civil servants to take time off from work without pay deduction for various personal and family-related grounds. These include bereavement, serious illness, or injury of a close relative, as well as moves to a new domicile or public duties.
Employees can also take six days of annual leave for personal matters, known as 'moscosos,' and 15 days for marriage or registered partnership. The Supreme Court has backed civil servants who have assumed higher responsibilities in the workplace, stating that such moves can positively impact their career progression.
Family leave and conciliation measures
Recent legislation has specifically reinforced rights related to family conciliation. A notable advancement is the equalization of parental leave entitlements for both mothers and fathers in cases of birth, adoption, or foster care. Both parents now enjoy 19 weeks of retributed leave, which can be extended under certain conditions such as the child's disability or multiple births.
Other key conciliation measures include the right to express breastmilk, which can be taken in hours or hours-long sessions, as well as the option to reduce work hours for legal childcare, dependant care, or elder care.
However, it's worth noting that the non-retributed parental leave of up to eight weeks for childcare under eight years old is still in place until 2026.
Excess leave arrangements
Excess leave options allow civil servants to temporarily suspend their employment relationships without losing their status. There are various modalities, each with different implications:
- Excess leave for personal reasons: 2-15 years without pay or job protection.
- Excess leave for family grouping: to relocate with a spouse.
- Excess leave for childcare or dependent care: up to three years with job protection for at least two years and continued accrual of seniority.
- Special excess leave arrangements are in place for victims of gender-based violence or terrorism, with more favorable conditions.
While the central government sets the minimum standards, the autonomous communities can enhance these rights. In practice, this means that public sector employees' entitlements may vary depending on their place of work, leading to regional disparities.