Hire employees in Spain without opening an entity.
Employer of Record Spain: compliant payroll, Seguridad Social, Spanish employment laws 2026, NIE/TIE support. Onboard in 2–3 days. No Spanish S.L. required.
Spain is the eurozone's fourth-largest economy and a gateway to Europe, Latin America, and North Africa. Strong services, tourism, tech, logistics, and renewable sectors pair with modern infrastructure and a large talent pool ideal for Employer of Record and Spain payroll outsourcing.
Capital
Madrid
Currency
Euro (EUR)
Languages
Spanish (+ co-official regional)
Population
48M+
Ease of doing business
Strong EU market
Payroll frequency
Monthly
VAT standard rate
21%
Timezone
CET (GMT+1 / +2)
Employer of Record Spain lets you hire Spanish employees without setting up a local company (S.L./S.A.). We become the legal employer; you direct day-to-day work. Perfect when you want to hire in Spain without entity setup.
Global companies entering Southern Europe, startups hiring in Madrid or Barcelona, enterprises with project teams in Spain, and HR teams that need compliant speed without a subsidiary.
Spain combines EU market access, competitive talent in tech and professional services, and strong English in many sectors. Hubs like Madrid, Barcelona, Valencia, and Bilbao host multinationals, scaleups, and R&D.
Employment is governed by the Workers' Statute (Estatuto de los Trabajadores), collective agreements (convenios colectivos), and EU directives. Seguridad Social registration and accurate IRPF withholding are non-negotiable areas where Spain EOR and payroll outsourcing add clear value.
Whether you need payroll-only support or full EOR with immigration coordination, Spain is a strategic base for European and LatAm-facing operations.
We administer statutory social security, healthcare affiliation, and payroll practices including common treatment of extra payments (pagas extraordinarias) through our Spain EOR.
Mandatory registration with the Spanish Social Security system: common contingencies, unemployment, training, and related coverages per applicable bases.
Access to the National Health System (SNS) for affiliated workers and dependents within the rules of each comunidad autónoma.
Contributions toward unemployment benefits and other protective schemes where legally required.
Retirement accrual through contributions; many contracts include extra monthly payments (pagas extraordinarias), often prorated in payroll.
Stay aligned with the Estatuto de los Trabajadores, convenios colectivos, and Seguridad Social rules.
Labour inspections and social security audits can be costly if payroll is wrong. Spain EOR keeps registrations, contributions, and contracts in order.
Balance speed and compliance against building your own Spanish subsidiary.
Speed, compliance, and practical HR support for your Spanish team.
Fast path from agreement to registered employee and payroll.
Seguridad Social, IRPF, convenio awareness, and labour rules built into delivery.
Spanish payroll, mutua, and HR conventions handled by specialists.
We operate as legal employer for your hired staff in Spain.
Compare onboarding, compliance depth, and support not only headline price.
| Feature | Jackson & Frank | Deel / Remote / Papaya |
|---|---|---|
| Onboarding speed | 2–3 days | 5–14 days |
| Spanish entity & SS | Own Spanish entity | Varies |
| Dedicated Spain support | Yes | Often global only |
| Immigration coordination | Full support | Limited or extra |
| Transparent pricing | Included | Often add-ons |
Employment, payroll, and compliance so you can operate in Spain without your own S.L.
Monthly payroll, Seguridad Social (TC1/TC2), IRPF withholdings, pagas extraordinarias prorrata where agreed, payslips, and year-end summaries.
Contract changes, leave, remote-work documentation, and day-to-day HR queries in Spain.
Core statutory benefits, mutual insurance (mutua) coordination where applicable, and aligned extras per policy.
Spanish-compliant contracts and addenda reflecting convenio and company policy.
Labour Inspectorate readiness, TGSS filings, AEAT tax obligations, and employment law updates.
NIE, TIE, and work authorisation support for non-EU hires.
Foreign workers typically need a tax ID (NIF/NIE) and, for non-EU nationals, a foreigner identity card (TIE) linked to authorised residence and work. We coordinate documentation with your hiring timeline.
Depending on nationality and role, hires may need initial work/residence approval before or after entry. We support highly qualified permits, EU Blue Card where eligible, and modifications when circumstances change.
Practical guidance on SS alta, bank, and first nómina so employees land productively in Spain.
Three steps from agreement to payroll.
Sign master service agreement and send employee details and offer terms.
We issue the Spanish contract; employee signs. We complete Seguridad Social registration (alta) and tax setup (NIF/NIE, withholding).
Employee is active and included in the next payroll run.
Payroll, social security, and tax withholding in line with AEAT and TGSS requirements.
Manage your Spain workforce from one place.
View team, documents, and payroll status in one place.
Add, update, and manage Spanish employees and contracts.
Cost reports, headcount, and exports for accounting.
Documentation and processes that stand up to inspection.
Estatuto de los Trabajadores, convenios, working time, and remote-work rules where applicable.
Correct alta/baja in SS, IRPF, and contract types to reduce fines and claims.
Payroll history, contribution bulletins, and HR files for internal or external review.
Compare EOR with incorporating an S.L. or S.A.
| Aspect | Spain EOR | Spanish entity (S.L./S.A.) |
|---|---|---|
| Time to first hire | 2–3 days | Several months |
| Setup cost | Low (monthly fee) | High (notary, legal, accounting) |
| Compliance risk | EOR carries employer duties | You carry full risk |
| Ongoing admin | Handled by EOR | Your team or local advisors |
Spain EOR scales from first hire to large teams.
Reduce falso autónomo risk when engaging Spanish freelancers and autónomos.
Spain actively polices dependent self-employment. We help you structure genuine contractor relationships and document independence.
Leave, termination, national holidays, onboarding, and immigration essentials for Spanish employment laws 2026.
Employees are entitled to a minimum of 30 calendar days of paid holiday per year (often more under convenios colectivos). Holiday dates are agreed between employer and employee, respecting business needs and legal minima. Unused vacation may need to be settled according to law and agreement. Our Spain EOR tracks balances and approvals.
Spain provides statutory maternity and paternity rights (with recent reforms expanding partner leave). Benefits and job protection are coordinated with Seguridad Social. We administer leave notifications and payroll impacts for your team.
Additional parental and family-care leave may be available under law and agreements. Entitlements and pay mechanisms should be checked case by case.
Temporary incapacity due to common illness or accident follows mutua/INSS rules with employer involvement in early phases. Medical certificates and timely reporting are essential. Payroll must reflect subsidised periods correctly.
Useful benchmarks for workforce planning.
2–3 days
Average time to hire (with EOR)
EUR gross/month (annual update)
Minimum wage (SMI)
30 calendar days
Statutory annual leave
14 payments / prorrata
Extra pay (typical)
Spain remains a priority market for EU expansion and nearshore delivery. Spain EOR helps you hire faster while respecting Seguridad Social and labour law.
Quick answers on cost, timeline, legal risks, and contracts for Employer of Record in Spain.
Spain EOR pricing typically includes a monthly management fee per employee plus salary, employer Seguridad Social contributions, and tax withholdings. At Jackson & Frank we offer transparent pricing. Total cost depends on headcount, salary levels, extra pay (pagas extraordinarias) structure, and benefits. Book a demo for a custom quote.