Andorra (AD)
Andorra is a tiny parliamentary co-principality nestled in the Pyrenees mountains between France and Spain, governed jointly by the French President and the Bishop of Urgell.
Employment Rights
Sick leave, dismissal protection and red flags in Andorra.
Andorran employment law is governed by the Llei de Relacions Laborals (Labour Relations Act) administered by the Departament de Treball i Ocupació. Andorra's labour market is dominated by tourism, retail, and financial services — the economy is highly seasonal, particularly in ski resort areas. The minimum wage (salari mínim interprofessional — SMI) is set annually by the government. Employment contracts must be in writing and registered with the Departament de Treball. Non-EU expats need a work authorisation (autorització de treball) tied to a specific employer. Andorra's labour laws offer solid worker protections broadly comparable to Spain and France, though the regulatory framework is less complex.
Sick leave
Rules: Employees are entitled to paid sick leave covered by CASS from day 1. A medical certificate (baixa laboral) from a CASS-approved doctor is required from the first day of absence.
Doctor note: Day 1 — a medical certificate is required immediately upon falling sick. Contact your CASS-approved GP or HNSM A&E on the first day of illness.
Employer pay: Employer pays full salary for the first 3 days of sick leave. From day 4 onwards: CASS pays 80% of the contribution base. Some employers supplement CASS payment to 100% via company policy.
Long-term: Long-term illness (incapacitat temporal de llarga durada): CASS continues payments for up to 18 months. After 18 months, disability benefit assessment initiated.
Dismissal protection
Law: Employees protected against unfair dismissal after probation. Dismissal must be justified with documented reasons (disciplinary, economic, or technical grounds). Unfair dismissal (acomiadament improcedent): employee entitled to severance of 30 days' salary per year of service (maximum 12 months' salary). Unjustified dismissal challenged at the Jutjat de Batlles (magistrates court) or through mediation at the Departament de Treball.
Deadline to sue: 20 working days from receipt of dismissal notice to file a challenge at the Departament de Treball or courts.
Probation
Andorran labour law allows a probation period of: up to 6 months for skilled/professional roles; 3 months for standard roles; 1 month for unskilled or seasonal positions. During probation, either party can terminate without notice and without severance. Probation periods must be specified in the employment contract.
Notice periods
By length of service: under 5 years — 15 days notice; 5–10 years — 30 days; over 10 years — 45 days. Employer and employee must both respect notice periods or pay compensation in lieu of notice.
Working time
Max hours: 40 hours per week maximum for full-time employment. Maximum 9 hours per day. Weekly rest: minimum 36 consecutive hours (usually Saturday–Sunday or equivalent).
Min rest: 12 consecutive hours between working days. 30-minute break for shifts over 6 hours.
Overtime: Overtime permitted with employee agreement. Overtime rate: minimum 25% premium over normal hourly rate, or compensatory time off by agreement. Maximum 80 overtime hours per year for standard roles (higher limits in seasonal/tourism sectors by collective agreement).
Vacation
30 calendar days (approximately 4.3 weeks) of paid annual leave per year — one of the most generous in Europe. Minimum 2 weeks must be taken in the summer period (July–August) unless otherwise agreed. Unused vacation carries over for up to 18 months by agreement. Vacation pay: full salary during leave. Holiday accrual begins from day 1 of employment.
Anti-discrimination
Andorran law prohibits discrimination based on sex, origin, nationality, religion, political opinion, trade union membership, language, disability, and sexual orientation in employment. Equal pay principle enshrined in law. Enforcement: Departament de Treball receives complaints. Penalties: fines and mandatory reinstatement for discriminatory dismissal. Andorra is a signatory to the European Convention on Human Rights — anti-discrimination protections are embedded in constitutional and labour law.
Contract red flags
- !No written employment contract — mandatory under Andorran law; insist on it before starting work.
- !Contract not registered with the Departament de Treball — all contracts must be officially registered.
- !Salary paid partially or wholly in cash "off the books" — common in seasonal tourism; creates gaps in CASS contributions and reduces pension/benefit entitlements.
- !Work authorisation (autorització de treball) not obtained for non-EU/EEA workers before starting — both employer and employee face fines.
- !No mention of specific probation period — must be defined; assume none if not stated.
- !Undefined working hours or schedules — Andorran law requires specific hours in the contract.
- !Seasonal contract terms that misclassify long-term workers as temporary to avoid severance obligations.
- !No CASS enrolment confirmation within the first week — your employer must provide evidence of CASS registration.
- !Salary below the SMI (salari mínim interprofessional) — €8.80/hour (€1,525.33/month) from January 2026 (+5.4% increase); applies to all employment regardless of sector.
- !Non-compete clause (clàusula de no-competència) without compensation — Andorran law requires financial compensation for post-employment non-compete restrictions to be enforceable.
- !Accommodation provided without written terms — in ski resort and tourism sectors, accommodation is commonly provided; document all terms (cost deducted from salary, free, notice required to vacate) in writing before starting.
- !Housing and employment linked with no separation clause — if housing is tied to the job, ensure your contract includes a reasonable grace period to vacate (minimum 1 month) upon termination.
Employment Rights
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