Hiring in Spain
Fronted can employ your people in Spain through our own Spanish entity, or set up and run your own Spanish company (SL) when you want one. Either way, contracts, payroll, Social Security and reporting follow Spanish law, and you have one dedicated contact who knows your team.
- Updated 11/9/2026
- Reviewed by an employment law specialist
- Based on official Spain sources
SpainKey facts
Hiring in Spain at a glance
Facts last checked 11/9/2026
- Currency
- EUR
- Employer contributions
- 30.65%
- Pay frequency
- Monthly
- Notice period
- Objective dismissal requires 15 days' notice, as does the end of a fixed-term contract longer than one year. Notice for resignation follows the collective agreement or local custom.
- Probation
- Must be agreed in writing. Unless the collective agreement says otherwise, up to 6 months for qualified technicians and 2 months for other employees (3 months in companies with fewer than 25 employees). Up to 1 month on fixed-term contracts of up to 6 months.
- Holiday
- At least 30 calendar days of paid leave a year, which cannot be paid out while employment continues. Employees must know their dates at least 2 months ahead. National and regional public holidays are set each year.
- Parental leave
- Birth and childcare leave is paid by Social Security under the Workers' Statute (art. 48). We confirm the current length and pay for each hire.
- Collective agreements
- Sector collective agreements are common in Spain and often set pay, hours and leave above the legal minimum.
- Work permits
- EU and EEA citizens can work without a permit but need an NIE and Social Security registration. Non-EU hires need work authorisation, for example as a highly qualified professional under Law 14/2013.
Ways to hire
Ways to hire in Spain
Each route suits a different situation. None of them is a stopgap - many companies employ in Spain through an EOR for years.
Employer of Record
- When it fits
- You want to hire one or more people in Spain now, without setting up a Spanish company.
- Time to hire
- Days, not months, once you are ready. Non-EU hires need work authorisation first.
- Cost
- €390 per employee/month, plus salary and statutory employer costs at cost.
Your own entity
- When it fits
- You are building a lasting team in Spain and want your own SL.
- Time to hire
- An SL needs a public deed and registration with the Registro Mercantil. The bank account and registrations with Social Security and the tax agency add time before you can hire and invoice.
- Cost
- Minimum share capital of €1, plus notary and registry costs, then ongoing accounting, payroll, annual accounts and corporate tax filings.
Contractor
- When it fits
- The work is genuinely independent and the person runs their own business.
- Time to hire
- Quick to start, but the relationship must not look like employment.
- Cost
- The agreed fee. The contractor handles their own taxes and Social Security.
How Fronted can help
Fronted employs your people in Spain through our own Spanish entity, so you can hire without a local company. When you are ready for your own SL, we set it up and run it, including accounting and payroll. You and every employee get a dedicated contact who knows you.
Employer of Record in Spain
Hire in Spain without an entity. We employ your people and handle contracts, payroll and compliance.
Set up your entity in Spain
When you want your own company in Spain, we set it up and run it - including accounting and payroll.
Global contractor management
Hire and pay contractors compliantly anywhere in the world. We streamline onboarding, invoicing, and payments in one unified platform.
Employer costs
Employer costs in Spain
The example assumes an indefinite contract. Employer contributions cover common contingencies (23.60%), unemployment (5.50%), FOGASA (0.20%), vocational training (0.60%) and MEI (0.75%), charged on a monthly base of up to €5,101.20 in 2026. Work accident cover comes on top, at a rate that depends on the activity. Fixed-term contracts carry a higher unemployment rate. Salaries in Spain are often paid in 14 payments a year, so check how the annual salary is split.
- Gross salary
- 5,000 EUR
- Employer contributions (30.65%)
- 1,533 EUR
- Total monthly employer cost
- 6,533 EUR
Employment contracts in Spain
Since the 2021 labour reform, the default is an indefinite contract. Fixed-term contracts are only allowed for production needs (up to 6 months, extendable to 12 by sector agreement) or to replace an absent employee. Probation must be agreed in writing.
Working hours
Ordinary working time averages at most 40 hours a week over the year, with at most 9 ordinary hours a day unless a collective agreement distributes hours differently. Employees get at least 12 hours' rest between working days and a 15-minute break when the day is longer than 6 hours. Working time must be recorded every day.
Holiday
Employees get at least 30 calendar days of paid leave a year. It cannot be paid out while employment continues, and employees must know their dates at least two months ahead. National and regional public holidays are published each year.
Parental leave
Parents are entitled to birth and childcare leave under the Workers' Statute, paid by Social Security. We confirm the current length and pay for each hire, and collective agreements can add more.
Notice and termination
Dismissal in Spain needs a lawful ground. Objective dismissal requires 15 days' notice and severance of 20 days' pay per year of service, capped at 12 months' pay. Unfair dismissal costs 33 days' pay per year, capped at 24 months. When a fixed-term contract ends, the employee receives 12 days' pay per year.
Work permits
EU and EEA citizens can work in Spain without a permit, but they need an NIE and Social Security registration. Non-EU hires need work authorisation, for example as a highly qualified professional under Law 14/2013. Talk to us about the role and we will tell you what is possible.
Official sources
The official sources this guide is based on.
- Reviewed by
- Lars Smith, Head of Growth
- Updated
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