The paid leave of 6 hours per week to search for a job after a redundancy that few know about

The Workers' Statute recognises a paid leave of 6 hours per week to search for a job during the notice period of a redundancy, but few request it. We explain how it works and what requirements it entails.

Workers affected by a redundancy have the right to a paid leave of six hours a week to look for new employment during the notice period. This is stated in Article 53.2 of the Workers' Statute, a tool designed to facilitate labour reintegration without salary loss.

Despite its existence, this leave is little known and rarely requested, according to sources from the Ministry of Labour and Social Economy. Many employees are unaware that they can be absent from their position to attend interviews or carry out procedures in public offices without the company deducting any amount from their salary.

The leave only applies in cases of redundancies for economic, technical, organisational or production reasons, as well as in employment regulation files. Disciplinary dismissals and the termination of common temporary contracts are excluded.

To exercise this right, the worker must be in the notice period, which is at least 15 calendar days. During those two weeks, they can use the six hours per week flexibly, although experts recommend notifying in writing the chosen days and time slots to avoid conflicts with the company.

If the contract is part-time, the hours are reduced proportionally to the effective working hours. For example, a worker on a 50% schedule would be entitled to three hours per week.

Company obligations and deadlines

The company must pay those six hours in full as if the employee were working. Any unjustified refusal can be reported to the Labour and Social Security Inspectorate or through legal actions in the social jurisdiction.

In addition to the leave, the redundancy entails a compensation of 20 days per year worked, with a maximum of 12 monthly payments, and must be paid at the time of the written communication of the termination. If the company delays payment, an annual late interest of 4% applies, as established in labour regulations.

It is advisable to keep a detailed record of the actions taken during those free hours. Although the law does not require receipts, having proof can be useful in case the company questions the use of the leave.

This right, although little used, provides relief for those facing a redundancy and needing to quickly find new employment. The key is to know about it and formally request it during the notice period.