Elevate contractor onboarding in Spain with Jackson & Frank's platform.
Compliant contracts, invoicing, and classification support for autónomos and professional services without the guesswork.
Engage freelancers and autónomos under Spanish law while managing falso autónomo risk. Ideal when you need flexibility without incorporating an S.L. and a clear route to employment if the role becomes core staff.
Companies hiring Spanish autónomos, agencies, consultants, and project teams in Madrid, Barcelona, Valencia, and remote across Spain especially when testing demand before full employment.
Spanish inspections target economically dependent self-employed workers. Labels on a contract are not enough how work is organised day to day matters.
Jackson & Frank helps you design engagements that match Spanish expectations for genuine independence or transition to employment when that is safer.
Collect contracts, tax IDs, and IVA registration details in a structured flow. Approve engagements before first invoice.
Reduce back-and-forth with Spanish autónomos while keeping finance and legal aligned.
Agreements are reviewed for fit with service relationships: deliverables, invoicing, substitution where possible, and avoidance of exclusive employer-style control.
We coordinate with counsel where needed for high-exposure sectors.
Pay against approved invoices in EUR. Track retenciones (withholdings) where professional fees require IRPF withholding.
Give your contractors predictable payment cycles and clear remittance detail.
Hiring only through invoices without analysis exposes you to falso autónomo findings back Seguridad Social, salary claims, and penalties.
A managed programme documents independence, caps long-term contractor risk, and flags when EOR employment is the compliant choice.
Jackson & Frank bridges both worlds: contractor payments today, Spain EOR tomorrow if your operating model changes.
End-to-end support for compliant non-employee engagements.
Contracts, NIF/NIE checks, and IVA documentation for Spanish autónomos and service providers.
Assess subordination, schedule, and exclusivity factors that trigger employment reclassification.
Service agreements and statements of work aligned with Spanish practice and your risk profile.
EUR payments against compliant invoices; IRPF withholding on professional fees where applicable.
Ongoing review as engagements evolve especially for long-term, full-time-style contractor roles.
Onboard as employees via Spain EOR with contrato de trabajo and Seguridad Social.
Practical trade-offs before you scale contractor headcount.
Stay ahead of labour and tax enforcement on dependent self-employment.
If the worker is organisationally dependent like an employee, SS and wages may be claimed. We stress independence in fact and in contract.
Sector agreements may set minimum pay or classifications that affect how work should be structured.
Long engagements that mirror employment should be reassessed periodically.
Need full employees in Spain?
Learn more about Spain EORCommon questions about contractor management in Spain.
It occurs when someone registered as self-employed (autónomo) is actually in a dependent employment relationship. Authorities and labour inspectors can reclassify the relationship, leading to back Seguridad Social, wages, and penalties. We help structure genuine contractor and autónomo engagements.