Collective agreement and role classification
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Local employment / Spain
Employer of Record in Spain
A clear plan for your next hire—from employment agreements to payroll and benefits. Tell us about your role and we’ll help you work through the details.
- Discuss the right employment setup for your role
- Understand payroll, benefits and ongoing support
- Review the full cost before you commit
Your next step
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Start with your contact details. We’ll follow up to discuss your role and requirements.
The essentials, in one hiring plan.
Employment setup
Understand the employing entity, contract terms and responsibilities before signing.
Payroll and benefits
Discuss pay cycles, benefits, employee support and the scope of ongoing administration.
A complete cost picture
Separate service fees, salary, employer costs and any setup or exit charges.
Made for your market
Local details.
Better decisions.
Every hiring plan starts with the role and its location. Here’s what to discuss before employing someone in Spain.
Salary structure, pay schedule and benefits
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Working hours, leave and employment terms
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Planning your hire
What to budget and confirm in Spain
For a Spanish hire, start with the role, workplace and applicable convenio colectivo. Then agree the annual salary and its payment schedule. The same annual package can produce different monthly payslips, so a monthly quote alone can obscure the comparison.
Confirm the agreement and role classification
Ask the proposed employer to identify the applicable collective agreement and explain how the role is classified. Request a written salary breakdown and the working-time provisions used for the offer. Check these against the actual duties rather than relying on a job title alone.
Review the legal hiring structure
An “EOR” label does not itself establish that a staffing arrangement is lawful. Spain’s Workers’ Statute restricts the supply of workers. Ask the provider to explain its employing model, any required authorisation and who exercises employer responsibilities for this specific arrangement.
Keep exit obligations visible
Before accepting a proposal, ask how a change in assignment or end of employment is assessed. Request separate explanations of service cancellation, employment procedure and final-pay items. Avoid budgeting from a single generic severance figure without the contract and circumstances.
A worked salary-budget example
Illustration: €42,000 gross annual salary. The first schedule assumes 14 equal instalments; the second assumes the applicable collective agreement permits extra payments to be prorated into 12.
| Annual gross salary · both illustrations | €42,000 |
|---|---|
| 14 equal payments · €42,000 ÷ 14 | €3,000 each |
| 12 prorated payments · €42,000 ÷ 12 | €3,500 each |
| Difference in annual salary | €0 |
This compares salary payment schedules, not total employer cost. Extra-payment amounts and proration depend on the collective agreement; 14 equal payments are an assumption, not a universal requirement. Add applicable employer contributions, benefits and the service fee. Do not add two extra payments again when the quoted annual package already includes them.
BOE · Workers’ Statute, Articles 31 and 43
Request a full employer-cost breakdown →Compare the employment options before choosing a service
Ask for a proposal that explains the arrangement as well as the price. Your team size, planned duration and local activities should guide the decision.
Prepare these details for the hiring proposal
- Workplace, duties and proposed schedule, including any remote-work arrangement.
- Applicable collective agreement and professional classification confirmed by the employer.
- Annual gross salary, extra-payment treatment, benefits and payroll dates.
- Provider instructions for identity, work authorisation and payroll registrations.
- Signed employment terms, onboarding owner and the process for recording leave.
Start with role and company details in your inquiry. The selected provider can request sensitive employee documents through its secure onboarding process.
Questions about hiring in Spain
Does Spain require 14 identical salary payments?
The Workers’ Statute provides two extraordinary payments each year, with their amount set by the collective agreement. That agreement can allow proration into monthly pay. Fourteen identical instalments are therefore an illustrative schedule, not a rule for every employee.
Are 30 days of annual holiday working days?
The statutory minimum is 30 calendar days. Do not compare that directly with a working-day allowance elsewhere without checking the schedule and agreement. Ask the employer to express the contractual entitlement clearly and explain how it is booked.
What should we verify before choosing an EOR arrangement?
Request the employing entity, the legal basis for the proposed model and how responsibilities are divided in practice. Article 43 restricts worker supply, so confirm the arrangement with the provider’s local employment specialist before proceeding.
Sources for this hiring guide
Sources checked 2026-09-05. The examples use stated assumptions; request a role-specific proposal before committing to a budget.
A practical approach
A hiring plan built around Spain
Start with the role, work location and intended start date. An EOR proposal should explain who employs the worker, what payroll and benefits include, and how responsibilities are shared with your business. Review those details before you commit.
Explore hiring options for your business →A straightforward way forward.
1
Share your hiring plan
Tell us about the role, location, team size and intended start date.
2
Review the arrangement
Confirm service availability, the employing entity and the proposed scope.
3
Compare the full proposal
Review costs, contract terms, benefits and support before deciding.
4
Agree the next steps
Set a realistic schedule for documents, onboarding and the first payroll.
Let’s discuss your hiring plan
Ready to hire in Spain? Share your requirements so we can discuss the next steps.
Email: info@spain-eor.com