Skip to main content
Looking for help? Contact our Help & Support Team
Spain

How to Hire Workers in Spain | Employer of Record (EOR) in Spain

Expand your business into Spain with confidence using our Employer of Record (EOR) services. We handle all aspects of local employment, including payroll, benefits, and compliance with Spanish labor laws. Our personalized approach ensures that your business operations in Spain run smoothly, giving you peace of mind as you grow your presence in this dynamic market.

Country Hiring Guides:
HR Best Practices in 99+ Countries

Spain, known for its rich history, vibrant culture, and strong economy, is an attractive destination for businesses looking to expand internationally. TCWGlobal serves as your trusted partner in navigating the complexities of hiring in Spain, offering comprehensive solutions for building your contingent workforce.

With a population of over 47 million people, Spain boasts a skilled and educated workforce. From the historic streets of Barcelona to the bustling markets of Madrid, the country offers a unique blend of culture and opportunity.

When expanding your business into Spain, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, minimizing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services tailored to your specific needs. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to supporting you.

Partnering with TCWGlobal guarantees a seamless and successful expansion into Spain. Our expertise and local knowledge make us the ideal partner for businesses looking to establish a contingent workforce in this dynamic market.
Worker Classifications

Aside from the distinction between a worker and an independent consultant, there are no official subcategories of workers in Spain.

Fixed-Term Contracts

In Spain, fixed-term contracts must be for a reason permitted by law. Those reasons can include work for a specific project, when there is an excess of work/orders, or for filling a temporarily open position (for example, when someone goes on maternity leave). The maximum length of the contract depends on the reason for it. Fixed-term contracts can generally only be renewed once. Workers are entitled to severance of 12 days of salary per year of service at the end of a fixed-term contract. If the Worker continues working after the end of the fixed term, then the contract is automatically converted to an indefinite agreement. 

Probationary Periods

Probationary periods in Spain generally cannot be longer than three months. During a probationary period, no notice or severance is required to terminate an employment contract.

Holidays

In Spain, Workers recognize 14 national bank holidays as well as various regional holidays.2024:New Year's Day - January 1Epiphany - January 6 Good Friday - March 29Labour Day - May 1Assumption of Mary - August 15 Fiesta Nacional de Espana - October 12All Saints' Day - November 1 Constitution Day - December 6 Christmas Day - December 25 

Vacation

Full-time Workers are entitled to at least 30 calendar/22 working days of paid vacation per year. Generally, leave must be taken within the calendar year that it is earned. Accrued but unused vacation must be paid out at the time of a termination.

Sick Leave

Workers are entitled to paid time off for illness and various other life events, which is generally compensated by the Spanish Social Security System.

Working Hours

A regular workweek is 40 hours per week. Workers must receive a minimum of 12 hours rest between the end of one workday and the beginning of the next.

Overtime

Workers must not exceed an annual average of 40 hours per week.

Mandatory Bonuses

13th month in June, 14th month in December; paid within the 15 and 20th of each month

Termination

Unless on a fixed term agreement or in cases of serious misconduct, Workers must be given advanced written notice prior to terminations or pay in lieu. The amount of written notice required is generally 15 days and must be accompanied by an objectively reasonable justification as well as severance compensation generally equal to 20 days of pay per year of service up to a maximum of one year. Client agrees to abide by local law in instructing the termination of Workers.

Resignation

A worker that has worked for less than two (2) years must provide at least 30 days notice to resign. Workers that have worked for two (2) or more years, must provide at least 60 days notice to resign.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.