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 indemnity; the employee may sign "no conforme" (not agreeing with the amount) without losing the right to dispute it, and has the right to be accompanied by a union representative when signing.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
FINAL SETTLEMENT STATEMENT (FINIQUITO)
Employer: Employer name Employee: Employee name, Position Termination date: Termination date. Reason: Reason for termination
1. ⚠️ THIS DOCUMENT IS OWED TO EVERY DEPARTING EMPLOYEE 1.1. A finiquito must be prepared and delivered on termination of the employment relationship, regardless of the reason for leaving.
2. ITEMISED AMOUNTS 2.1. Outstanding salary owed: Outstanding salary owed (salario pendiente) 2.2. Unused holiday pay: Unused holiday pay (vacaciones no disfrutadas) 2.3. Prorated extra payments (pagas extraordinarias): Prorated extra payments (pagas extra prorrata) 2.4. Severance indemnity, if applicable: Severance indemnity, if applicable (indemnización) 2.5. TOTAL: Total amount (total finiquito)
3. RIGHT TO UNION ASSISTANCE 3.1. Union representative assistance note 3.2. ⚠️ The Employer must inform the Employee, in the communication that precedes signature, of this right to be accompanied by a union representative.
4. ACKNOWLEDGEMENT 4.1. Employee acknowledgement 4.2. Signing "no conforme" does NOT waive the Employee's right to later claim any amount they consider outstanding.
Employer ______________ / on behalf of Employer name / Employee ______________ / Employee name / Date: ______________
— — — ⚠️ 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.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
e.g. 20 days/year for despido objetivo, 12 days/year for end of a valid temporary contract
The Employee has the right to be accompanied by a union representative (delegado sindical) when signing
3 of 12 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.