{"id":10136,"date":"2025-11-13T11:55:17","date_gmt":"2025-11-13T10:55:17","guid":{"rendered":"https:\/\/gmintegrarrhh.com\/?p=10136"},"modified":"2026-04-01T14:20:17","modified_gmt":"2026-04-01T12:20:17","slug":"how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples","status":"publish","type":"post","link":"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/","title":{"rendered":"How to Calculate Accumulated Breastfeeding Leave Step by Step (with Examples)"},"content":{"rendered":"<p>In Spain, the right to breastfeeding leave is recognized by law, but its practical application especially when we talk about <strong>accumulated breastfeeding leave<\/strong> often creates confusion for HR departments.<\/p>\n<p>What exactly does it involve? How is it calculated? And is it the same for every collective agreement?<\/p>\n<p>In this article, we explain step by step how to calculate accumulated breastfeeding leave, with real examples and a summary table at the end.<\/p>\n<p><a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/hr-consulting\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-10287\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18.png\" alt=\"\" width=\"2212\" height=\"453\" srcset=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18.png 2212w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-300x61.png 300w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-1024x210.png 1024w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-768x157.png 768w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-1536x315.png 1536w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-2048x419.png 2048w\" sizes=\"auto, (max-width: 2212px) 100vw, 2212px\" \/><\/a><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#What_Does_the_Law_Say_About_Accumulated_Breastfeeding_Leave\" >What Does the Law Say About Accumulated Breastfeeding Leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#Who_Can_Use_This_Leave\" >Who Can Use This Leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#What_Exactly_Does_%E2%80%9CAccumulated_Breastfeeding_Leave%E2%80%9D_Mean\" >What Exactly Does \u201cAccumulated Breastfeeding Leave\u201d Mean?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#Is_It_Mandatory_to_Offer_Accumulated_Breastfeeding_Leave\" >Is It Mandatory to Offer Accumulated Breastfeeding Leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#How_to_Calculate_Accumulated_Breastfeeding_Leave_Step_by_Step\" >How to Calculate Accumulated Breastfeeding Leave Step by Step<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#1_Determine_the_Eligible_Period\" >1. Determine the Eligible Period<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#2_Calculate_the_Total_Hours\" >2. Calculate the Total Hours<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#3_Convert_the_Hours_into_Full_Working_Days\" >3. Convert the Hours into Full Working Days<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#4_Review_the_Collective_Agreement\" >4. Review the Collective Agreement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#5_Request_It_in_Writing\" >5. Request It in Writing<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#Practical_Example\" >Practical Example<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#Case_with_Part-Time_Schedule\" >Case with Part-Time Schedule<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#What_Happens_If_Both_Parents_Request_It\" >What Happens If Both Parents Request It?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#What_If_the_Company_Does_Not_Apply_It_Correctly\" >What If the Company Does Not Apply It Correctly?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#What_the_HR_Department_Should_Do\" >What the HR Department Should Do<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#Summary_How_to_Calculate_Accumulated_Breastfeeding_Leave\" >Summary: How to Calculate Accumulated Breastfeeding Leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#Frequently_Asked_Questions\" >Frequently Asked Questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/#We_Want_to_Be_Your_HR_Consultancy\" >We Want to Be Your HR Consultancy<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_Does_the_Law_Say_About_Accumulated_Breastfeeding_Leave\"><\/span><strong>What Does the Law Say About Accumulated Breastfeeding Leave?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><a href=\"https:\/\/www.seg-social.es\/wps\/wcm\/connect\/wss\/e71c8da9-175e-47d5-be0f-7a8a73b96d56\/RDL+2-2015+art.37-4+.pdf?MOD=AJPERES\"><strong>Article 37.4 of the Estatuto de los Trabajadores<\/strong><\/a> states that employees have the right to one hour of absence from work for breastfeeding until the child reaches nine months of age.<\/p>\n<p>The law also allows this time to be accumulated into full working days. In other words, all the daily breastfeeding hours can be added up and taken consecutively as paid days off, as long as it is included in the collective agreement or agreed upon with the company.<\/p>\n<p>\u201cQuien ejerza este derecho, por su voluntad, podr\u00e1 sustituirlo por una reducci\u00f3n de su jornada en media hora con la misma finalidad o acumularlo en jornadas completas\u201d.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Who_Can_Use_This_Leave\"><\/span><strong>Who Can Use This Leave?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Either parent can request breastfeeding leave<\/strong>, without distinction.<\/p>\n<p>It applies to births, adoptions, and foster care, as long as the employee is registered with Social Security and works as an employee.<\/p>\n<p>Since the 2019 reform, both parents can use this right simultaneously if they wish.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Exactly_Does_%E2%80%9CAccumulated_Breastfeeding_Leave%E2%80%9D_Mean\"><\/span><strong>What Exactly Does \u201cAccumulated Breastfeeding Leave\u201d Mean?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Accumulated breastfeeding leave consists of adding up all the daily breastfeeding hours<\/strong> (one hour per working day) and taking them all at once in the form of full paid days off.<\/p>\n<p><strong>For example:<\/strong><br \/>\nIf an employee accumulates 180 hours of leave, this would equal about 22 working days, depending on their schedule.<\/p>\n<p>This option is very common because it allows for a continuous period of leave without interrupting the daily work routine.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Is_It_Mandatory_to_Offer_Accumulated_Breastfeeding_Leave\"><\/span><strong>Is It Mandatory to Offer Accumulated Breastfeeding Leave?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>It depends.<br \/>\nThe law does not automatically impose accumulation: it guarantees the right to one daily hour.<\/p>\n<p>However, most collective agreements <strong>do<\/strong> allow accumulation.<br \/>\nIf the agreement is silent, the company and employee can agree on it in writing.<\/p>\n<p>In summary:<\/p>\n<ul>\n<li><strong>If the collective agreement allows it, the company must accept it.<\/strong><\/li>\n<li><strong>If the collective agreement does not mention it, it can be voluntarily agreed.<\/strong><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"How_to_Calculate_Accumulated_Breastfeeding_Leave_Step_by_Step\"><\/span><strong>How to Calculate Accumulated Breastfeeding Leave Step by Step<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Let\u2019s go through the process clearly and logically:<\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Determine_the_Eligible_Period\"><\/span><strong>1. Determine the Eligible Period<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>It is calculated from the date the employee returns to work after maternity or paternity leave until the day the baby turns nine months old.<\/p>\n<p>Example:<\/p>\n<ul>\n<li>Return to work: March 1<\/li>\n<li>Baby turns 9 months: December 1<br \/>\n\u2192 Total period: 9 months (approx. 180 working days)<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"2_Calculate_the_Total_Hours\"><\/span><strong>2. Calculate the Total Hours<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Each working day equals one hour of leave.<\/p>\n<p>180 working days \u00d7 1 hour = <strong>180 accumulated hours<\/strong><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Convert_the_Hours_into_Full_Working_Days\"><\/span><strong>3. Convert the Hours into Full Working Days<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Divide the total hours by the employee\u2019s standard workday:<\/p>\n<p>180 hours \u00f7 8 hours = <strong>22.5 days of accumulated leave<\/strong><\/p>\n<p>In this case, the employee would be entitled to <strong>22 working days<\/strong>.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_Review_the_Collective_Agreement\"><\/span><strong>4. Review the Collective Agreement<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Not all agreements calculate it the same way.<br \/>\nSome set a fixed number of days (e.g., 15 calendar days), while others require calculating working days.<\/p>\n<p>According to the <strong>Supreme Court (2018 ruling)<\/strong>, if the agreement does not specify otherwise, the calculation must be done using <strong>working days<\/strong>, not calendar days.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Request_It_in_Writing\"><\/span><strong>5. Request It in Writing<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The employee must submit the request with enough notice (usually 15 days), indicating:<\/p>\n<ul>\n<li>The chosen modality (accumulated).<\/li>\n<li>The expected start and end dates.<\/li>\n<\/ul>\n<p>The company must respond in writing, either approving or proposing a reasonable adjustment of dates.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Practical_Example\"><\/span><strong>Practical Example<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Let\u2019s imagine an employee who returns on April 10 and whose baby turns nine months on December 10.<\/p>\n<p>Working days: 170<br \/>\nTotal hours: 170 h<br \/>\nWorkday: 8 h\/day<br \/>\nCalculation: 170 \u00f7 8 = <strong>21.25 days<br \/>\n<\/strong>Result: <strong>21 working days of accumulated breastfeeding leave<\/strong><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Case_with_Part-Time_Schedule\"><\/span><strong>Case with Part-Time Schedule<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If the schedule is 4 h\/day:<\/p>\n<p>170 h \u00f7 4 = <strong>42.5 days<\/strong><\/p>\n<p>In this case, the employee enjoys <strong>42 working days<\/strong>, because although the hours are the same, the workday is shorter.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Happens_If_Both_Parents_Request_It\"><\/span><strong>What Happens If Both Parents Request It?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Both parents in the case of birth, adoption, or foster care\u00a0 have the right to breastfeeding leave.<\/p>\n<p>If both are employed, only one can enjoy it individually unless both request it with the same duration and conditions. In that case, the leave can be extended until the child is 12 months old, although from nine months onward, salary will be proportionally reduced, as stated in Article 37.4 of the Estatuto de los Trabajadores.<\/p>\n<p>The company cannot deny the right, but it can coordinate scheduling to maintain proper work organization.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_If_the_Company_Does_Not_Apply_It_Correctly\"><\/span><strong>What If the Company Does Not Apply It Correctly?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The <a href=\"https:\/\/gmintegrarrhh.com\/en\/connecting-human-resources-and-technology-the-gm-integra-rrhh-podcast-2\/\"><strong>Labor Inspectorate<\/strong><\/a> can sanction companies that fail to respect breastfeeding leave or unjustifiably deny it.<\/p>\n<p>Beyond legal risk, it can create internal conflict and damage the company\u2019s reputation regarding work\u2013life balance.<\/p>\n<p><iframe loading=\"lazy\" title=\"Conectando RRHH y Tecnolog\u00eda #2 Inspecci\u00f3n con Ignacio Fern\u00e1ndez, Inspecci\u00f3n de Trabajo de Catalu\u00f1a.\" width=\"1200\" height=\"675\" src=\"https:\/\/www.youtube.com\/embed\/Gve3TMG9hvk?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_the_HR_Department_Should_Do\"><\/span><strong>What the HR Department Should Do<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>HR should:<\/p>\n<ul>\n<li>Review the applicable collective agreement before calculating.<br \/>\nMaintain a standard request and approval form.<br \/>\nClearly communicate the leave dates.<br \/>\nRecord the leave in time tracking and payroll.<\/li>\n<\/ul>\n<p>At GM Integra, we recommend automating the calculation within an HR management system to avoid errors and maintain full documentation traceability.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Summary_How_to_Calculate_Accumulated_Breastfeeding_Leave\"><\/span><strong>Summary: How to Calculate Accumulated Breastfeeding Leave<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>&nbsp;<\/p>\n<table style=\"width: 82.1852%;\" width=\"567\">\n<tbody>\n<tr>\n<td style=\"width: 24.5583%;\" width=\"142\"><strong>Situation<\/strong><\/td>\n<td style=\"width: 18.4839%;\" width=\"142\"><strong>Does Accumulated Leave Apply?<\/strong><\/td>\n<td style=\"width: 30.9861%;\" width=\"142\"><strong>How It\u2019s Calculated<\/strong><\/td>\n<td style=\"width: 92.2261%;\" width=\"142\"><strong>Notes<\/strong><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 24.5583%;\" width=\"142\">Full-time schedule<\/td>\n<td style=\"width: 18.4839%;\" width=\"142\">\u2705 Yes<\/td>\n<td style=\"width: 30.9861%;\" width=\"142\">Working days \u00d7 1h \u00f7 workday (8h)<\/td>\n<td style=\"width: 92.2261%;\" width=\"142\">Normally 20\u201323 days<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 24.5583%;\" width=\"142\">Part-time schedule<\/td>\n<td style=\"width: 18.4839%;\" width=\"142\">\u2705 Yes<\/td>\n<td style=\"width: 30.9861%;\" width=\"142\">More days, same total hours<\/td>\n<td style=\"width: 92.2261%;\" width=\"142\">Days double<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 24.5583%;\" width=\"142\">Agreement with fixed days<\/td>\n<td style=\"width: 18.4839%;\" width=\"142\">\u26a0\ufe0f Review<\/td>\n<td style=\"width: 30.9861%;\" width=\"142\">As stated in the agreement<\/td>\n<td style=\"width: 92.2261%;\" width=\"142\">May set 14\u201315 calendar days<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 24.5583%;\" width=\"142\">No agreement<\/td>\n<td style=\"width: 18.4839%;\" width=\"142\">\u2705 Yes<\/td>\n<td style=\"width: 30.9861%;\" width=\"142\">General legal calculation (working days)<\/td>\n<td style=\"width: 92.2261%;\" width=\"142\">Agree in writing<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 24.5583%;\" width=\"142\">Both parents<\/td>\n<td style=\"width: 18.4839%;\" width=\"142\">\u2705 Yes<\/td>\n<td style=\"width: 30.9861%;\" width=\"142\">Each has their own right<\/td>\n<td style=\"width: 92.2261%;\" width=\"142\">Possible extension to 12 months<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions\"><\/span><strong>Frequently Asked Questions<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul>\n<li><strong>Is accumulated breastfeeding leave paid?<br \/>\n<\/strong>Yes, it is always 100% paid, with no salary reduction.<\/li>\n<li><strong>Can I take it after the baby is 9 months old?<br \/>\n<\/strong>Only if the agreement or a written agreement expressly allows it.<\/li>\n<li><strong>What if I have twins or multiples?<br \/>\n<\/strong>The time doubles: each child generates its own right.<\/li>\n<li><strong>Can I take part of it daily and part accumulated?<br \/>\n<\/strong>Yes, if agreed with the company as long as the total hours are not exceeded.<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"We_Want_to_Be_Your_HR_Consultancy\"><\/span><strong>We Want to Be Your HR Consultancy<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Calculating accumulated breastfeeding leave is not complicated: it\u2019s about adding daily hours and converting them into working days. What does require attention is correctly interpreting the agreement and documenting the process rigorously.<\/p>\n<p>At GM Integra, we are an <a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/hr-consulting\/\"><strong>HR consultancy<\/strong><\/a> specialized in labor management and payroll, helping companies and law firms process these permits with legal security and sensitivity toward work\u2013life balance.<\/p>\n<p>Because the key is not only to comply with the law, but to do so in an organized, human, and worry-free way for the team.<\/p>\n<p><a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/hr-consulting\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-10287\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18.png\" alt=\"\" width=\"2212\" height=\"453\" srcset=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18.png 2212w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-300x61.png 300w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-1024x210.png 1024w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-768x157.png 768w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-1536x315.png 1536w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/11\/Banner-para-WEB-18-2048x419.png 2048w\" sizes=\"auto, (max-width: 2212px) 100vw, 2212px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In Spain, the right to breastfeeding leave is recognized by law, but its practical application especially when we talk about accumulated breastfeeding leave often creates confusion for HR departments. What exactly does it involve? How is it calculated? And is it the same for every collective agreement? In this article, we explain step by step how to calculate accumulated breastfeeding leave, with real examples and a summary table at the end. What Does the Law Say About Accumulated Breastfeeding Leave? Article 37.4 of the Estatuto de los Trabajadores states that employees have the right to one hour of absence from work for breastfeeding until the child reaches nine months of age. The law also allows this time to be accumulated into full working days. In other words, all the daily breastfeeding hours can be added up and taken consecutively as paid days off, as long as it is included in &#8230; <a title=\"How to Calculate Accumulated Breastfeeding Leave Step by Step (with Examples)\" class=\"read-more\" href=\"https:\/\/gmintegrarrhh.com\/en\/how-to-calculate-accumulated-breastfeeding-leave-step-by-step-with-examples\/\" aria-label=\"Read more about How to Calculate Accumulated Breastfeeding Leave Step by Step (with Examples)\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":10166,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-10136","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"acf":[],"_links":{"self":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10136","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/comments?post=10136"}],"version-history":[{"count":2,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10136\/revisions"}],"predecessor-version":[{"id":10288,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10136\/revisions\/10288"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media\/10166"}],"wp:attachment":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media?parent=10136"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/categories?post=10136"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/tags?post=10136"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}