Collective labour law

Collective Dismissal Calculator (ERE): Spain 2026

Check if you meet the Art. 51 ET threshold, mandatory consultation period and minimum compensation of 20 days/year. Instant result.

Total workforce

Employees at time of dismissal

Number of planned dismissals

Over 90 consecutive days

Reference period (days)

ETOP grounds (multi-select)

Minimum legal compensation (optional)

Monthly gross salary (per employee)

€

Average seniority (years)

Salary payments

Job retention priorities (Art. 51.5 ET)

Legal employee representatives
Union delegates
Employees with family dependants (if CBA provides)
Employees with greater seniority (if CBA provides)

Manage ERE case with Lexiel →

Art. 51 ET (RDLeg 2/2015) · RD 1483/2012. Indicative calculator; consult a labour law expert.

Legal basis

Quantitative threshold (Art. 51.1 ET): A collective dismissal procedure is mandatory when within 90 days, ETOP-based terminations affect: 10 or more in companies under 100; 10% of workforce in 100-299; 30 or more in 300+. Also when all employees are dismissed if more than 5.

Consultation period (Art. 51.2 ET + RD 1483/2012): Maximum 30 days (15 if under 50 workers). Must be conducted in good faith. Opening must be notified simultaneously to employee representatives and the Labour Authority.

Minimum compensation (Art. 51.8 ET): 20 days of salary per year worked, up to 12 monthly salaries. The agreement during the consultation period may improve this amount.

Job retention priority (Art. 51.5 ET): Employee representatives (RLT) and trade union delegates have job retention priority. The CBA may extend this to other groups.

Other labour tools

Severance pay calculator FOGASA Overtime calculator

Collective dismissal FAQ

How many dismissals trigger a collective redundancy?

Art. 51.1 ET: companies under 100 employees → 10 or more; 100-299 → 10% of workforce; 300 or more → 30. Also triggered when the entire workforce is dismissed if more than 5 employees.

What is the minimum compensation in a collective dismissal?

20 days of salary per year worked, up to 12 monthly salaries (Art. 51.8 → 53.1.b ET). The agreement reached during the consultation period may improve this.

How long is the consultation period?

Maximum 30 days for companies with 50+ employees, 15 days for fewer than 50 (Art. 51.2 ET + RD 1483/2012). Must be conducted in good faith.

What is the difference between ERE and ERTE?

An ERE permanently terminates employment contracts (Art. 51 ET). An ERTE is a temporary suspension or working-time reduction (Art. 47 ET), with no termination or severance pay.

Are you part of a collective redundancy?

Lexiel explains your rights in a collective redundancy (art. 51 ET): minimum severance, consultation period, priority of permanence and how to challenge it. With Supreme Court case law.

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