Remote’s guide to employing in Spain.
Spanish, Catalan, Basque, Galician
Spain (Spanish: España), officially the Kingdom of Spain (Spanish: Reino de España), is a country in Southwestern Europe with some pockets of territory across the Strait of Gibraltar and the Atlantic Ocean. Spain is a secular parliamentary democracy and a parliamentary monarchy, with King Felipe VI as head of state. It is a major developed country and a high income country, with the world's fourteenth-largest economy by nominal GDP and the sixteenth-largest by PPP.
Spanish, Catalan, Basque, Galician
47,329,981 (2020 est.)
Ease of doing business
Cost of living index
$$$ (44 of 139 nations)
VAT - standard rate
GDP - real growth rate
2.582% (2018 est.)
Employing in Spain requires employers to own a legal entity in the country and manage payroll, tax, benefits and compliance through their own in-country resources. The complexity of employment regulations in Spain makes full compliance with employment laws a burdensome process.
Through Remote’s Global Employer of Record solution, your team is employed by our local legal entities in each country, and we take care of payroll, tax, benefits and compliance so you can focus on what matters most -- your people.
Employment law in Spain is not contained under a single law. Instead it is governed by statutory regulations codified in (among other laws) the Spanish Civil Code and the Spanish Workers' Statute. The Spanish Workers' Statute regulates legal and regulatory of Spain, the will of parties intended in employment contracts, local and professional customs and practices as well as collective bargaining agreements.
Spanish employment law provides strong labor conditions and protections for employees, so employing people will generally be an important investment and commitment.
Temporary agencies are popular options for more flexible workforce arrangements. For these and many other reasons, the following are only guidelines in the broadest sense, and professional legal services are recommended when employing in Spain.
|Saturday, January 1, 2022||New Year's Day|
|Thursday, January 6, 2022||Epiphany||Regional Holiday all regions, although the Basque Country and La Rioja don’t observe it|
|Saturday, January 22, 2022||San Vicente Mártir||local holiday in Valencia city|
|Monday, February 28, 2022||Day of Andalusia|
|Tuesday, March 1, 2022||Day of Andalusia,Day of Balearic Islands|
|Saturday, March 19, 2022||San José||Extremadura and Madrid|
|Tuesday, April 12, 2022||San Vicente Ferrer||local holiday in Valencia city|
|Thursday, April 14, 2022||Holy Thursday||All regions but not in Catalonia|
|Friday, April 15, 2022||Good Friday|
|Monday, April 18, 2022||Easter Monday,Lunes de Pascua||Balearic Islands, Basque Country, Catalonia, La Rioja, Navarre, and Valencia|
|Saturday, April 23, 2022||Saint George’s Day||Catalonia (not an official holiday, however)|
|Saturday, April 23, 2022||Day of Aragon/Day of Castile and Léon|
|Sunday, May 1, 2022||Labor Day|
|Tuesday, May 3, 2022||Day of Madrid||Local holiday in Madrid|
|Sunday, May 15, 2022||Saint Isidore||Madrid (not an official holiday, however)|
|Tuesday, May 17, 2022||Galician Literature Day|
|Tuesday, May 24, 2022||Whit Monday or Pentecost Monday||Catalonia|
|Monday, May 30, 2022||Day of the Canary Islands|
|Tuesday, May 31, 2022||Day of Castilla||Castilla-La Mancha|
|Thursday, June 9, 2022||Day of Murcia/Day of La Rioja|
|Monday, June 13, 2022||San Antonio||Ceuta|
|Thursday, June 16, 2022||Corpus Christi||Castilla-La Mancha|
|Friday, June 24, 2022||St John’s Day,San Juan||Catalonia|
|Thursday, July 21, 2022||Eid al-Adha||Ceuta and Melilla|
|Monday, July 25, 2022||Day of Galicia|
|Monday, July 25, 2022||St James’ Day||Basque Country as well as Navarre|
|Thursday, July 28, 2022||Cantabrian Institutions Day||Cantabria|
|Friday, August 5, 2022||Santa Maria de Africa||Ceuta|
|Monday, August 8, 2022||The Day of Cantabria||Cantabria|
|Monday, August 15, 2022||Assumption of Mary|
|Tuesday, August 16, 2022||Assumption of Mary Holiday|
|Friday, September 2, 2022||Day of Ceuta||Ceuta|
|Thursday, September 8, 2022||Day of Asturias/Day of Extremadura||Asturias, Extremadura|
|Sunday, September 11, 2022||Day of Catalonia|
|Thursday, September 15, 2022||Day of the Bien Aparecida||Cantabria|
|Saturday, September 17, 2022||Day of Melilla||Melilla|
|Saturday, September 24, 2022||La Mercé||Barcelona|
|Sunday, October 9, 2022||Day of Valencia|
|Wednesday, October 12, 2022||Spanish National Day|
|Tuesday, November 1, 2022||All Saints' Day|
|Wednesday, November 9, 2022||La Almudena||Madrid (not an official holiday, however)|
|Saturday, December 3, 2022||San Francisco Javier||Navarre|
|Tuesday, December 6, 2022||Constitution|
|Thursday, December 8, 2022||Immaculate Conception|
|Sunday, December 25, 2022||Christmas Day|
|Monday, December 26, 2022||Saint Stephen’s Day||Catalonia|
|Tuesday, December 27, 2022||Christmas Holiday|
€1108 per month in 12 payments, €950 per month in 14 payments.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
In Spain, it is also mandatory to make 14 salary payments: 12 months of work and 2 additional allowances (a holiday payment and a Christmas payment). Remote allows the employee to choose whether they would like to be paid in either 12 or 14 allotments:
It is customary that 12 payments are chosen in Spain, however, both payment options are possible. Remote allows the employee to change this once per year.
At Remote, Spanish employees will be paid 13th and 14th extra payments between the 15th and 20th of July and December.
Note that Spanish labor law allows the employer to decide how these extra payments should be paid.
We can help you get a new employee started in Spain fast. The minimum onboarding time we need is only 7 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
Besides providing your employees with all statutory benefits in Spain, Remote can advise on and arrange for custom benefits and perks for your employees upon request.
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Spain.
Employer Social Security contributions are capped monthly on a base of EUR 4139.40
23.60% - Common Contingencies
5.5% - Unemployment for permanent employees (or 6.70% for temporary employees)
1.65% - Occupational accident and professional disease contribution
0.6% - Professional Training
0.2% - Wage Guarantee Fund
6.35% - Social Security
1.55% - Unemployment
0.1% - Professional Training
19% - Up to 12,450
24% - 12,451 - 20,200
30% - 20,201 - 35,200
37% - 35,201 - 60,000
45% - Above 60,000
All full-time workers are legally entitled to 22 days paid holiday leave a year. In addition, full-time workers have 14 paid public holidays a year.
Maternity leave is 16 weeks for Spanish employees. At least six uninterrupted weeks must be taken immediately following the birth. Four of these weeks can be taken leading up to the birth. During the maternity period, workers are not paid a salary but instead a maternity benefit. This contribution is paid directly from the Social Security Administration to the employee. Women have the right to one hour of absence from work each day to breastfeed an infant of less than nine months. The employee can also choose to accumulate these hours, and take off 15 consecutive natural days after the maternity leave instead.
In Spain, 16 weeks of paternity leave is also available. The first six weeks have to be taken immediately without interruption (starting on the day of birth of the child). The other 10 weeks must be taken before the child is one year old. This leave must be taken in batches of one week as a minimum, but the weeks can be split over time if desired. The employee receives 100% pay during this time (as long as payment does not exceed 4070.10 EUR). The father is also entitled to take unpaid childcare leave until the child is three years old.
Parents can take an additional breastfeeding leave after parental leave. This breastfeeding leave can be enjoyed in two ways:
The breastfeeding leave is considered as working time, meaning that the employee doesn't receive anything from Social Security and is paid by the company at 100%.
Spanish employers in general can provide any fair reasons for termination of an employee. Any dismissal from the end of the employer for an employee that has been employed longer than six months has to be "socially justified" by the following:
The statutory notice period for an employer depends on the reason for dismissal and the collective bargaining agreement the employment contract is subject to. For dismissals due to economic factors related to production, the organisation of work, the proper functioning of the business and structural, the company has to provide 15 days prior notice. Employees are generally required to provide 2-3 weeks of prior notice when resigning, depending on the collective bargaining agreements.
The establishment of a probationary period is not mandatory under Spanish labor legislation. The applicable CBA includes the maximum probationary periods to be agreed with the employees. It is feasible that for the same professional category, you agree different probationary periods with employees if there is justified reason (as a matter of example: experience, training, languages, etc.) and provided that you respect the probationary periods limits established in the CBA.