Per country we have different regulations about holiday and the amount as well as taking holiday. Per country this is arranged differently and the HR advisors and manager will approach this according to the countries regulations.
For Spain you have 24 days being on a full time employment (40 hours a week)
Please be aware that in Spain there is not official requirement to proceed with administering the holidays by payslip. Therefore your time off overview in HiBob will continue to be leading.
Saving up holidays is not desirable, not only from a financial point of view for an employer, but also because the employer is responsible to help employees to relax and to distance themselves from their work in order to avoid overloading and stress.
Ensuring that the employees can take sufficient leave is the responsibility of the employer. The employer will also have to protect the employees from themselves. We also call it part of “prevention measures to prevent absenteeism in the long term”.
On one hand, you may assume that the employee is responsible for taking their own leave. On the other hand, it is important that the employer or manager keep “feeling” with the workplace. As a manager and employer we need to ensure that the team are looked after, and make sure we recognize early signs of possible overload and high work pressure among them. In this case we need to start with conversations and give direction in order to monitor leave requests and motivate people to take holidays appropriately.
When it is noticeable that an employee is over worked or over stressed, it is highly desirable to take leave and slow down. Naturally, work must be completed on time and work must be prevented from being delayed, but the choice between taking days off or the risk of sick employees being absent is clear. Our priority is to ensure our team is happy and healthy.
Employees who don't take enough leave every year will have a meeting with their manager and HR to create a plan on how they will take their take leave. This plan could perhaps be monthly in order to avoid someone being forced to take a large amount of leave suddenly. Otherwise we could end up in a situation in which the hours given by law will expire and taken off your balance, without any excuses, because this is arranged by law.
We request leave in HiBob - When you log in, you'll see the 'time off' button on the top left of your home page.
Click on 'Request time off'
Put in the dates you want to take off
(part-time employees: make sure you leave your potential part-time days out of the request by putting 0 on that day!)
After submission, your request will go to your manager for approval and will appear in the calendar.
As special leave requires an extra check and actions from HR, the process of requesting anything other than holiday, needs to be done via following process:
Discuss the special leave situation with your manager
Send an email requesting special leave to hrm@tiqets.com
After approval, your request will be submitted in HiBob by your HR Coordinator
Check your date under special leave
In Spain, paid parental leave is provided under the "Permiso de Nacimiento" for parents of a newborn or newly adopted child. Please find below a summary of the new regulations concerning childbirth and childcare leave. This is intended as a general overview.
With the introduction of RDL 9/2025, the conditions for leave related to childbirth, adoption, or guardianship for adoption or foster care have been updated. The key points are as follows:
(a) Following childbirth or an adoption/guardianship decision, six weeks of uninterrupted, full-time leave must be taken immediately.
(b) In the case of childbirth, there is an entitlement to eleven additional weeks of leave, which may be taken at any point until the child reaches 12 months of age.
(c) An extra two weeks of leave may be taken until the child reaches eight years of age. These weeks apply retroactively to cases occurring on or after August 2, 2024, and may be requested from January 1, 2026.
The non-mandatory weeks can be arranged more flexibly: they may be taken in weekly periods, either consecutively or intermittently. With agreement from the company, they may also be taken on a full-time or part-time basis.
All leave is fully covered by the birth and childcare allowance under Social Security regulations (LGSS art. 177). Please note that at the start of each leave period, the employee must be registered with, or entitled to registration with, Social Security (LGSS art. 178.4).