---
title: "Spain"
id: "11731"
type: "global-payroll"
slug: "spain"
published_at: "2025-08-03T10:46:20+00:00"
modified_at: "2026-09-23T15:27:48+00:00"
url: "https://topsourceworldwide.com/global-payroll/spain/"
markdown_url: "https://topsourceworldwide.com/global-payroll/spain.md"
taxonomy_continent:
  - "Europe"
---

# Payroll Services in Spain

Fully managed Spanish payroll – social security calculated on the capped base and filed through SILTRA every month, the convenio colectivo that binds you identified and applied, the two pagas extraordinarias handled properly, and IRPF withheld and reconciled, with a named specialist a phone call away.

Run through your own Spanish entity, with your global view consolidated in Portico.

[Get in touch](https://topsourceworldwide.com/contact-us/)

TopSource rated 5/5 by our customers

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[Read reviews](#testimonials)

## What Spanish payroll actually involves

Spanish payroll has a reputation for being difficult, and the reason is specific: the statute is only half of it. The Estatuto de los Trabajadores sets the floor, and then a collective agreement you never signed sets your actual pay tables, your actual annual hours and your actual sick-pay liability. Add fourteen payments a year instead of twelve, employer contributions that stop at €61,214, income tax scales that differ by autonomous community and are separate systems entirely in the Basque Country and Navarra, and a working-time register that has to be produced on demand – and precision matters more than volume. In 2026 there is an added complication: three of the year’s rules arrived late and applied retroactively.

### Contributions that stop at €61,214

Spain is one of the few countries where employer social security is capped. Contributions run at roughly 32% of gross salary up to a base máxima of €5,101.20 per month – €61,214.40 a year – and above that only the solidarity contribution applies, at 0.96% to 1.22% for the employer. The effective employer rate therefore falls from 32% on a €45,000 salary to about 20% on €100,000. We model it properly, so your Spanish hiring budget is built on the real number.

### The convenio decides more than the contract

More than 2,700 collective agreements carry economic effects in 2026, covering over 8.6 million workers. The convenio that matches your activity and location binds you automatically – no signature, no membership required – and sets pay tables well above the minimum wage, annual hours, extra payments, seniority and sick-pay top-ups. We identify your convenio, classify every employee against its professional groups, and apply its tables each time they are renegotiated.

### Fourteen payments, not twelve

Spanish employees receive two statutory pagas extraordinarias on top of twelve monthly salaries, usually in June or July and at Christmas. Prorating them across twelve payments is lawful only where the convenio permits it – where the convenio forbids it, the prorated amounts count as ordinary salary and the pagas are still owed. It is one of the most expensive mistakes a foreign employer makes in Spain, and we check it before your first pay run.

### Sick pay that lands on you from day four

For ordinary illness the employee receives nothing for the first three days. Days 4 to 15 are paid at 60% of the base reguladora by the employer, at its own cost and not reclaimable. Only from day 16 does Social Security take over. Most convenios then require the employer to top the benefit up, often to 100%. We calculate the split, run the pago delegado offset against your contributions, and apply your convenio’s top-up.

### Every hour recorded, every day

Since 2019 every employer in Spain must record the start and finish time of every worker, every day, keep the records for four years and produce them to the Inspección de Trabajo on request. Fines run to €7,500 per workplace, and far higher where unpaid overtime is found behind a missing register. We keep the register aligned with the payroll so the two never contradict each other.

## Our Partners Globally

## Calculate Your Employee Costs in Spain

Enter a gross salary to see the full monthly cost of a Spanish employee – employer social security, the two extra payments and the contribution cap all reflected in your total spend per employee.

##### Employment Cost Calculator

*Indicative figures only and not definitive legal advice. Local regulations change frequently. [Consult an expert](/contact-us/)

##### Spain

  Annually Monthly

|  | British Pound | Spain |
| --- | --- | --- |
| Base Salary (per month) |  |  |
| Employer Contributions |  |  |
| Total Cost (Annual) |  |  |
| Total Cost (Monthly) |  |  |

Employer of Record services in [Learn more](#)
Payroll Outsourcing in [Learn more](#)

## Know your Spanish employment costs before you commit

Tell us the role, the salary and where in Spain the person will work – we’ll send back the full employer cost with the right convenio applied and the contribution cap taken into account, within one business day.

[Get a Custom Payroll Quote](https://topsourceworldwide.com/contact-us/)

> “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 ,

## Employer Costs in Spain Explained

Employer social security in Spain is roughly 32% of gross salary for an office role on an indefinite contract in 2026 – 23.60% for common contingencies, 5.50% for unemployment, 0.20% to the wage guarantee fund, 0.60% for professional training, 0.75% for the MEI, plus an occupational accident premium set by your activity, from 1.50% for office work to 7.15% at the top of the tariff. The employee pays 6.50%. The critical detail is that contributions are capped: they are calculated on a base of no more than €5,101.20 a month, €61,214.40 a year, and above that only the solidarity contribution applies. So the effective employer rate falls from 32% on a €45,000 salary to about 20% on €100,000 – Spain is comparatively expensive for junior hires and comparatively cheap for senior ones. On top of contributions sit the two extra payments, the convenio’s pay tables and sick-pay top-up, and 30 calendar days of holiday. Here’s the breakdown.

#### Social security: what 32% buys, and where it stops

For an indefinite full-time contract in 2026 the employer pays 23.60% for contingencias comunes, 5.50% for unemployment, 0.20% to FOGASA, 0.60% for professional training and 0.75% for the MEI – 30.65% before occupational risk. On top sits the AT y EP premium, set by activity: 1.50% for purely office work, around 6.70% for construction, up to 7.15% at the top of the tariff. An office role on an indefinite contract therefore costs about 32.15% of gross salary. A fixed-term contract pays 6.70% for unemployment instead of 5.50%, taking it to roughly 33.35%. The employee pays 6.50%.

Contributions are calculated on a base capped at €5,101.20 per month – up from €4,909.50 in 2025, a 3.9% rise made up of the 2.7% pension revalorisation plus the fixed 1.2 percentage points the 2023 pension reform adds every year to 2050. Above the cap the solidarity contribution applies instead, in three bands: 1.15% total on earnings to 10% above the cap, 1.25% to 50% above it, and 1.46% beyond – of which the employer pays 0.96%, 1.04% and 1.22%. Those bands rise every year to 2045, when they reach 5.50%, 6.00% and 7.00%. The MEI follows the same pattern, from 0.90% in 2026 to 1.20% in 2029.

The change that caught employers out in 2026 was the new AT y EP tariff, rebased from CNAE-2009 to CNAE-2025 and moved into disposición adicional 61ª of the LGSS. Employers that had not notified their CNAE-2025 code to the Tesorería General before 1 January 2026 were automatically assigned the highest rate among their possible codes – and a later notification takes effect only from the following month, with no retroactive correction. If your Spanish entity has never been asked for its CNAE-2025 code, that is worth checking this week.

#### The convenio colectivo: the cost nobody budgets for

A convenio colectivo de eficacia general binds every employer and every worker inside its functional and territorial scope. You do not sign it, join it or opt into it – it applies because of what your business does and where it does it. In 2026 there are more than 2,700 agreements with economic effects, covering over 8.6 million workers, and the average agreed increase for the year is around 3%. Sectoral agreements prevail over company agreements on pay in subcontracting, and ultraactividad means an expired agreement survives while it is renegotiated.

What the convenio sets is most of what a payroll actually costs: minimum pay tables by professional group, almost always well above the statutory minimum wage; annual hours, frequently below the 40-hour statutory week; the number and timing of extra payments; seniority payments; shift, travel and tool allowances; the sick-pay top-up; and often notice and severance terms better than the Estatuto de los Trabajadores.

Applying the wrong one is expensive and there is no good-faith defence, because the applicable agreement is determined objectively by activity rather than by the employer’s choice. Salary shortfalls can be claimed for a year per employee with 10% annual interest, contribution bases are regularised up to four years back with surcharges and interest, and the Inspección de Trabajo can fine €751 to €7,500 – commonly treating each affected employee as a separate infraction. Every downstream figure moves too: extra payments, holiday pay, sick-pay top-up and severance are all calculated off the convenio rate.

#### IRPF: one country, several tax scales

Income tax withholding is progressive and personal. The state scale for 2026 is unchanged – 19% to €12,450, then 24%, 30%, 37%, 45% and 47% above €300,000, as used in the AEAT withholding algorithm. But each autonomous community sets its own half of the scale, so the same salary produces a different net in Madrid and in Valencia, and the Basque provinces of Álava, Bizkaia and Gipuzkoa and the Comunidad Foral de Navarra run entirely separate tax systems under their own economic agreements, with their own scales, their own forms and their own deadlines.

Withholding is set from each employee’s Modelo 145 declaration of personal and family circumstances, remitted on Modelo 111 – quarterly by the 20th of April, July, October and January, or monthly for large companies with prior-year turnover above €6,010,121.04 – and reconciled annually on Modelo 190 in January. Non-residents without a permanent establishment go on Modelo 216 and 296. For 2026 a new deduction of €590.89 keeps employees on the minimum wage out of income tax altogether, tapering away by about €20,000.

For inbound hires there is the régimen especial de trabajadores desplazados – the Beckham Law. It taxes Spanish employment income at 24% up to €600,000 and 47% above it, for the year of relocation plus the following five, provided the employee was not resident in Spain in the previous five tax years. Since the 2022 startups law it also covers remote workers for foreign employers, company directors, qualifying entrepreneurs and highly qualified professionals, and extends to a spouse and children under 25. It is elected on Modelo 149 and declared on Modelo 151 – and it is a genuine recruitment argument for senior international hires, so it is worth knowing before you make the offer, not after.

#### Pay, leave and the 19-week birth leave

The minimum wage for 2026 is €1,221 per month across 14 payments – €17,094 a year – set by Real Decreto 126/2026 and applied retroactively from 1 January. It is a floor that almost no convenio sits on. Holiday is a minimum of 30 calendar days a year, cannot be replaced by payment except on termination, and the employee must know their dates at least two months in advance.

Birth and childcare leave was extended to 19 weeks per parent by Real Decreto-ley 9/2025: six mandatory weeks immediately after the birth, eleven flexible weeks until the child is twelve months, and two paid weeks carved out of the eight-week parental leave, usable until the child is eight. Single-parent families get 32 weeks. It is an individual, non-transferable right per parent, paid at 100% of the base reguladora by the INSS – so no salary from you, but your employer contributions continue. The remaining six weeks of parental leave are unpaid unless the convenio improves them, which is a distinction a great deal of commentary gets wrong.

Then there is the list of paid leaves in article 37.3 of the Estatuto: fifteen calendar days for marriage or registered partnership, five days for the serious illness, hospitalisation or home-rest surgery of a relative to the second degree or a cohabitant needing care, two days for a death and four where travel is required, one day for moving house, an hour a day of nursing leave until the child is nine months, and up to four days where a civil-protection or severe-weather instruction prevents the employee reaching work. Each one is paid, each one has to be recorded, and several were added or extended in the last three years.

#### Ending a contract in Spain

There are three routes and the cost of each is fixed by statute. A despido objetivo – economic, technical, organisational or production grounds, ineptitude or failure to adapt – pays 20 days’ salary per year of service, capped at 12 months, with 15 days’ notice, a written letter stating the cause and the compensation available at the same time. A despido improcedente, meaning one a court finds unjustified, pays 33 days per year capped at 24 months for service after 12 February 2012, and 45 days per year for service before it, with a combined ceiling of 42 months. A despido disciplinario that is upheld pays nothing. A dismissal found null means reinstatement, back pay and possible damages.

Where a dismissal is unfair it is the employer who chooses between paying compensation and reinstating – except for employee representatives, where the employee chooses. Defects in the letter or the process make an otherwise sound dismissal unfair, which is why the paperwork matters more in Spain than the reasoning. The employee has 20 working days to file.

One point to watch. In 2024 the European Committee of Social Rights found that Spain’s capped, tariff-based unfair-dismissal compensation breaches article 24 of the European Social Charter, and the Committee of Ministers has repeated the call for reform. No legislation has followed, and in July 2025 the Tribunal Supremo held that article 24 is not directly applicable, closing off court-awarded top-ups above the statutory tariff. So the numbers above are the numbers – but this is live, and any budget for a multi-year Spanish workforce should assume the tariff may be revisited.

Every exit also needs a finiquito: outstanding salary to the leaving date, the pro rata share of both extra payments, accrued untaken holiday, and any notice or end-of-contract indemnity. Signing it does not waive the employee’s right to claim if they mark it “no conforme”.

## Spanish employer contribution rates, 2026

| Contribution | Employer | Employee | Total | Applies to |
| --- | --- | --- | --- | --- |
| Contingencias comunes | 23.60% | 4.70% | 28.30% | Pensions, common illness, maternity – on the capped base |
| Desempleo – contrato indefinido | 5.50% | 1.55% | 7.05% | Unemployment insurance, indefinite contracts |
| Desempleo – contrato temporal | 6.70% | 1.60% | 8.30% | Fixed-term contracts, full or part time |
| FOGASA | 0.20% | — | 0.20% | Wage guarantee fund |
| Formación profesional | 0.60% | 0.10% | 0.70% | Vocational training |
| MEI | 0.75% | 0.15% | 0.90% | Intergenerational equity mechanism – rises to 1.20% by 2029 |
| AT y EP | By activity | — | By activity | Occupational accident and disease – 1.50% office work, ~6.70% construction, 7.15% maximum |
| Employer total, indefinite office role | ≈ 32.15% | 30.65% fixed plus a 1.50% AT y EP premium |  |  |
| Employee total, indefinite contract | 6.50% | Withheld from gross pay, separate from IRPF |  |  |

### Contribution bases, the cap and the solidarity contribution, 2026

| Item | 2026 figure | Notes |
| --- | --- | --- |
| Base mínima – grupo 1 (graduates, engineers) | €1,989.30 / month | Minimum contribution base by professional group |
| Base mínima – grupos 4 to 7 | €1,424.40 / month | Tracks the minimum wage plus one sixth |
| Base máxima – all groups | €5,101.20 / month (€61,214.40 / year) | Up from €4,909.50 in 2025: 2.7% revalorisation plus a fixed 1.2 points |
| Solidarity contribution – band 1 | 1.15% total (0.96% employer / 0.19% employee) | On monthly pay from €5,101.21 to €5,611.32 |
| Solidarity contribution – band 2 | 1.25% total (1.04% employer / 0.21% employee) | On monthly pay from €5,611.33 to €7,651.80 |
| Solidarity contribution – band 3 | 1.46% total (1.22% employer / 0.24% employee) | On monthly pay above €7,651.80. All three bands rise annually to 2045 |
| Salario mínimo interprofesional | €1,221 / month × 14 pagas = €17,094 / year | Real Decreto 126/2026, retroactive to 1 January 2026 |
| Contratos de muy corta duración (<30 days) | €33.62 one-off | Additional contribution on termination, up from €32.60 |
| Kilometraje, tax exempt | €0.26 / km | Plus justified tolls and parking |
| Dietas, Spain | €26.67 / day without overnight; €53.34 with | Manutención; lodging exempt against receipts |
| Dietas, abroad | €48.08 / day without overnight; €91.35 with | Manutención; lodging exempt against receipts |

Rates are set by Orden PJC/297/2026 and Real Decreto-ley 3/2026, both of which took effect from 1 January 2026 although they were published in the spring. The occupational accident tariff was rebased from CNAE-2009 to CNAE-2025 with effect from 1 January 2026; employers that had not notified their new activity code were assigned the highest applicable rate, correctable only prospectively.

Rates and thresholds shown are for the 2026 calendar year and were verified on 27 August 2026. Spanish contribution rates and the minimum wage are reset annually, sometimes retroactively. This page is general information, not tax or legal advice.

[Get a Custom Payroll Quote](https://topsourceworldwide.com/contact-us/)

## How our Spanish payroll service works

1. Map your setup

We confirm your entity’s CIF, its inscription with the Tesorería General and its código de cuenta de cotización for each province, your CNAE-2025 activity code and the AT y EP premium it produces, which convenio colectivo binds you and which professional groups your roles map to, your Sistema RED authorisation, and your IRPF filing frequency. Those five inputs decide your real Spanish employment cost, and the CNAE-2025 code in particular is one that entities set up before 2026 frequently have wrong.

2. Migrate or onboard

Every employee is registered with the Seguridad Social before their first day – the alta can be filed up to 60 days in advance and late registration is the most heavily fined breach in Spanish payroll. Contracts are registered with the SEPE within 10 days. We collect each employee’s Modelo 145 to set their withholding, classify them against the convenio’s professional groups and pay tables, carry over seniority, holiday and extra-payment accruals, and confirm whether your convenio permits the pagas to be prorated.

3. Run and review

Each month you receive a payroll report for approval before anything is paid – gross to net per employee on the official nómina model showing your own employer contributions, the convenio rate applied, extra-payment and holiday accruals, sick pay split between you and Social Security, and variances flagged. Nothing is paid or filed until you approve it.

4. File, pay and remit

Salaries are paid in euros. The RNT and RLC are transmitted through SILTRA between the 1st and the penultimate working day of the following month, and the contributions are paid by the last calendar day of that month – late payment carries a 10% or 20% surcharge plus interest. IRPF withholding goes out on Modelo 111 and is reconciled on Modelo 190 each January, with Modelo 216 and 296 for non-residents. Altas, bajas and variaciones are filed as they happen, bajas now within six days rather than three.

5. Stay current

Spanish payroll moves on its own calendar and in 2026 it moved more than usual: the minimum wage arrived by royal decree in February and applied retroactively to January, the contribution order was published in March with effect from January, and the accident tariff was rebased entirely. Every year we apply the new minimum wage, the new bases and the new contribution order, reload your convenio’s wage tables when they are renegotiated, re-verify the figures on this page, and brief you on what is coming.

## Why TopSource for Spanish Payroll

TopSource for payroll, Employer of Record or any other of our services represents a simpler, more reliable and transparent option.

We don’t hide fees or sneak price increases. We run Spanish payroll in-house, not brokered to a local gestoría – the same team that transmits your RNT and RLC answers your calls, in English and Spanish. You get a named account manager, one consolidated monthly invoice covering salaries, contributions and fees, and one live Portico view of Spain beside every other country we run for you. Portico syncs with your time-tracking, leave and HR systems via API – set up by our onboarding team, not left to yours. GDPR, SOC 2 and ISO 27001 certified.

[Global Payroll](https://topsourceworldwide.com/global-payroll/)
[Get Started](https://topsourceworldwide.com/contact-us/)

## Other services Accelerating your growth in Spain and beyond

#### TopSource goes far beyond payroll, acting as your end-to-end partner in global workforce management. From Employer of Record (EOR) services and seamless entity setup to localized accountancy and fractional HR support, we cover every aspect of international employment.

### Global Employer of Record (EOR) services

With our Global EOR services, you can hire talent in any country without establishing a legal entity. We handle employment contracts, payroll, benefits, and compliance on your behalf, enabling fast, risk-free global expansion.

### Actionable HR Advisory

On demand access to our fractional and regional HR professionals who understand local laws, cultures, and best practices. Bespoke talent intelligence including salary, business and talent market benchmarking.

### Global entity management

Our global entity management team helps you establish and maintain your corporate entities worldwide. We ensure full compliance with local laws and regulations, streamline administrative processes, and minimize risk — so you can focus on growing your business.

### Accounting

We offer comprehensive accounting solutions tailored to meet your international needs. From bookkeeping and financial reporting to tax filings and audits, our services help you maintain transparency, accuracy, and compliance in every jurisdiction.

## Meet our experts for Spain

Whether you’re entering the market or scaling operations, our specialists provide the insight and guidance you need to succeed in one of the world’s most dynamic and regulated employment landscapes. With TopSource, you’re backed by real experts, every step of the way.

[Our People](https://topsourceworldwide.com/our-people/)

## Beyond a payroll service **A globalization accelerator**

A payroll platform for your employees is just the beginning. We are constantly evaluating your entire organisation to identify compliance issues and ways to accelerate your global growth.

- [Payroll platform](#)
- [Audit](#)
- [Intelligence](#)
- [Advisory](#)

##### Payroll platform

###### Global payroll simplified

Your intuitive hub for paying global teams. Simple, powerful, and designed to scale with you — no complexity, just clarity.

##### Audit

###### Eliminate barriers to growth

Avoid compliance issues across your global workforce and uncover opportunities to improve profitability. On a quarterly basis we’ll help you audit your global talent strategy to ensure it aligns with your business goals.

##### Intelligence

###### Build a data-driven talent strategy

Grow confidently and profitably with access to the latest TopSource insights & data on hiring markets, salary benchmarking & benefits.

##### Advisory

###### Expert guidance that turns complexity into clarity.

Whether you’re managing a global acquisition or entering a new market, you get clear guidance to navigate complex decisions, avoid delays, and accelerate your global expansion.

## Spanish payroll: frequently asked questions

### Do you need a Spanish entity to run payroll, or can TopSource employ for you?

Global Payroll runs through your existing Spanish entity, registered with the Tesorería General de la Seguridad Social and holding a código de cuenta de cotización. If you don’t have an entity yet, our [Employer of Record in Spain](https://topsourceworldwide.com/employer-of-record/spain/)
 employs your people on your behalf, so you can hire before incorporating – and move onto Global Payroll once the entity is live.

### How much does an employee cost above gross salary in Spain?

Employer social security is about 32.15% of gross salary for an office role on an indefinite contract: 23.60% common contingencies, 5.50% unemployment, 0.20% FOGASA, 0.60% professional training, 0.75% MEI, plus a 1.50% occupational accident premium for office work. A fixed-term contract pays 6.70% for unemployment instead of 5.50%, taking it to roughly 33.35%.

The critical detail is the cap. Contributions are calculated on a base of no more than €5,101.20 a month – €61,214.40 a year – and above it only the solidarity contribution applies, at 0.96% to 1.22% for the employer. So the effective employer rate falls from around 32% on a €45,000 salary to about 20% on €100,000: Spain is comparatively expensive for junior hires and comparatively cheap for senior ones.

### What is a convenio colectivo and how do I know which one applies to us?

A convenio colectivo de eficacia general is a collective agreement that binds you automatically, because of what your business does and where it does it. You do not sign it or join it. In 2026 more than 2,700 agreements carry economic effects, covering over 8.6 million workers.

It matters because it sets most of what payroll actually costs: pay tables by professional group that sit well above the minimum wage, annual hours often below the 40-hour week, the number and timing of extra payments, seniority, allowances and the sick-pay top-up. Applying the wrong one has no good-faith defence – the applicable agreement is determined objectively by activity. Shortfalls can be claimed for a year per employee with 10% interest, contribution bases regularised four years back, and the Inspección de Trabajo can fine €751 to €7,500, commonly per employee affected. We identify your convenio before the first pay run.

### What are the pagas extraordinarias, and can we prorate them across twelve months?

Spanish employees receive two statutory extra payments on top of twelve monthly salaries – fourteen payments a year – usually in June or July and at Christmas.

Prorating them across twelve payments is lawful only where your convenio permits it. Where the convenio forbids it, the prorated amounts count as ordinary salary and the two pagas are still owed on top – meaning you pay them twice. It is one of the most expensive mistakes a foreign employer makes in Spain, and it is checked before your first pay run.

### Who pays sick leave in Spain, and from which day?

For ordinary illness the employee receives nothing for the first three days. Days 4 to 15 are paid at 60% of the base reguladora by the employer, at its own cost and not reclaimable from Social Security. From day 16 Social Security takes over, though the payment usually still runs through your payroll as pago delegado and is offset against your contributions.

Most convenios then require the employer to top the benefit up, often to 100% of salary, for a defined period. That top-up is a real and frequently unbudgeted cost, and it is set by your convenio rather than by statute.

### What is the Beckham Law and who qualifies for it?

The régimen especial de trabajadores desplazados taxes Spanish employment income at a flat 24% up to €600,000 and 47% above it, for the year of relocation plus the following five, provided the employee was not resident in Spain in the previous five tax years.

Since the 2022 startups law it also covers remote workers employed by foreign companies, company directors, qualifying entrepreneurs and highly qualified professionals, and it extends to a spouse and children under 25. It is elected on Modelo 149 and declared on Modelo 151. For senior international hires it is a genuine recruitment argument – worth knowing before you make the offer, not after.

### Can you consolidate Spain payroll into our global reporting alongside other markets?

Yes. Spanish extra-payment accruals, the contribution cap and convenio-driven costs, which are easy to under-forecast, are standardised into the same consolidated reporting as your other countries, giving you a clearer, forward-looking view of Spanish labour cost alongside your broader workforce spend.

[Couldn’t find what you were looking for?](/contact-us/)

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[Antigua & Barbuda Capital: St. John’s Currency: East Caribbean dollar (EC$)](https://topsourceworldwide.com/global-payroll/antigua-barbuda/)

[Argentina Capital: Buenos Aires Currency: Peso](https://topsourceworldwide.com/global-payroll/argentina/)

[Armenia Capital: Yerevan Currency: Dram](https://topsourceworldwide.com/global-payroll/armenia/)

[Austria Capital: Vienna Currency: Euro](https://topsourceworldwide.com/global-payroll/austria/)

[Azerbaijan Capital: Baku Currency: Manat](https://topsourceworldwide.com/global-payroll/azerbaijan/)

[Bahamas Capital: Nassau Currency: Bahamian dollar](https://topsourceworldwide.com/global-payroll/bahamas/)

[Bahrain Capital: Manama Currency: Bahraini Dinar](https://topsourceworldwide.com/global-payroll/bahrain/)

[Bangladesh Capital: Dhaka Currency: Taka](https://topsourceworldwide.com/global-payroll/bangladesh/)

[Barbados Capital: Bridgetown Currency: Barbadian dollar](https://topsourceworldwide.com/global-payroll/barbados/)

[Belgium Capital: Brussels Currency: Euro](https://topsourceworldwide.com/global-payroll/belgium/)

[Belize Capital: Belmopan Currency: Belize dollar](https://topsourceworldwide.com/global-payroll/belize/)

[Bhutan Capital: Thimphu Currency: Ngultrum](https://topsourceworldwide.com/global-payroll/bhutan/)

[Bolivia Capital: Sucre & La Paz Currency: Boliviano](https://topsourceworldwide.com/global-payroll/bolivia/)

[Bosnia & Herzegovina Capital: Sarajevo Currency: Convertible Mark](https://topsourceworldwide.com/global-payroll/bosnia-herzegovina/)

[Brunei Capital: Bandar Seri Begawan Currency: Bruneian Dollar](https://topsourceworldwide.com/global-payroll/brunei/)

[Bulgaria Capital: Sofia Currency: Euro](https://topsourceworldwide.com/global-payroll/bulgaria/)

[Burundi Capital: Gitega Currency: Burundian Franc](https://topsourceworldwide.com/global-payroll/burundi/)

[Cambodia Capital: Phnom Penh Currency: Cambodian Riel](https://topsourceworldwide.com/global-payroll/cambodia/)

[Cameroon Capital: Yaoundé Currency: Central African CFA Franc](https://topsourceworldwide.com/global-payroll/cameroon/)

[Chile Capital: Santiago Currency: Chilean Peso](https://topsourceworldwide.com/global-payroll/chile/)

[China Capital: Beijing Currency: Yuan](https://topsourceworldwide.com/global-payroll/china/)

[Colombia Capital: Bogotá Currency: Colombian peso](https://topsourceworldwide.com/global-payroll/colombia/)

[Costa Rica Capital: San José Currency: Costa Rican colón](https://topsourceworldwide.com/global-payroll/costa-rica/)

[Croatia Capital: Zagreb Currency: Euro](https://topsourceworldwide.com/global-payroll/croatia/)

[Cyprus Capital: Nicosia Currency: Euro](https://topsourceworldwide.com/global-payroll/cyprus/)

[Czech Republic Capital: Prague Currency: Czech Republic Koruna (CZK)](https://topsourceworldwide.com/global-payroll/czech-republic/)

[Denmark Capital: Copenhagen Currency: Danish krone](https://topsourceworldwide.com/global-payroll/denmark/)

[Dominica Capital: Roseau Currency: East Caribbean dollar](https://topsourceworldwide.com/global-payroll/dominica/)

[Dominican Republic Capital: Santo Domingo Currency: Dominican peso](https://topsourceworldwide.com/global-payroll/dominican-republic/)

[Ecuador Capital: Quito Currency: United States dollar](https://topsourceworldwide.com/global-payroll/ecuador/)

[Egypt Capital: Cairo Currency: Egyptian pound](https://topsourceworldwide.com/global-payroll/egypt/)

[El Salvador Capital: San Salvador Currency: United States dollar](https://topsourceworldwide.com/global-payroll/el-salvador/)

[Estonia Capital: Tallinn Currency: Euro](https://topsourceworldwide.com/global-payroll/estonia/)

[Eswatini Capital: Mbabane Currency: Swazi lilangeni](https://topsourceworldwide.com/global-payroll/eswatini/)

[Falkland Islands Capital: Stanley Currency: Falkland Islands pound](https://topsourceworldwide.com/global-payroll/fakland-island/)

[Fiji Capital: Suva Currency: Fijian Dollar](https://topsourceworldwide.com/global-payroll/fiji/)

[Finland Capital: Helsinki Currency: Euro](https://topsourceworldwide.com/global-payroll/finland/)

[Georgia Capital: Tbilisi Currency: Lari](https://topsourceworldwide.com/global-payroll/georgia/)

[Ghana Capital: Accra Currency: Ghanaian Cedi](https://topsourceworldwide.com/global-payroll/ghana/)

[Gibraltar Capital: Gibraltar Currency: Gibraltar pound (£)](https://topsourceworldwide.com/global-payroll/gibraltar/)

[Greece Capital: Athens Currency: Euro](https://topsourceworldwide.com/global-payroll/greece/)

[Guam Capital: Hagåtña Currency: United States Dollar](https://topsourceworldwide.com/global-payroll/guam/)

[Guatemala Capital: Guatemala City Currency: Guatemalan quetzal](https://topsourceworldwide.com/global-payroll/guatemala/)

[Guernsey Capital: Saint Peter Port Currency: Guernsey Pound](https://topsourceworldwide.com/global-payroll/guernsey/)

[Guyana Capital: Georgetown Currency: Guyanese dollar](https://topsourceworldwide.com/global-payroll/guyana/)

[Haiti Capital: Port-au-Prince Currency: Haitian gourde](https://topsourceworldwide.com/global-payroll/haiti/)

[Honduras Capital: Tegucigalpa Currency: Honduran lempira](https://topsourceworldwide.com/global-payroll/honduras/)

[Hong Kong Capital: Victoria Currency: Hong Kong Dollar](https://topsourceworldwide.com/global-payroll/hong-kong/)

[Hungary Capital: Budapest Currency: Hungarian Forint](https://topsourceworldwide.com/global-payroll/hungary/)

[Iceland Capital: Reykjavik Currency: Icelandic krona](https://topsourceworldwide.com/global-payroll/iceland/)

[Indonesia Capital: Jakarta Currency: rupiah](https://topsourceworldwide.com/global-payroll/indonesia/)

[Ireland Capital: Dublin Currency: Euro](https://topsourceworldwide.com/global-payroll/ireland/)

[Israel Capital: Jerusalem Currency: New shekel](https://topsourceworldwide.com/global-payroll/israel/)

[Ivory Coast Capital: Yamoussoukro Currency: West African CFA franc](https://topsourceworldwide.com/global-payroll/ivory-coast/)

[Japan Capital: Tokyo Currency: Yen](https://topsourceworldwide.com/global-payroll/japan/)

[Jersey Capital: Saint Helier Currency: Jersey Pound](https://topsourceworldwide.com/global-payroll/jersey/)

[Jordan Capital: Amman Currency: Dinar](https://topsourceworldwide.com/global-payroll/jordan/)

[Kazakhstan Capital: Astana Currency: Tenge](https://topsourceworldwide.com/global-payroll/kazakhstan/)

[Kenya Capital: Nairobi Currency: Kenyan Shilling](https://topsourceworldwide.com/global-payroll/kenya/)

[Kuwait Capital: Kuwait City Currency: Kuwaiti Dinar](https://topsourceworldwide.com/global-payroll/kuwait/)

[Latvia Capital: Riga Currency: Euro](https://topsourceworldwide.com/global-payroll/latvia/)

[Lesotho Capital: Maseru Currency: Lesotho Loti](https://topsourceworldwide.com/global-payroll/lesotho/)

[Liberia Capital: Monrovia Currency: Liberian Dollar](https://topsourceworldwide.com/global-payroll/liberia/)

[Libya Capital: Tripoli Currency: Libyan Dinar](https://topsourceworldwide.com/global-payroll/libya/)

[Liechtenstein Capital: Vaduz Currency: Swiss franc](https://topsourceworldwide.com/global-payroll/liechtenstein/)

[Lithuania Capital: Vilnius Currency: Euro](https://topsourceworldwide.com/global-payroll/lithuania/)

[Luxembourg Capital: Luxembourg Currency: Euro](https://topsourceworldwide.com/global-payroll/luxembourg/)

[Madagascar Capital: Antananarivo Currency: Malagasy Ariary](https://topsourceworldwide.com/global-payroll/madagascar/)

[Malawi Capital: Lilongwe Currency: Malawian Kwacha](https://topsourceworldwide.com/global-payroll/malawi/)

[Malaysia Capital: Kuala Lumpur Currency: Ringgit](https://topsourceworldwide.com/global-payroll/malaysia/)

[Maldives Capital: Male Currency: Rufiyaa](https://topsourceworldwide.com/global-payroll/maldives/)

[Mali Capital: Bamako Currency: West African CFA franc](https://topsourceworldwide.com/global-payroll/mali/)

[Malta Capital: Valletta Currency: Euro](https://topsourceworldwide.com/global-payroll/malta/)

[Mauritania Capital: Nouakchott Currency: Mauritanian Ouguiya](https://topsourceworldwide.com/global-payroll/mauritania/)

[Mauritius Capital: Port Louis Currency: Mauritian Rupee](https://topsourceworldwide.com/global-payroll/mauritius/)

[Monaco Capital: Monaco Currency: Euro](https://topsourceworldwide.com/global-payroll/monaco/)

[Mongolia Capital: Ulaanbaatar Currency: Tögrög](https://topsourceworldwide.com/global-payroll/mongolia/)

[Montenegro Capital: Podgorica Currency: Euro](https://topsourceworldwide.com/global-payroll/montenegro/)

[Morocco Capital: Rabat Currency: Moroccan Dirham](https://topsourceworldwide.com/global-payroll/morocco/)

[Mozambique Capital: Maputo Currency: Mozambique metical](https://topsourceworldwide.com/global-payroll/mozambique/)

[Namibia Capital: Windhoek Currency: Namibian Dollar](https://topsourceworldwide.com/global-payroll/namibia/)

[Nepal Capital: Kathmandu Currency: Rupee](https://topsourceworldwide.com/global-payroll/nepal/)

[New Zealand Capital: Wellington Currency: New Zealand Dollar](https://topsourceworldwide.com/global-payroll/new-zealand/)

[Nicaragua Capital: Managua Currency: Nicaraguan córdoba](https://topsourceworldwide.com/global-payroll/nicaragua/)

[Nigeria Capital: Abuja Currency: Nigerian Naira](https://topsourceworldwide.com/global-payroll/nigeria/)

[Norway Capital: Oslo Currency: Norwegian krone](https://topsourceworldwide.com/global-payroll/norway/)

[Oman Capital: Muscat Currency: Rial](https://topsourceworldwide.com/global-payroll/oman/)

[Pakistan Capital: Islamabad Currency: Pakistani Rupee](https://topsourceworldwide.com/global-payroll/pakistan/)

[Panama Capital: Panama City Currency: Balboa (PAB) and United States dollar (USD)](https://topsourceworldwide.com/global-payroll/panama/)

[Papua New Guinea Capital: Port Moresby Currency: Papua New Guinean Kina](https://topsourceworldwide.com/global-payroll/papua-new-guinea/)

[Paraguay Capital: Asunción Currency: Paraguayan guaraní](https://topsourceworldwide.com/global-payroll/paraguay/)

[Peru Capital: Lima Currency: Peruvian sol](https://topsourceworldwide.com/global-payroll/peru/)

[Philippines Capital: Manila Currency: Peso](https://topsourceworldwide.com/global-payroll/philippines/)

[Portugal Capital: Lisbon Currency: Euro](https://topsourceworldwide.com/global-payroll/portugal/)

[Puerto Rico Capital: San Juan Currency: United States dollar](https://topsourceworldwide.com/global-payroll/puerto-rico/)

[Qatar Capital: Doha Currency: Riyal](https://topsourceworldwide.com/global-payroll/qatar/)

[Romania Capital: Bucharest Currency: Romanian Leu](https://topsourceworldwide.com/global-payroll/romania/)

[Rwanda Capital: Kigali Currency: Rwandan franc](https://topsourceworldwide.com/global-payroll/rwanda/)

[Saint Kitts & Nevis Capital: Basseterre Currency: East Caribbean dollar](https://topsourceworldwide.com/global-payroll/saint-kitts-nevis/)

[Saint Lucia Capital: Castries Currency: East Caribbean dollar](https://topsourceworldwide.com/global-payroll/saint-lucia/)

[Saint Maarten Capital: Philipsburg Currency: Caribbean guilder (Cg)](https://topsourceworldwide.com/global-payroll/st-maarten/)

[Saint Vincent & the Grenadines Capital: Kingstown Currency: East Caribbean dollar](https://topsourceworldwide.com/global-payroll/saint-vincent-the-grenadines/)

[Saipan Capital: Capitol Hill Currency: U.S. Dollar](https://topsourceworldwide.com/global-payroll/saipan/)

[San Marino Capital: City of San Marino Currency: Euro](https://topsourceworldwide.com/global-payroll/san-marino/)

[Saudi Arabia Capital: Riyadh Currency: Riyal](https://topsourceworldwide.com/global-payroll/saudi-arabia/)

[Senegal Capital: Dakar Currency: West African CFA franc](https://topsourceworldwide.com/global-payroll/senegal/)

[Serbia Capital: Belgrade Currency: Serbian dinar](https://topsourceworldwide.com/global-payroll/serbia/)

[Seychelles Capital: Victoria Currency: Seychellois Rupee](https://topsourceworldwide.com/global-payroll/seychelles/)

[Slovakia Capital: Bratislava Currency: Euro](https://topsourceworldwide.com/global-payroll/slovakia/)

[Slovenia Capital: Ljubljana Currency: Euro](https://topsourceworldwide.com/global-payroll/slovenia/)

[Solomon Island Capital: Honiara Currency: Solomon Islands Dollar](https://topsourceworldwide.com/global-payroll/solomon-island/)

[South Korea Capital: Seoul Currency: Won](https://topsourceworldwide.com/global-payroll/south-korea/)

[South Sudan Capital: Juba Currency: South Sudanese Pound](https://topsourceworldwide.com/global-payroll/south-sudan/)

[Sri Lanka Capital: Colombo Currency: Sri Lankan Rupee](https://topsourceworldwide.com/global-payroll/sri-lanka/)

[Sudan Capital: Khartoum Currency: Sudanese Pound](https://topsourceworldwide.com/global-payroll/sudan/)

[Sweden Capital: Stockholm Currency: Swedish krona](https://topsourceworldwide.com/global-payroll/sweden/)

[Taiwan Capital: Taipei Currency: Dollar](https://topsourceworldwide.com/global-payroll/taiwan/)

[Thailand Capital: Bangkok Currency: Thai Baht](https://topsourceworldwide.com/global-payroll/thailand/)

[Trinidad & Tobago Capital: Port of Spain Currency: Trinidad and Tobago dollar](https://topsourceworldwide.com/global-payroll/trinidad-tobago/)

[Tunisia Capital: Tunis Currency: Tunisian Dinar](https://topsourceworldwide.com/global-payroll/tunisia/)

[Uganda Capital: Kampala Currency: Ugandan Shilling](https://topsourceworldwide.com/global-payroll/uganda/)

[US Virgin Island Capital: Charlotte Amalie Currency: Dollar](https://topsourceworldwide.com/global-payroll/us-virgin-island/)

[Venezuela Capital: Caracas Currency: Venezuelan bolívar](https://topsourceworldwide.com/global-payroll/venezuela/)

[Zambia Capital: Lusaka Currency: Zambian Kwacha](https://topsourceworldwide.com/global-payroll/zambia/)

[Zimbabwe Capital: Harare Currency: Zimbabwe Gold (ZiG)](https://topsourceworldwide.com/global-payroll/zimbabwe/)

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