Bonus payments are additional compensation that workers receive twice a year, usually in the summer and at Christmas, as part of their salary.
In this article, we will explain in detail what these payments are, when they are paid and how to calculate the amount.
The extra payments, also known as extraordinary payments, are additional amounts to the base salary paid to workers at two specific times of the year: summer and Christmas.
These payments are provided for by the law and collective agreements in Spain, and their aim is to offer economic relief during periods of high expenditure, such as summer holidays or Christmas festivities.
The calculation and perception of extra payments vary depending on the type of contract and what has been agreed in the collective agreement or with the company. There are mainly two ways these payments can be managed:
In this case, the total amount of the bonus payments is distributed throughout the 12 months of the year. This means that the worker receives a proportional part of these payments each month, along with their regular salary. In this way, instead of receiving two large payments in summer and at Christmas, the extra payments are «diluted» in the monthly wages.
In the traditional model, the extra payments are made at two specific times of the year, generally in June or July for the summer bonus, and in December for the Christmas bonus. In this case, the worker receives their usual monthly salary and, in the specified months, an additional amount corresponding to a full payment. This system is more typical in contracts of indefinite duration or in certain sectors that maintain this tradition.
The summer bonus is usually paid in June or July, depending on the collective agreement or individual agreement between the worker and the employer. This allowance is intended to help workers meet summer expenses, especially during the holidays.
On the other hand, the Christmas bonus usually paid in December, before the Christmas holidays. The exact date can vary according to the employment contract, but in most cases, workers receive it between December 20th and 25th.
For many workers, it is essential to know how this amount is calculated. The calculation of extra pay can depend on various factors, such as base salary, salary supplements, and type of contract. If the extra pay is not prorated, it is divided into two parts and paid at the aforementioned times.
The following are entitled to special payments all employees, regardless of the sector in which they work, as they are recognised in the Workers' Statute in Spain.
However, The specific conditions may vary according to the applicable collective agreement. or the contract signed with the company. This includes both permanent and temporary workers, full or part-time.
In the case of part-time workers, the bonus is calculated proportionally to the hours worked. Likewise, if the worker has not completed a full year with the company, they will be entitled to the proportional part corresponding to the time worked.
Yes, the extra payments are subject to National Insurance contributions and income tax withholdings., equal to the regular monthly salary.
Therefore, even though it is “extra” remuneration, for tax and social security purposes it is considered salary.
In addition to the traditional extra payments, companies can offer their employees additional benefits such as Gift Cards, which represent a form of extra compensation, especially popular during the Christmas season.
A common example is the Edenred Gift Card, which allows employees to use the balance in a wide variety of shops.
This type of benefit is an excellent complement to the Christmas bonus, since it offers flexibility and allows the worker to choose how and where to spend their bonus, This reinforces motivation and well-being in the workplace.
