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Search Salaries > Head Of Legal > Sevilla
Job Description
How much does a Head Of Legal in Sevilla ?

The base salary for a Head Of Legal in Sevilla is 60000
Also known as: Legal Head.

60000

Median Base Salary (Percentile 50)
52 observations
(Updated: 12 May 2024)

Confidence

Excellent

Avg. Bonus per year

9000 €

Of avg. Stock options

9000 €
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Salary Table

A Head Of Legal earns register to see pay in Sevilla, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Experience Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

56%

Female

43%

Benefits

There are statutory benefits associated with a Head Of Legal in Sevilla according to ...

Most Common Benefits

Competitive advantages associated with a Head Of Legal in Sevilla
Cutting Edge Technology | 150€ annually
Spain's commitment to cutting-edge technology yields numerous benefits, propelling innovation and economic growth. By adopting the latest advancements, businesses can boost productivity and compete globally. This technological integration is crucial for developing smart cities, advancing renewable energy, and transforming healthcare with telemedicine and AI diagnostics. It also empowers educational institutions with modern tools, preparing students for future careers. This not only attracts international investment but also enhances citizens' quality of life, positioning Spain as a digital transformation leader. Moreover, by fostering a dynamic tech ecosystem, Spain can address societal challenges, promote sustainability, and ensure economic resilience, securing a prosperous future for its citizens. Through strategic investments in technology, Spain is poised to lead in various sectors, from agriculture to manufacturing, while supporting startups and fostering innovation hubs that drive digital entrepreneurship and creativity.
Health Insurance | 1200€ annually
In Spain, the employee health insurance benefit provides robust and comprehensive coverage, prioritizing the well-being and health of all staff members. This extensive plan grants access to a vast network of healthcare providers, covering a range of services including general practitioner visits, specialist consultations, hospitalization, and emergency care. Preventive services, such as vaccinations and screenings, are integral, promoting overall health and facilitating early detection of potential health issues. Additionally, the plan often includes dental and vision care, mental health support, and wellness programs, ensuring a holistic approach to employee health. Further benefits may encompass maternity and pediatric care, physiotherapy, and alternative therapies, offering a well-rounded package that supports employees in maintaining a healthy work-life balance and enhancing their quality of life.

Side Benefits to attract & retain talent

Additional perks for a Head Of Legal in Sevilla
Work From Home
Work-Life Balance
Parental Leave
Disability Leave
Great Team
Casual Dress Code
Flat Hierarchy
Flexible Working Hours
Cutting Edge Technology

Statutory Benefits

Mandatory benefits in Sevilla
The minimum wage in Spain is a legally mandated benefit that ensures employees receive a baseline salary for their work. As of 2023, the minimum wage is set at a monthly rate of EUR 1,080 for full-time workers. This policy aims to protect workers from exploitation and ensure a standard of living. The data is sourced from the Spanish Ministry of Labour and Social Economy.
Paternity leave in Spain provides fathers with 16 weeks of paid leave, which is fully compensated by the social security system. This benefit supports the involvement of fathers in early childcare and promotes gender equality. The data is sourced from the Spanish Social Security Administration.
Employers in Spain are required to contribute to the social security system, which covers various benefits such as healthcare, pensions, and unemployment. The employer contribution is approximately 29.9% of the employee’s gross salary. This ensures a comprehensive social safety net for all workers. The data is sourced from the Spanish Social Security Administration.
Prestación por Desempleo,
Employers in Spain must provide occupational accident insurance to cover employees in case of work-related accidents or illnesses. This insurance covers medical expenses and compensation for lost wages. The cost is borne by the employer, ensuring that employees are protected in the event of workplace incidents. The data is sourced from the Spanish Social Security Administration.
In Spain, maternity leave is a robust benefit aimed at supporting new mothers during the vital postpartum period. It offers 16 weeks of paid leave, enabling mothers to recuperate and bond with their newborns. This leave can be extended in instances of multiple births, adoption, or if the child has a disability. Funded through social security, it ensures mothers receive their full salary. Furthermore, the leave can be transferred to the father, encouraging gender equality and shared parenting. The policy underscores the importance of family well-being, allowing parents to focus on their child's early development without financial strain.
Spain has a set of national public holidays where employees are entitled to paid time off. There are 14 public holidays per year, which may vary slightly by region. These days are provided to celebrate national, regional, and local events. The data is sourced from the Spanish Government.
In Spain, it is customary for employees to receive 14 payments in a year. These include the regular 12 monthly salaries plus two additional payments, often in July and December. This structure is designed to provide extra financial support during holiday periods. The data is provided by the Spanish Workers’ Statute.
In Spain, employees are legally entitled to a minimum of 30 calendar days of paid annual leave each year, as stipulated by the Spanish Workers' Statute. This entitlement is designed to ensure that employees have sufficient time to rest, rejuvenate, and maintain a healthy work-life balance. The leave is mandatory and cannot be replaced by financial compensation, emphasizing the importance of downtime. Employers and employees can negotiate additional leave days, but the statutory minimum must always be respected.
In Spain, employees are entitled to sick leave benefits funded by the social security system. When an employee is unable to work due to illness or injury, they receive a portion of their salary as financial support. The compensation begins at 60% of the employee's regular salary from the 4th to the 20th day of sick leave. From the 21st day onwards, this amount increases to 75%. This system ensures that employees have financial security during periods of illness, allowing them to focus on recovery without the added stress of income loss.
In Spain, the Retirement Pension system serves as a crucial component of the country's social security framework, designed to provide financial stability to individuals who have reached the statutory retirement age, which is gradually being increased to 67 years. The pension amount is determined by considering several factors, including the retiree's contribution history, average earnings throughout their career, and the total number of years they have contributed to the social security system. This system aims to ensure that retirees maintain a dignified standard of living, with pension benefits adjusted annually to account for inflation. Furthermore, there are specific provisions to offer additional support to individuals with lower lifetime earnings, thereby helping to mitigate poverty among the elderly population. As a cornerstone of Spain's commitment to social welfare, the retirement pension system not only reflects the country's dedication to economic stability for its aging population but also underscores the importance of reducing income inequality and ensuring a secure future for all citizens.
In Spain, overtime compensation is governed by the Workers' Statute, which mandates that any hours worked beyond the standard workweek must be compensated with either additional pay or equivalent time off. The standard overtime pay rate is at least 1.75 times the regular hourly wage, although collective bargaining agreements may stipulate higher rates. Employers and employees can mutually agree on the form of compensation, ensuring flexibility while adhering to statutory requirements.
Taxes & Payrolls

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