With two different primary contracts, permanent contract and temporary contract, both types must comply with the minimum legal requirements established by the Workers' Statute for workers' rights workers. Temporary contracts in Spain are unique and range from training and learning contracts to contracts for production and replacement needs, and are also entitled to the same rights and benefits as permanent employees. On the date of termination of the employment relationship, temporary workers are entitled to severance pay equal to 12 days of pay per year of work provided for in the contract. (Lamoncloa, section 15.6). However, if the temporary worker exceeds 24 months of total work, not limited to a single position, directly or through a temporary employment agency, then he or she will become a permanent employee (ILO, 4 Royal Decree Law 3/2012). Permanent contracts not only apply to full-time employees but also to part-time employees, who are essentially considered the same apart from the total hours worked in a working week. Permanent contracts are unique in terms of payments; usually these contracts contain 14 or 15 monthly installments. Additional monthly payments are often paid at Christmas, Easter and the holiday season