Practical tools
Working Hours Reduction Simulator — 37.5 Hours
Estimate the economic impact of the new 37.5-hour maximum working week on your business: hours reduced, additional cost and the equivalent in new hires.
Enter your company details
Minimum 37.5h — if already ≤ 37.5h, no reduction applies
Include bonus payments and supplements
Estimated impact of the reduction
Your company already complies with the 37.5-hour working week. There is no additional impact from the new legislation.
Reduction per employee
Weekly hours being reduced
—
Total annual hours reduced
Across all affected employees
—
Hourly labour cost
Annual gross salary ÷ current annual hours
—
Annual labour cost impact
If salaries are not reduced when hours fall
—
Percentage increase in labour costs
Relative to the current total payroll
—
Equivalent in new hires
—
Number of full-time employees (37.5h) needed to cover the reduced hours
Adaptation options
Internal redistribution
—
Additional hiring
—
Digitalisation and automation
Review labour-intensive processes to automate repetitive tasks and offset the reduction without impacting productivity.
Methodology note: This simulator does not include employer Social Security contributions (approximately an additional 30–32% on top of the gross salary). The real impact may be up to 30% higher than shown. Consult our labour law team for a full analysis.
This calculator is for guidance only. Consult a professional for personalized analysis.
The reduction to 37.5 hours in 2026
Legal framework: Working Hours Reduction Act
The reform of Article 34 of the Workers' Statute establishes that the maximum ordinary working week is 37.5 hours calculated on an annual basis. The Act entered into force in 2025 with a phased transitional period: companies with more than 50 employees were required to adapt their schedules before 1 January 2025, and SMEs had until 31 December 2025. In 2026 the rule is fully enforceable for all companies.
Transitional periods and exceptions
The Act provides for certain exceptions and adjustments: collective agreements may establish irregular distribution of working hours, provided that the annual average respects the 37.5-hour limit. Sectors with specific needs — healthcare, essential services, hospitality — can negotiate flexibility arrangements through collective bargaining. Under no circumstances may salaries be reduced as a result of the reduction in working hours.
Mandatory working hours register
Since the reform, the working hours register is not merely advisable but mandatory and enforceable by the Labour Inspectorate. Companies must implement a reliable recording system — digital or paper — that captures start time, finish time and rest breaks. Non-compliance can result in penalties ranging from €625 to €6,250 per infringement. BMC assists with implementing compliant time-tracking systems.
Real impact on Spanish businesses
According to sector studies, approximately 40% of employees currently on a 40-hour week will be directly affected by the reduction. The most impacted sectors are industry, distribution and labour-intensive services. However, many technology and professional services companies had already adopted schedules of 37.5 hours or fewer, so the actual impact is uneven across sectors.
To adapt your company to the new regulations in an orderly and efficient manner, see our Employment Law and Human Resources service.
Adapt your company to the new 37.5-hour working week
Our labour law advisors will analyse the specific impact on your workforce, review applicable collective agreements and design an adaptation plan that minimises cost and ensures full regulatory compliance.