Compliantly hire your distributed team members in
Spain
To hire new employees in
Spain
, your business must have a local legal entity or an Employer of Record like Borderless in place already. Then there’s the management of local employment compliance, taxes, benefits, payroll, and more. Hiring contractors poses similar challenges.
Borderless handles all of that for you, so you can focus on getting to work with your new team member in
Spain
while staying fully compliant with local laws and compliance.
Spanish, Catalan
Euro (€, EUR)
Monthly
14 days
30.40%
#53, 50.6
30 days
18 months
16 weeks
In many countries like
Spain
, the treatment of employees and contractors is different. If you misclassify a new team member, you could be subjected to penalties and fines. Let Borderless get this right for you, so you don’t have to worry.
The minimum wage in Spain is €1,125.80 per month.
The standard working week is 40 hours per week, eight hours per day. Employees are not allowed to work more than 80 hours of overtime per year. If an employee works overtime, they are entitled to 175% of their regular pay.
A 13th month bonuses are not mandatory, but customary. It depends on the collective bargaining agreement.
For all Borderless customers, employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
In general, Spanish employers can provide any reasonable reason for terminating an employee. Any dismissal of an employee who has been with the company for more than six months must be "socially justified" by the following:
Employee dismissal without cause for disciplinary reasons, such as theft or any other serious misconduct;
Ordinary dismissal with notice based on economic factors related to production, work organization, business operation, and redundancy.
The statutory notice period for an employer is determined by the reason for dismissal and the collective bargaining agreement that governs the employment contract. The company must provide 15 days prior notice for dismissals due to economic factors related to production, work organization, the proper operation of the business, or structural factors. Employees must generally provide 2-3 weeks' notice when resigning, depending on collective bargaining agreements.
The establishment of a probationary period is not required by Spanish labor law. The applicable CBA specifies the maximum probationary periods that may be agreed upon with employees. It is possible to agree on different probationary periods with employees for the same professional category if there is a justified reason (for example, experience, training, languages, etc.) and provided that you respect the probationary period limits established in the CBA.
Employer non-voluntary dismissal for non-disciplinary reasons: 20 days' pay per year of service (proportional if under one year).
When the world is your competition, it pays to incentivize new hires and existing alike. Borderless benefits packages typically include:
Book your demo of Borderless to help you hire, pay, and take care of new employees and contractors in 170+ countries.
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