Spain Employer of Record
Hiring in Spain
In Spain, employment is regulated primarily by the Statute of Workers, which provides for strong worker protections and requires great attention to detail for employers. Collective bargaining agreements, known as the convenio colectivo, regulate labor standards by job type like legal salary range, working hours and vacation days, and they have a big impact on the terms and conditions of employees at work.
Since employment in Spain is highly regulated, compliant employment contracts are an essential business need. As your employer of record and PEO in Spain, we can ensure that every contract, for every worker, meets all requirements. We can also provide you with guidance about cultural norms and hiring best practices and keep you up-to-date with employment regulations as they change.
Employment contracts in Spain
- Minimum wage is €1,125.80 per month as of May 2022
- Collective agreements may regulate the legal salary range
- Severance compensation equal to 33 days of salary for each consecutive year of employment up to 24 months or reinstatement
- Six hours of paid leave per week during the advance notice period in order to find a new job
Employee benefits and paid leave in Spain
When negotiating terms of an employment contract with a candidate in Spain, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.
Pregnant employees are entitled to 16 weeks of maternity leave and two extra weeks per child if there are multiple births. The social security system pays 100% of the employee’s social security contribution base during maternity leave.
Employees can request a suspension of their employment contract for up to 15 months to provide child care, and employers must reserve their position until they return.
Employees are entitled to a minimum of 30 days annual paid leave, which can be increased by collective agreements or individual employment contracts.
If an employee’s holiday period coincides with a temporary disability like pregnancy, childbirth or breastfeeding, the employee is entitled to take paid vacation at another time within the same year.
Eight holidays are observed nationwide:
- New Year’s Day
- Good Friday
- International Workers’ Day
- Feast of the Assumption
- Spanish National Day
- All Saints’ Day
- Spanish Constitution Day
- Christmas Day
Employees are entitled to 14 public holidays per year, including all eight national holidays plus four regional and two local holidays. The Spanish government may elect to observe holidays that fall on a weekend the following Monday.
In the event of occupational illness or accident, the social security system pays 75% of the employee’s monthly compensation beginning on the second day of absence.
With illness or injury not related to work, employees are entitled to 60% of their monthly wages beginning on the fourth day of absence. Benefits equal to 60% of the monthly salary are paid by the employer from days four through 15 and by the social security system for days 16-20. Beginning on day 21, benefits go up to 75% of monthly wages and are paid by the social security system.
Collective agreements may provide additional benefits, which require the employer to pay the difference between social security allowance and the employee’s salary.
Health insurance for Spanish employees is funded by social security, but some professionals, especially executive employees, often request supplementary health and life insurance or an allowance in lieu of additional coverage.
As your employer of record in Spain, we may be able to provide optional supplementary medical insurance coverage for professionals and their dependents at a more cost-effective rate.
In addition to medical care, the Spanish social security system funds numerous benefits, like workers’ compensation, hospitalization, retirement pensions, disability payments and unemployment compensation.
Employer social costs will cover a large portion of employee benefits in Spain, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance, if needed.
Employee onboarding with an employer of record in Spain
- Schedule a welcome call to discuss HR and employment information for Spain, as well as answer any questions
- Prepare a customized employment contract in English and in Spanish (or other local language)
- Share the employment contract and benefits information with the new employee for signature and review
- Gather tax and banking information from the employee to set up payroll
- Provide a local point of contact to the employee to answer any questions regarding their employment, local HR or payroll
Partner with Safeguard Global as your Spain employer of record and PEO
The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.
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