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Festivos 2025

Public holidays in Las Palmas de Gran Canaria 

Legal provisions on rest periods/holidays

1. Employees are entitled to a minimum weekly rest period of up to fourteen days of uninterrupted duration of one and a half days, which usually includes Saturday afternoon or, where appropriate, Monday morning the whole day. Sunday. The duration of the weekly rest period for persons under 18 years of age is at least two uninterrupted days. The provisions of Article 34.7 on extensions and reductions and the establishment of alternative rest periods for certain activities apply to the weekly rest period. 
2. Working vacations that are paid and non-refundable may not exceed fourteen per year, two of which must be on site. In any case, the holidays of the Nativity of the Lord, New Year's Day, May 1 as a labor holiday and October 12 as a national holiday of Spain will be respected as national holidays. Subject to the provisions of the previous paragraph, the Government may postpone all national holidays that take place during the week to Monday, in any case on the Monday immediately following the work break corresponding to the holidays that coincide with Sunday. The Autonomous Communities may indicate, within the annual limit of fourteen public holidays, those that are traditionally their own, replacing them with national holidays established by law and, in any case, those that are moved to Monday. Likewise, they may make use of the power provided for in the previous paragraph to transfer them to Mondays. If an Autonomous Community is unable to establish one of its traditional holidays because not enough national holidays coincide with Sundays, it may add another holiday as reimbursable in the year in which this holiday occurs, up to a maximum of fourteen. 
3. The employee may be absent from work, with prior notice and justification and with entitlement to remuneration, for one of the following reasons and for the following period: 
4. 1. (a) Fifteen calendar days in the event of the registration of a marriage or de facto civil partnership. 
   2. (b) Five days in the event of a serious accident or illness, hospitalization or non-hospital surgical procedure requiring domestic rest of the spouse, de facto partner or relatives up to the second degree by consanguinity or affinity, including the de facto partner's blood relative, and any person other than those mentioned above who lives in the same home with the employee and requires effective care of the employee.
   3. (c) 1 up to 2 days for the death of the spouse, de facto partner or relatives up to the second degree of consanguinity or affinity. If the employee has to travel for this purpose, the period is extended by two days.
   4. (d) One day per transfer from the usual place of residence. 
   5. (e) For the time required to fulfill an inexcusable duty of a public and personal nature, including the exercise of the right to vote. If a specific period of time is stipulated in a legal or conventional norm, this is subject to the provisions contained therein regarding the duration of the absence and its financial compensation. If compliance with the above obligation results in the inability to perform work for more than twenty percent of the working hours in a three-month period, the company may place the employee concerned in the leave situation provided for in Article 46.1. In the event that the employee receives remuneration for the performance of his duties or the exercise of his position, the amount of such remuneration shall be deducted from the salary to which he is entitled in the company. 
   6. (f) To carry out trade union or staff representation functions in accordance with the conditions established by law or convention. 
   7. (g) For the time required to carry out prenatal examinations and birth preparation techniques and, in the case of adoption, for custody for the purpose of adoption or foster care, to attend the mandatory information and preparation sessions and to prepare the mandatory psychological and social reports prior to the declaration of suitability, provided that in any case they must take place within the working day. 
5. In the event of birth, adoption, custody for adoption or foster care in accordance with Article 45.1.d), employees are entitled to one hour's absence from work, which they may divide into two parts, for the care of the infant up to the age of nine months. In the case of birth, adoption, custody for the purpose of adoption or multiple fostering, the duration of the leave is extended proportionally. Those who make use of this right may, at their own discretion, replace it by reducing their day by half an hour for the same purpose or add it up to full days, in accordance with the conditions laid down in the collective agreement or in the agreement concluded with the company, in your case what is stipulated therein. The reduction in working hours provided for in this section constitutes an individual right of the employee, without its exercise being transferable to the other parent, adopter, guardian or foster parent. However, if two employees of the same company exercise this right for the same reason, their simultaneous exercise may be restricted for justified and objective reasons for the company's operations, which must be duly justified in writing; in this case, the company must offer a plan. alternative that ensures the happiness of both employees and allows the exercise of conciliation rights. If both parents, adopters, guardians or foster parents exercise this right with the same duration and in the same arrangement, the period of use may be extended until the child is twelve months old, with a proportional reduction in salary after nine months. 
6. employees have the right to be absent from work for one hour if a son or daughter is born prematurely or if they have to stay in hospital for any reason after the birth. They also have the right to shorten their working day to a maximum of two hours, with a proportional reduction in salary. To obtain this permission, the provisions of Section 7 apply. 
7. persons who, for reasons of custody, are directly caring for a child under the age of twelve or a person with a disability who is not in gainful employment are entitled to a reduction in their daily working hours with a proportional reduction in salary of between less than one eighth and a maximum of half the duration.

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Important Information About Vacation Days

According to legal regulations, there has to be a minimum of 30 days!

Legal Provisions

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1. The period of paid annual leave, which cannot be replaced by financial compensation, is the period agreed upon in the collective bargaining agreement or individual contract. In no case shall the duration be less than thirty calendar days.

2. The period or periods of its enjoyment shall be determined by mutual agreement between employer and employee, if applicable, in accordance with the provisions of collective bargaining agreements on annual holiday planning.

In the event of a disagreement between the parties, the labor jurisdiction shall determine the date corresponding to the enjoyment, and its decision shall be final. The procedure shall be summary and preferential.

3. The holiday schedule shall be established in each company. The employee shall know the dates corresponding to them at least two months before the start of their enjoyment.

If the vacation period set in the company's vacation calendar, according to the previous paragraph, coincides in time with a temporary incapacity due to pregnancy, childbirth, or breastfeeding, or with the period of suspension of the planned work contract in accordance with sections 4, 5, and 7 of Article 48, you have the right to enjoy your vacation at a time other than that of the temporary incapacity or the vacation to which you are entitled under this provision, even if the calendar year to which they correspond has already ended.

If the vacation period coincides with a temporary incapacity due to circumstances other than those mentioned in the previous paragraph, making it impossible for the employee to take them wholly or partly during the calendar year to which they correspond, the employee may do so as soon as the incapacity ends, provided that no more than eighteen months have passed since the end of the year in which they arose.