Labour law stipulates that employees and employers must terminate an employment contract in Spain at least 15 days in writing at least 15 days in advance. If the termination is mutually agreed, you are not obliged to abide by the 15-day rule. In some EU countries, employers are allowed to hire young workers if the activities are to be carried out as part of their vocational training. As an employer, you must ensure that a competent person supervises their work to ensure their health and safety is protected. An employee may not work more than 80 hours of overtime per year. You can compensate for overtime in monetary terms or grant paid time off. Spanish labour law also provides for the right to strike. Trade unions, elected representatives (works councils, individual delegates) or employees may organise strikes against an employer. However, the strikes called by the unions must affect an entire sector. Unfortunately, the employee has to receive a reduced salary due to strikes and absences. However, if they are delegated, they receive paid time credits for their duties as workers` representatives.
If the employee continues to work beyond the initial duration of the fixed-term contract, the relationship becomes permanent. Therefore, the employee should receive standard severance pay. None (18 years old to sell alcoholic beverages and work as a bartender) (21 years old to work as a bartender; 19 years old to work as a waiter in a restaurant that sells alcohol; 18 years old is the minimum age to work in a liquor store or transport alcohol) In Spain, workers must register with the Spanish social security (Tesorería General de la Seguridad Social or TGSS) and pay taxes. In return, they receive benefits and insurance coverage in the event of illness, damage, accidents at work, unemployment, retirement and parental leave. Special rules apply to employees between the ages of 16 and 18. These arrangements include: In many cases, the employee must return to their previous job at the end of the suspension. If the employee takes a longer period of leave without pay due to a temporary illness or injury, they are not required to return if they are officially unable to work permanently. Objective dismissal (extinción del contrato por causas objetivas): when a worker is unable to fulfil the occupational obligations laid down in the contract. If the employer was aware of the employee`s lack of skills during the probationary period, he cannot terminate the contract for objective reasons for termination. From the age of 16, you can work in Spain, but only with a contract accepted by the parents, provided that the working hours are during the day and the work is not considered harmful to their health or development. As an employer, you must take the necessary measures to protect the health and safety of young people and ensure that they are implemented based on an assessment of their workplace risks. This must be done before young people start working for you.
None (18 years old to work as a waiter in a restaurant serving alcohol and selling beer 3.2 ABV; 21 years without restriction) Many dance halls do not allow children under 18 to enter, especially at night. Some dance halls allow access at night after 16 years. There are also special ballrooms reserved for teenagers aged 14 to 18, which are not allowed to serve spirits and are not allowed to smoke, and operate only in the evenings. Children may go to adult dance halls accompanied by their parents or guardians, who prove this under their responsibility and, in any case, if the activities of the institution do not cause physical, psychological and moral harm. 6. Criminal Record Check Certificate. Adult applicants must submit both the original and a copy of the criminal record certificate(s) issued by their country(ies) of residence within the last 5 years. Foreign documents must be certified or apostilled and, if necessary, submitted with an official translation into Spanish. The duration of these contracts may be of indefinite or limited duration.
