Open-ended employment contract — the STATUTORY DEFAULT since the RD-ley 32/2021 labour reform confined temporary hiring to narrow, cause-justified exceptions; must be in writing (Estatuto de los Trabajadores, art. 8) and the contract must be registered with SEPE via Contrat@ within 10 days of signature.
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OPEN-ENDED EMPLOYMENT CONTRACT (CONTRATO DE TRABAJO INDEFINIDO)
Between: (NIF/CIF ), , the "Employer", and: (DNI/NIE ), the "Employee". Contract date: .
1. NATURE OF THE CONTRACT 1.1. This is an open-ended contract (contrato indefinido) under art. 8 of the Estatuto de los Trabajadores (ET, RD-legislativo 2/2015). 1.2. ⚠️ Since the labour reform RD-ley 32/2021, the contrato indefinido is the STATUTORY DEFAULT for ordinary hiring; routine use of temporary contracts to cover permanent, structural needs is no longer legally available. See the dedicated contrato fijo-discontinuo and contrato temporal por circunstancias de la producción templates for the narrow exceptions that remain. 1.3. This contract is executed in writing.
2. POSITION AND PLACE OF WORK 2.1. Position (puesto): "". Professional group/category (grupo profesional): . 2.2. Place of work (centro de trabajo): . 2.3. Start date: .
3. APPLICABLE COLLECTIVE AGREEMENT (CONVENIO COLECTIVO) 3.1. 3.2. ⚠️ Category/grupo profesional and pay tables are set by the applicable PROVINCIAL convenio colectivo (hostelería/comercio), not by this contract — they are typically higher than the Salario Mínimo Interprofesional (SMI), and the Inspección de Trabajo checks payroll (nóminas) against the declared convenio automatically.
4. WORKING HOURS 4.1. Weekly working hours (jornada semanal): hours.
5. SALARY 5.1. Gross salary: . Must not be below the higher of (a) the SMI and (b) the minimum set by the applicable convenio table for the category in section 2.1.
6. PROBATION PERIOD (PERÍODO DE PRUEBA) 6.1. 6.2. Valid only if agreed in writing (ET art. 14); the maximum duration is set by the applicable convenio.
7. REGISTRATION 7.1. ⚠️ Alta in Seguridad Social is required BEFORE the Employee starts work (see the checklist alta en Seguridad Social template), and this contract must be registered with SEPE via Contrat@ within 10 days of signature.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Spanish employment, consumer-protection and data-protection law (Estatuto de los Trabajadores "ET", the applicable PROVINCIAL convenio colectivo de hostelería/comercio, the sector-wide ALEH VI framework agreement, RGPD/LOPDGDD 3/2018, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars and changes frequently — statutory figures (SMI, convenio pay tables, LISOS sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a Spanish employment/legal advisor (abogado laboralista / gestoría) and verified against the current provincial convenio and rates before use. In Catalonia, under the Codi de consum de Catalunya (Ley 22/2010, art. 128-1), documents intended for consumers — price lists, terms of sale, mandatory notices — must be available at least in Catalan; where a Catalan-language version of this document is also used, that version prevails in case of conflict for consumers in Catalonia.
Документы, которые обычно оформляют в том же процессе.
Mandatory daily time-tracking log for EVERY employee (ET art. 34.9, RD-ley 8/2019) — must be kept for 4 years; a missing or falsified record is an infracción grave under the LISOS (€751–7,500 per com…
Final settlement due to EVERY departing employee regardless of the reason for termination — itemises outstanding salary, unused holiday, prorated extra payments (pagas extra) and any severance indemn…
Privacy notice under Articles 13/14 of the RGPD and the LOPDGDD 3/2018, following the AEPD (Agencia Española de Protección de Datos) two-layer model (short layer + full layer) — required for any proc…
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