Employer of record services in Spain

Grow your team in Spain without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.

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Quickly & easily employ in Spain without an entity

Need to hire in Spain so without setting up a local entity? An Employer of Record (EOR) lets you employ people legally, quickly, and without the cost or complexity of opening a subsidiary. We handle compliance, payroll, and HR admin — so you avoid misclassification risk, stay on the right side of Spain’s strict employment laws, and get your team onboarded and paid without delays.

Entity-free employment

Seamlessly employ in Spain and 179 other countries without needing to set up an entity.

Stay compliant

Using an EOR ensures compliance with changing tax, labor and payroll laws.

Dedicated support

Get instant answers all your employment questions, with access to a named account manager just a phone call away.

Sync with your HR systems

Effortlessly sync your employees data for attendance, leave, onboarding, and benefits systems via our dedicated API. Easily setup by our hands-on onboarding team.

“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”

Director of Research Operations,

“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”

Chief Human Resources Officer,

“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”

Senior Manager, Human Resources ,

Employing in Spain made simple

Growing your workforce in Spain doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.

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Global Employee Cost Calculator

Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.

Employment Cost Calculator

*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expert

Spain

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More than an Employer of Record.

Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.

Market Selection Advisory

Compare available talent, compensation, additional costs and regulations across different countries

Salary Benchmarking

Identify and prioritize markets for growth based on talent, cost & regulations

Global Skills Analysis

Map skill availability by region to align talent strategies with business goals..

Talent Acquisition

Find, hire & onboard the highly skilled team members you need in each locality.

Talent Strategy Optimization

Optimize your talent strategy to enable your organization to achieve it’s global ambitions.

Global Benefits Review

Benchmark your global benefits to boost employee retention.

Frequently
asked questions

Yes. We manage Social Security (Seguridad Social) contributions, which run at roughly 30% of gross salary for the employer, along with IRPF income tax withholding. Many Spanish employment contracts also include 14 payments a year rather than 12, with two extra payments (pagas extraordinarias) in summer and at Christmas, either paid separately or prorated monthly, and we apply the correct sector-level convenio colectivo (collective bargaining agreement), which often sets minimum pay and conditions.

Private health insurance is the most commonly cited differentiator in Spain, since it substantially shortens specialist wait times compared with the public system, alongside meal vouchers (often via a ‘tarjeta restaurante’), and life or accident insurance. The applicable convenio colectivo may also mandate specific benefits, so checking the sector agreement is a necessary step before finalizing an offer.

Notice periods vary by contract type and the applicable convenio colectivo, but 15 days is common for objective dismissals. Unfair dismissal severance is calculated at roughly 33 days’ salary per year of service, capped at 24 months’ pay, while fair objective dismissal is compensated at around 20 days per year, capped at 12 months. Spain’s dismissal rules are detailed enough that getting the classification of the dismissal right at the outset materially affects cost and risk.

An EOR can typically onboard within one to two weeks for Social Security registration and contract issuance, compared with the several weeks to a couple of months needed to incorporate a Spanish entity (such as an SL) and register with the tax authority and Social Security as an employer. For a first Spanish hire, this is usually the more efficient route.

Spain’s employment framework combines high social contribution costs with sector-specific collective bargaining agreements and a detailed dismissal cost structure, all of which require local expertise to get right. An EOR takes on that compliance burden and liability, letting you hire in Spain quickly without incorporation costs or an in-country payroll and legal function.