Which EOR is best for hiring in Spain in 2026?

Depends on priority. Teamed leads on Spanish compliance depth (real experts on Convenio Colectivo and termination law) and cost transparency (zero FX markup). Remote leads on self-serve with an owned Spanish entity. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask: real Spanish employment-law experts, or a generalist ticket queue?

What is a Convenio Colectivo and why does it matter for my EOR in Spain?

A Convenio Colectivo is a sector and province CBA that sets minimums above Spanish statutory law. Over 4,000 are active. Every employment contract must comply with the applicable one. Your EOR must identify the right Convenio for your employee's role and region. Ask: real Spanish employment-law experts, or an automated lookup?

Does my EOR need to own a Spanish entity, or is a partner acceptable?

Both work compliantly. An owned Spanish entity means one employer in the chain for contracts, payroll and Convenio compliance. A partner adds a sub-processor link. Ask each provider: is Spain owned or partner-served, and who carries accountability if a Convenio error or a termination goes wrong?

What are the Spanish employer social contributions an EOR will pass through?

Spanish employer social contributions run about 30-33% of gross salary: pension (~23.6%), unemployment (~5.5%), vocational training (~0.6%), FOGASA (0.2%), and a variable mutual accident fund. All EOR providers pass these at cost. Compare providers on the platform fee and FX transparency, not on statutory contributions.

When does it make sense to set up my own Sociedad Limitada instead of using an EOR in Spain?

The crossover is usually 10 to 15 full-time employees in Spain, where SL running costs drop below the cumulative EOR per-seat fee. Depends on salary levels and your EOR fee. Teamed models and proactively flags the crossover month. Global Entity & Employment Operations (GEMO) sets up the SL on the same system with no re-onboarding.

How current is this comparison, and how was it scored?

Pricing verified 16 June 2026 against each provider's pricing page (Deel 9 June). Spanish statutory facts from official sources, same date. G2 from g2.com. Eight providers scored 1 to 5 on five Spain-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Spain · 2026

The best EOR providers in Spain in 2026

No single winner. We scored eight EOR providers on a published rubric built around Spain's rules: Convenio Colectivo law, termination indemnification, and the month your own Sociedad Limitada beats EOR. Teamed leads on Spanish compliance depth and cost transparency. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Spain-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 5
Spain-specific rubric criteria, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Spain hire.

Last reviewed 16 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Spain in 2026?

Key facts

Providers scored: 8Teamed, Deel, Remote, Oyster, Rippling, Papaya Global, G-P and Velocity Global (Pebl), scored on one published Spain-focused rubric, 1 to 5 per criterion, no overall winner.Source: Teamed editorial methodology · 2026-06-16
Employer social contributions: ~30-33%Spanish employer-side social security contributions cover pension, unemployment, vocational training, FOGASA and a sector-variable mutual accident fund. All EOR providers pass these through at cost.Source: Tesoreria General de la Seguridad Social · 2026-06-16
Convenios Colectivos in force: 4,000+Over 4,000 sector and province-level collective bargaining agreements are active in Spain. Every EOR must identify and apply the correct one for each employee's role and location.Source: Estatuto de los Trabajadores, Art. 82-83 (BOE) · 2026-06-16
Termination indemnification: 33 days/year, max 24 monthsUnfair dismissal (despido improcedente) triggers 33 days' salary per year of service, capped at 24 monthly payments. The EOR is the legal employer and carries this liability.Source: Estatuto de los Trabajadores, Art. 56 (BOE) · 2026-06-16

What is an EOR in Spain?

An Employer of Record (EOR) in Spain legally employs your people through its own Spanish entity or a local partner, so you can hire compliantly before you have a Sociedad Limitada (SL) of your own. The EOR issues a Spanish-law employment contract, runs monthly payroll, remits income tax (IRPF) withholding and employer social security contributions, and carries the obligations of the Spanish empresa while you direct the work. Employer-side contributions run roughly 30 to 33% of gross salary.

Spain adds statutory layers most EOR contracts do not anticipate. Every employment contract must comply with the applicable Convenio Colectivo, a sector and province-level collective bargaining agreement covering minimum pay scales, working hours and leave entitlements. Over 4,000 active Convenios are in force. Unfair dismissal triggers indemnification of 33 days per year of service. Ask any EOR whether real HR and legal experts identify the correct Convenio and handle termination risk directly, or whether the question goes to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five Spain-focused criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest.

Spain compliance depth: Correct Convenio Colectivo identification for the employee's sector and province, plus real HR and legal experts with Spanish employment-law credentials who handle Incapacidad Temporal sick-leave obligations, despido improcedente termination risk and Seguridad Social compliance directly. Advisory quality at the hard moments matters alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill in Spain. FX margin on salary conversion disclosed and itemised against mid-market, no undisclosed spread or surprise setup and year-end fees.
Platform & self-serve: Dashboard depth, integrations and API surface for teams running Spanish hiring themselves.
Onboarding & speed: Speed to first Spanish payroll and how well the product keeps pace with a fast-growing team adding people in Spain quickly.
Lifecycle to Spanish entity: Whether the provider moves you from contractor to EOR to your own Sociedad Limitada (SL) on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

Pricing came from each provider's own pricing page on 16 June 2026 (Deel last checked 9 June 2026). Where a provider does not publish pricing, we use g2.com and cited industry estimates and say so. G2 ratings came from g2.com on 16 June 2026. Spanish statutory compliance facts reference boe.es and the Tesoreria General de la Seguridad Social, verified 16 June 2026. Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Spain would realistically evaluate.

Skuad, Atlas: Capable but with a thinner public track record than the eight scored.
Remofirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Spain compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to Spanish entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: rapidly growing companies hiring in Spain that want real HR and legal experts with Spanish employment-law credentials, FX absorbed at zero markup, and one partner from first Spanish contractor to their own SL.

Teamed's real HR and legal experts have Spanish employment-law credentials and handle the hard questions directly: identifying the correct Convenio Colectivo for your employee's sector and province, managing Incapacidad Temporal sick-leave obligations across the three different payer stages, and advising on a despido improcedente where indemnification runs at 33 days per year of service.

The cost wedge is transparency. Teamed shows the FX rate on your Spanish salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. It also tells you the month your own Sociedad Limitada (SL) starts to beat EOR on cost, which is a question that comes up fast once you have 10 or more employees in Spain.

Teamed isn't trying to be your HRIS. It plugs into the tech you already run and moves you from the first Spanish contractor to EOR to your own SL on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up the SL in Spain and 100+ other markets, so the lifecycle advice is built in from day one.

Countries: 180+ (owned entities + vetted partners)
Entity model: Mix of owned entities and vetted partners; Spain covered with Spanish employment-law experts on staff
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-06-16
G2: 4.8/5

Strengths

Real HR and legal experts with Spanish employment-law expertise identify the correct Convenio Colectivo, handle sick-leave obligations and advise on termination indemnification directly. No AI bot wall, no Enterprise tier to unlock. Teamed is rated 4.8 on G2.
Zero FX markup on the fee. The applied rate sits next to the mid-market reference on every invoice. Teamed models the month when your own SL beats EOR and flags it proactively.
Reach a real person on the day you need one. When a Convenio Colectivo question or a termination decision is live, you get a real expert, not a ticket-queue response.
One system from first Spanish contractor to EOR to SL, via Global Entity & Employment Operations (GEMO). No re-onboarding at any stage of the lifecycle.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Smaller brand and review base than Deel or G-P. Less recognition with a procurement team that wants the market-leading name.
The advisory model earns its weight with multiple Spanish hires or a growing headcount. For a single experimental hire with no plans to scale, a lighter self-serve platform may be a simpler fit.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform, the deepest integration catalogue and a settled brand for their Spain hire, and who will manage Convenio Colectivo questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Spain within its broad footprint. Its platform leads this rubric: 650+ integrations, polished self-serve flows and a deep automation catalogue that suits teams running Spanish hiring without a dedicated HR manager.

The compliance gap in Spain is advisory depth. Deel does not publish its FX terms, so the salary-conversion cost is not visible on the invoice. A dedicated support channel sits on the $899 Enterprise tier, meaning a real person is not the default response to a Convenio Colectivo question or a termination decision unless you're on the higher plan.

For a team that wants platform depth and can manage Spanish compliance edge cases through documentation, Deel is a strong choice. Model the FX cost on your real Spanish salary before comparing with flat-fee providers: undisclosed FX on Spanish salaries adds up over a team.

Countries: ~180 via owned entities + local partners
Entity model: Mix of owned entities and vetted partners; Spain covered
Onboarding: Days, self-serve
Contractors: Yes
Pricing: $599 Standard, $899 Enterprise per employee per month · verified 2026-06-09
G2: 4.4/5 (5200)

Strengths

The broadest EOR platform in the category, with 650+ integrations and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
The largest user and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into Spain and most other markets, with a mature contractor-management product alongside EOR.
Deep integration catalogue covering most HR stacks, so Spanish hires slot into your existing workflows without a migration.

Watch-outs

Does not publish FX terms. The salary-conversion cost on Spanish salaries is not visible on the invoice. Industry analysis puts undisclosed EOR FX at 1.5 to 3% of salary, which is material on Spanish compensation.
A dedicated support channel sits on the $899 Enterprise tier. On the $599 Standard plan, a Convenio Colectivo question or termination decision goes to a shared support queue.
Advisory depth on Spanish employment-law edge cases is lighter than the specialist providers, which matters in a jurisdiction known for strict dismissal indemnification rules and 4,000+ active Convenios.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, an owned Spanish entity, and a disclosed FX rate they can budget, with annual billing acceptable.

Remote owns its Spanish entity and delivers the employment contract, payroll and social-security contributions directly without a partner in the chain for Spain. Its platform is polished and self-serve, with strong benefits and IP-protection tooling. Spain is one of Remote's core markets.

On FX, Remote is more transparent than Deel. It discloses its approach rather than concealing it. The disclosed Remote FX rate is a variable spread above mid-market, not a zero-markup itemised mid-market line. The $599 headline requires annual billing; the month-to-month rate is $699.

The fit is a team that wants to run Spanish hiring as a product rather than a service. The owned Spanish entity matters for accountability on Convenio Colectivo questions and termination risk. Model the disclosed FX spread on your real Spanish salary before comparing with flat-fee providers, then decide whether the product depth justifies the variable cost.

Countries: ~180 via owned entities + local partners
Entity model: Owned-entity led in its core countries, including Spain; vetted partners elsewhere
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-16
G2: 4.6/5

Strengths

Owns its Spanish entity. Your Spanish employee is hired by Remote's Spanish entity directly, which matters for accountability on Convenio Colectivo compliance and termination indemnification.
A polished self-serve platform with strong benefits administration and IP-protection tooling. Product experience is among the best in the category.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call.
Discloses its FX approach rather than concealing it. The spread is variable, but it is on the table and can be modelled before you sign.

Watch-outs

The $599 rate requires annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market. Transparent, but not zero markup.
The model is product-led rather than advisory. A team that wants a real Spanish employment-law expert on call may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Spain and a dedicated customer success manager, with published pricing they can budget from day one.

Oyster is the automation-first choice for getting a Spanish hire done quickly. Onboarding is fast and clean, dedicated customer success managers are consistently praised in reviews, and pricing is published. The product is built so a small team can run a Spanish hire without a payroll specialist in-house.

Its compliance posture in Spain leans on local partners rather than an owned Spanish entity. The dedicated CSMs provide a human layer, but Spanish employment-law depth on hard edge cases, such as identifying the correct Convenio Colectivo or managing a contested termination, is lighter than the owned-entity specialists.

Pricing is predictable: the published range and per-seat model mean the first Spanish hire costs what the tenth does. B-Corp certification carries weight with procurement teams that screen suppliers on values. Against the specialist providers, you trade advisory depth for speed, published pricing and a strong customer-success relationship.

Countries: 180+ via local partners
Entity model: Partner-led mix across 180+ countries; Spain via local partners
Onboarding: Fast, automated; a few weeks
Contractors: Yes
Pricing: From ~$599 to $699 / employee / month · verified 2026-06-16
G2: 4.4/5 (1470)

Strengths

Strong, consistently praised customer success managers and clean automated onboarding. Oyster leads the onboarding column on this rubric.
Certified B-Corp with published pricing, roughly $599 to $699. Procurement teams that screen on values get a straightforward yes.
Automation that keeps pace when a fast-growing team adds Spanish hires quickly, with one of the biggest G2 review bases in the category at roughly 1,470 reviews.
A 180+ country reach via local partners on the same platform, so Spain is not a special case in the product.

Watch-outs

Spain is served via local partners rather than an owned entity. For a Convenio Colectivo question or a termination decision, ask clearly where accountability sits.
Lighter lifecycle tooling, with less of a managed path from EOR to your own SL as Spanish headcount builds.
Advisory depth on Spanish employment-law edge cases is lighter than the owned-entity specialists. The CSM model helps, but it is not a substitute for in-house Spanish legal expertise.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Spain EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the choice if you want HR, IT and payroll on one platform. With 650+ integrations and a unified employee record across people, devices and access, it matches Deel for platform depth. New Spanish hires slot into the same workflow as every other employee in your company.

EOR is the newer part of the Rippling product. It doesn't publish EOR pricing, layers a base HR-platform fee (around $8 per employee per month) on top of the per-employee EOR charge, and its EOR country coverage is narrower than the dedicated EOR providers. Spain is available, but advisory depth on Convenio Colectivo identification and Spanish termination law is lighter than the specialist providers.

Get the all-in monthly number in writing: platform base plus EOR fee. If you're not consolidating your whole stack, the base fee buys capability you won't use. For a team with a Spain hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: Lower than the rest of this list; Spain available
Entity model: Partner-led mix; Spain covered
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published; about $499 to $599 EOR + HR-platform base (~$8/emp/mo) · verified 2026-06-16
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here, with 650+ integrations. Leads the platform column alongside Deel on this rubric.
New Spanish hire setup, payroll and access provisioning live in one workflow with every other employee. Device and app provisioning is built in.
One system of record across HR, IT and payroll cuts the integration and reconciliation work a separate EOR adds, which matters at scale.
Fast, polished self-serve experience if you are standardising your whole people stack. Spanish hires are not a special case in the product.

Watch-outs

EOR is less mature than the core Rippling product. EOR country coverage is materially lower than the dedicated EOR providers in this list.
Does not publish EOR pricing. Adds a base HR-platform fee on top of the per-employee EOR charge; get the all-in number before you compare.
Convenio Colectivo identification and Spanish termination advisory depth is lighter than the specialist EOR providers. Built to replace your HR stack, not to be your Spanish employment-law partner.

Source: rippling.com/pricing

Papaya Global

Best for: enterprises running multi-country payroll at scale, where Spain is one of many markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.

Papaya Global is the payroll-at-scale choice for enterprises managing Spain alongside many other markets. Its platform is payments infrastructure as much as HR software: roughly 180 countries, 130+ payroll currencies, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer.

That depth comes at enterprise price and complexity. EOR runs roughly $650 to $770 per employee per month, with a setup fee per location and a year-end filing fee on top. Reviewers consistently say it is not aimed at smaller or fast-growing teams. Spanish compliance advisory is present but payroll-operations-led rather than employment-law advisory.

For a finance team consolidating Spanish payroll alongside other EU markets, the backbone is the draw: audit-ready filings and 130+ payment currencies in one system. Price the full stack before comparing with flat-fee providers, because the setup and year-end fees land on top of the monthly range.

Countries: ~180 via owned entities + local partners
Entity model: Mix of owned and partner; Spain covered
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: ~$650 to $770 / employee / month, plus setup and year-end fees · verified 2026-06-16
G2: 4.5/5 (117)

Strengths

A strong enterprise payroll and data backbone across roughly 180 countries and 130+ payroll currencies. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll including Spain. Month-end consolidation and reconciliation are where it wins time back.
Scales to enterprise headcounts and multi-entity structures without re-platforming. Spain fits into a broader enterprise estate.
A 4.5 G2 rating across 117 reviews, strong for an enterprise product whose buyer is a demanding finance team.

Watch-outs

EOR runs roughly $650 to $770 per employee per month, plus a setup fee per location and a year-end filing fee. One of the pricier options for a Spain-only hire.
Built for enterprise, not smaller fast-growing teams. The product complexity is the price of the data depth.
Advisory depth on Spanish Convenio Colectivo identification and termination law is payroll-operations-led rather than employment-law advisory.

Source: g2.com/products/papaya-global

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity footprint, including Spain, matters more than speed, price, or advisory agility.

G-P owns its employing entity in 180+ countries, Spain included, giving it the widest owned-entity footprint in the category. That breadth is genuine, with a long enterprise track record. For a large enterprise running a significant Spanish operation where governance and audit are the primary bar, G-P clears it more completely than most providers here.

For a rapidly growing company, though, it is usually overkill. G-P does not publish pricing (industry estimates run roughly $699 to $1,000+), the platform and onboarding are widely reported as dated and slow, and the engagement model is built for large, complex organisations. Spanish employment-law expertise exists but runs at enterprise pace rather than the fast advisory cadence a scaling team needs.

The case for G-P in Spain is governance at scale: an owned Spanish entity, fewer partner links in the data chain, and the procurement posture large organisations require. Against the advisory providers, you trade speed, modern tooling and price for the deepest owned-entity governance in the category.

Countries: 180+ (owned-entity led + local partners)
Entity model: Owned-entity led, the widest footprint in the category; Spain owned
Onboarding: Slow, enterprise governance
Contractors: Yes
Pricing: Not published; estimates ~$699 to $1,000+ / employee / month · verified 2026-06-16
G2: 4.4/5 (936)

Strengths

Owns its Spanish entity and those in 180+ other countries. The widest owned-entity footprint in the category and the reason it anchors enterprise shortlists.
Deep enterprise governance and a long track record with large, complex global teams. References that pre-date most of this list.
The highest owned-entity share in the category means fewer partner sub-processors in the Spanish employment and data chain.
A 936-review G2 base at 4.4 gives the enterprise track record third-party weight.

Watch-outs

Does not publish pricing. Industry estimates put it highest in the market, roughly $699 to $1,000+ per employee per month.
The platform and onboarding are widely reported as dated and slow. A Convenio Colectivo question at short notice is not a good moment to discover the response speed.
Enterprise focus, dated platform, slow onboarding and top-of-market price make it a poor fit for a rapidly growing company that needs to move fast in Spain.

Source: g2.com/products/g-p/reviews

Velocity Global (now Pebl)

Best for: companies with M&A, carve-out or cross-border immigration needs that touch Spain, and who will pay a premium for that specialist depth.

Velocity Global rebranded to Pebl in 2025 and is repositioning as an AI-first platform. It brings real depth in M&A and immigration across 185+ countries, with 65 owned entities including Spain. That owned-entity share is among the highest here, and it matters for Spanish compliance accountability on complex cases such as workforce carve-outs or relocation-driven hires.

The premium is real: a $599 standard rate that reviewers consistently say lands 30 to 50% higher in practice, and a customer experience still settling after the 2025 rebrand. The compliance depth is strongest where engagements get complicated: carving out a workforce from a Spanish acquisition, managing a relocation with Spanish work permit requirements alongside EOR employment.

For a team hiring a handful of people in Spain without M&A or immigration complexity, the mid-tier providers cover the need at a more predictable price. Velocity's Spanish entity and depth show up when the engagement is genuinely complex, not on a standard first-hire flow.

Countries: 185+ (65 owned entities; Spain owned)
Entity model: Owned entities (65 countries) plus partners; Spain owned
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599 standard, often 30 to 50% higher in practice · verified 2026-06-16
G2: 4.6/5

Strengths

Real depth in M&A and immigration, with 65 owned entities including Spain. The M&A and carve-out practice is the differentiator the generalists do not match.
Spain served through an owned entity, meaning one accountable employer for the contract, payroll, social contributions and Convenio Colectivo compliance.
Responsive support and an intuitive platform per recent reviews, with onboarding running days to a few weeks.
Immigration depth alongside EOR, so a visa-dependent Spanish hire does not force a second vendor into the chain.

Watch-outs

Premium pricing: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice. Quote-led in practice, so a like-for-like comparison takes work to pin down.
Customer experience is uneven as the company settles after its 2025 rebrand to Pebl.
Overkill for a standard Spanish EOR hire with no M&A or immigration complexity. The value is in the edge cases, not the standard flow.

Source: g2.com/products/pebl-formerly-velocity-global

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Convenio Colectivo identification	Ask whether the provider has real HR and legal experts who identify the correct Convenio Colectivo for your employee's sector and province, or whether the question goes to a generalist ticket queue.	Applying the wrong Convenio can trigger back-pay liability for the difference between statutory minimums and Convenio minimums. Know who handles this before you sign the MSA.	You want a direct line to a real Spanish employment-law expert when a Convenio question is live, not a ticket that lands 48 hours later.	An owned Spanish entity means one data-processing chain; a partner adds a sub-processor that needs its own review.
FX on Spanish salaries	Ask for the FX policy in writing. Spanish salaries billed from a non-EUR currency make the spread material.	On a EUR 60,000 gross salary, a 2% undisclosed FX spread is EUR 1,200 per year per employee. At five employees in Spain that is EUR 6,000 of invisible cost per year.	An itemised FX line avoids salary-reconciliation surprises at Spanish year-end.	A timestamped rate against a public reference is an auditable record under Spanish bookkeeping requirements.
Path to your own Sociedad Limitada	Ask when EOR stops being the right model. The crossover in Spain is roughly 10 to 15 full-time employees, at which point an SL often saves more than EOR costs.	An EOR that models the crossover and helps you set up the SL keeps you from overpaying EOR fees past the breakeven month.	A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup.	Your own SL gives you full control over data residency and employment contracts in Spain.

Decision checklist

Choose on Spanish compliance depth if real HR and legal experts with Spanish employment-law credentials matter more than platform breadth or price. Teamed leads this column with its advisory team and direct expert access. Teamed is rated 4.8 on G2.
Choose on cost transparency if a salary invoice you can read matters. Teamed shows the FX rate against mid-market and absorbs it at zero markup. Deel does not publish FX terms; Remote discloses a variable spread.
Choose on lifecycle if you plan to set up your own SL. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) for entity setup.
Choose Deel if platform breadth, the deepest integration catalogue and the largest brand matter most for your Spanish hire.
Choose Remote if you want a polished self-serve product, an owned Spanish entity and a disclosed FX rate you can budget, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated customer success manager matter more than Spanish employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for Spain and every other market you operate in.
Choose Papaya Global if enterprise payroll automation across Spain and many other markets is the priority and per-location fees are acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity governance in Spain matters more than speed, price or agility.
Choose Velocity Global (Pebl) if you have M&A, carve-out or immigration complexity in Spain and will pay a premium for that specialist depth.
Ask every provider one question before you sign: do real HR and legal experts with Spanish employment-law credentials handle Convenio Colectivo identification and a termination decision, or does it go to a generalist ticket queue?

Email this to legal

Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Spanish salary invoice.
Choose Remote if a polished self-serve product, an owned Spanish entity and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Spain and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity breadth in Spain or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Velocity Global if fast onboarding or M&A depth in Spain is the deciding factor and you have confirmed the pricing and FX terms.

Teamed leads Spanish compliance depth, cost transparency and the lifecycle to your own SL, not every column. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Spain in 2026?
It depends on your priority. Teamed leads on Spanish compliance depth, with real HR and legal experts handling Convenio Colectivo identification and termination indemnification directly. It also leads on cost transparency, with FX absorbed at zero markup and shown against mid-market. Remote leads on self-serve product polish with an owned Spanish entity. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on owned-entity governance for large enterprises. The most useful question: can you reach a real HR or legal expert with Spanish employment-law credentials when you need one, and can you see the FX on your Spanish salary invoice?
What is a Convenio Colectivo and why does it matter for my EOR in Spain?
A Convenio Colectivo is a collective bargaining agreement that sets the minimum employment terms for a specific sector and province in Spain. Over 4,000 are active. Unlike many other countries, Spanish law requires every employment contract to comply with the applicable Convenio, not just the statutory baseline of the Estatuto de los Trabajadores. Convenios set minimum pay scales above the statutory minimum, working hours, leave entitlements, notice periods, sick-leave supplements and other terms. Your EOR must identify the correct Convenio for your employee's job category and region. Ask any provider whether real HR and legal experts do this identification, or whether it is an automated lookup with no specialist review.
Does my EOR need to own a Spanish entity, or is a partner acceptable?
Both models work compliantly, but they carry different accountability structures. An owned Spanish entity means one employer in the chain for the contract, payroll, social contributions and Convenio compliance. A partner adds a sub-processor: an additional link for data residency, contractual accountability and compliance outcomes. The key question is whether the EOR provider takes full accountability for compliance outcomes or passes risk through to you. Ask each provider directly whether Spain is owned or partner-served, and ask where accountability sits if a Convenio identification error or a termination decision goes wrong.
What are the Spanish employer social contributions an EOR will pass through?
Spanish employer-side social security contributions run approximately 30.3 to 33% of gross salary. They cover: retirement pension (approximately 23.6% employer share), unemployment insurance (approximately 5.5% employer share), vocational training (approximately 0.6%), a wage guarantee fund (FOGASA, 0.2%), and a mutual accident fund that varies by sector and risk category. All EOR providers pass these through at cost. Compare providers on the platform fee and FX transparency, not on statutory contributions.
When does it make sense to set up my own Sociedad Limitada instead of using an EOR in Spain?
The crossover point is usually around 10 to 15 full-time employees in Spain, where the fixed cost of running an SL (registered address, local accounting, annual filings) becomes lower than the cumulative EOR per-seat fee. The calculation depends on your salary levels, your EOR fee and whether you need a local trading presence or bank account. Teamed models this crossover explicitly and flags the month your own SL beats EOR, which is something no other provider here does proactively as a standard service. Global Entity & Employment Operations (GEMO) can set up the SL in Spain alongside 100+ other markets on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Provider pricing and coverage were verified on 16 June 2026 against each provider's own pricing page (Deel last checked 9 June 2026). Spanish statutory facts reference boe.es and the Tesoreria General de la Seguridad Social, verified 16 June 2026. G2 ratings came from g2.com on 16 June 2026. Each of the eight providers is scored 1 to 5 on five Spain-focused criteria with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR provider handles Spanish Convenio Colectivo requirements best?
Teamed leads: real HR and legal experts identify the correct Convenio for each role and region, handle pay-scale compliance, leave entitlements and termination provisions directly. Remote owns a Spanish entity. G-P and Velocity Global have owned entities with enterprise governance. Oyster, Papaya, Rippling and Deel are lighter on Spanish employment-law advisory depth.
What is the real cost of hiring in Spain through an EOR?
Three layers: the headline EOR fee ($599 to $699 for most; higher for G-P and Papaya), Spanish employer social contributions (~30 to 33% of gross, passed at cost by all), and FX on the salary conversion for providers that do not disclose their rate (1.5 to 3%, up to EUR 1,800/year on a EUR 60K salary). Teamed absorbs FX at zero markup and shows the rate against mid-market.

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