In Spain, we are used to receiving our salary at the end of the month, which often marks our consumption cycles. This formula, however, is not the same in all countries. In several Latin American states, the use of the fortnight is common, receiving the proportional salary every fifteen days, and in some markets such as the United States and the United Kingdom it is beginning to stipulate with the salary on demand. That is, that the worker can obtain his salary for the days worked.
According to Wagestream, an application from London that promotes this type of payment, 67% of Spanish employees would prefer to have access to their salary in real time without waiting for the end of the month.
The study by also shows that the concept of salary in real time is still not very widespread in Spain, so much so that only 10% of the participants know it well, 15% have heard of it, but do not know what it exactly consists of and up to 74% had never heard of it.
However, in Spain the payroll is officially given.
Request a payroll advance: a labor right
According to the Workers’ Statute, if an employee needs liquidity, they can ask the employer for an advance on the payroll. Of course, with some caveats. The amount will be a percentage of the work carried out that month.
For example, if we request it on the 15th, we would be entitled to 50% of the advance. That we have the right does not mean that it is granted to us automatically, since it will depend on the liquidity of the company itself, but the worker should not be afraid to raise it.
“The worker and, with his authorization, his legal representatives, will have the right to receive, before the day indicated for payment arrives, advances on account of the work already carried out”, it is collected in his .
Now, how to ask for something that is not usually very common and that can denote some financial insecurity?
Knowing the possible company policies in this regard can be a good starting point. Perhaps it is something already established and common. Look for this information in the employee manual, through human resources or by asking a superior in the company directly. Making sure that the reason you are applying is considered valid by the company and that they follow any specific protocol is also important.
Explaining if we consider it why we need it honestly is the most advisable, and it is recommended to put the request in writing even if it is not 100% necessary. One way or another, it is important to keep in mind that this salary flexibility is increasingly the order of the day.
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