Narrow, cause-justified fixed-term contract (ET art. 15) — MUST be in writing with a concrete, specific justification, capped at 6 months (extendable up to 12 by convenio); without a genuine cause it is automatically reclassified as indefinido, and 18 months' cumulative temporary work within any 24-month window triggers automatic indefinido status regardless of cause.
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FIXED-TERM CONTRACT FOR PRODUCTION CIRCUMSTANCES (CONTRATO TEMPORAL POR CIRCUNSTANCIAS DE LA PRODUCCIÓN)
Between: , the "Employer", and: (DNI/NIE ), the "Employee". Contract date: .
1. ⚠️ MANDATORY WRITTEN FORM AND JUSTIFYING CAUSE 1.1. Under art. 15 of the Estatuto de los Trabajadores, this contract may ONLY be used for a genuine, occasional and unforeseeable increase in production, or for foreseeable recurring peaks of activity limited to 90 days per calendar year across the whole company. 1.2. Justifying cause (causa habilitante): 1.3. ⚠️ Without a concrete, specific cause stated in writing, this contract is FICTITIOUS and is automatically reclassified as an indefinido contract, exposing the Employer to sanctions per worker under the LISOS.
2. POSITION AND TERM 2.1. Position: "". 2.2. Term: from to . 2.3. Statutory cap: 6 months within any 12-month reference period. Extension allowed by the applicable convenio, if any:
3. SALARY 3.1. Gross salary: .
4. ⚠️ 18-MONTHS-IN-24 AUTOMATIC CONVERSION 4.1. Cumulative temporary months worked by this Employee for this Employer (or group) in the last 24 months, before this contract: 4.2. If cumulative temporary service reaches 18 months within any 24-month window — whether under one or several temporary contracts, in the same or different positions — the relationship is AUTOMATICALLY reclassified as indefinido, regardless of the cause invoked in each individual contract. Track this figure per employee across ALL temporary contracts.
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.
Documents that are usually drawn up in the same process.
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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…
3 of 11 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.