PEO & Employer of Record (EOR) in Spain
Expand Your Business With Our Spain PEO
GlobalPEO delivers a top tier employer of record service for clients that are looking to recruit, hire, and employ foreign employees without first setting up their own entity in Spain.
How it Works: Our Spain PEO & Employer of Record (EOR) hires your candidate with full accordance to local labor laws and cultural customs. Your new local employee(s) will communicate directly with your company and perform all job functions as if they were your own employee. We act as your in-country HR department and handle the entire onboarding, payroll, and benefits process in strict accordance to Spain’s regulations.
Why Choose our Spain PEO?
Spain PEO & Employer of Record
Hire, onboard, and manage employees in Spain simply and efficiently with GlobalPEO. Working with our Spain PEO and Employer of Record solution eliminates the headaches that come with establishing a foreign subsidiary and ensures full legal compliance with local regulations.
#1 - Fast Facts For Hiring in Spain
#2 - Working Hours in Spain
Employees in Spain work a standard 40 hour work week.
#3 - Spain Employment Contracts
Labor laws in Spain are more strict than similar laws in nearby countries. Because of this, it is legally required for employers to provide a detailed, written employment contract which lays out the employee’s benefits, compensation, bonuses, and requirements for lawful termination. All compensation information should be stated in the Euro currency.
#4 - Spain Holidays
Spain employers will almost always provide holiday time off to Spanish employees for the following 10 national holidays:
- New Year’s Day
- Three Kings Day
- Labor Day
- Good Friday
- Assumption Day
- National Day
- All Saints Day
- Constitution Day
- Immaculate Conception Day
- Christmas Day
#5 - Bonus Payments in Spain
While there is no annual bonus requirement in Spain, commission plans and/or quarterly bonuses are common and may be an appropriate benefit to provide your local employees’ in Spain, depending on the industry.
#6 - Employment Benefits in Spain
Employees in Spain are granted 15 days of paid time off for marriage, 2 days in the event of death of an employee’s family member, and a single day for home relocation. These days off include weekends.
Health insurance in Spain is provided publicly and is funded through social security taxes. Employers have the option of providing supplementary health or life insurance to their employees’ as an additional benefit. GlobalPEO can help you navigate the process of providing medical insurance coverage for your employees in Spain.
#7 - Sick Leave in Spain
Spain’s labor laws state that if an employee is temporarily sick and/or unable to work due to an illness or accident, the worker should be granted at least 60% of his or her wages. Under these circumstances, the employer will pay the worker for their temporary sick leave and then the national social security department will reimburse the employer. Periods of leave that exceed 18 months are subject to review by both the employer and social security department.
#8 - Maternity Leave in Spain
Maternity leave for employees in Spain consists of 16 weeks of paid leave, with 6 of those weeks required to be taken following the birth of the child. In order to be eligible to receive full maternity leave, the female employee must be registered with the national social security office and have made social security contributions for at least 180 days over the previous seven years or a total of 360 days over the course of their career.
Spouses are eligible to receive 30 days of Paternity leave, with additional days allowed in the event that there are complications before, during, or after the child’s birth. .
#9 - Laws on Termination & Severance in Spain
While there are varying laws concerning termination depending on the industry in which an employee is working, the general laws for terminating an employment contract include the following reasons:
- mutual agreement for parting ways between the two parties
- employee resignation
- death or serious injury of the worker
- retirement of the worker
- death, retirement or invalidity of the contractor or the end of their legal status
- dismissal on grounds of disciplinary violations
- legal infractions
- any other valid reason for dismissal stated in the employment contract
If an employee feels they have been terminated wrongfully or in an illegal fashion, he or she may contest their termination in front of a labor tribunal.
#10 - Spain's Tax Laws
Companies in Spain pay a social security tax that is equal to 29.9% of an employees salary up to the country’s salary ceiling of 3,596 EUR.
Why Choose GlobalPEO?
Global expansion is a great step for your business – and now it’s easier than ever. Setting up your own entity in each country where you wish to operate can be expensive, complicated, and requires deep knowledge of the specific rules and regulations. Let GlobalPEO take care of everything. From International PEO & EOR, Global Payroll and International Recruiting we deliver our exceptional services at an affordable price.