---
title: "Hiring in Spain | Employer of Record + 2026 Guide"
description: "Hire in Spain for $599 a month, flat, through Teamed's vetted partner-entity network. 31.65% employer social security and the 14-payment year, explained."
canonical: https://www.teamed.global/country-hiring-guides/spain
---

Spain · Depth grade

Served by Teamed's vetted partner-entity network in Spain

# Hire in *Spain* through Teamed's vetted partner-entity network.

$599 a month, flat. Built for a country where severance and unfair dismissal protection start on day one.

Last reviewed 13 July 2026 · Spain guide

## How Teamed handles Spain hiring for you

Teamed becomes your legal [employer of record](/employer-of-record) in Spain through a vetted partner entity in its network, with real HR and legal experts managing every hire from offer letter to off-boarding. An **actual person**, not a chatbot or a pooled queue, handles your Spain team's compliance on **one platform** alongside EOR, contractor onboarding, and entity payroll. Run the [Crossover Calculator](/tools/crossover-calculator/spain) to see when the model flips.

![Aerial view of Gran Vía in Madrid: the Metropolis Building's domed corner tower in the foreground, traffic moving along the avenue below under a clear sky.](/cluster-assets/country-hiring-guides/spain/images/hero.webp)

Three things you won't find on any other Spain EOR guide

- **Severance accrues from day one.** A fair objective dismissal costs 20 days of salary per year of service from the moment the contract starts, and there is no qualifying period before an employee can claim unfair dismissal either.
- **The falso autónomo bill lands on the company, not the worker.** The Inspección de Trabajo can reclassify a contractor as an employee without a court ruling, reaching back up to four years of social security contributions plus a 100% to 150% surcharge.
- **The convenio can outrank the contract you wrote.** Sector collective agreements apply automatically, whether or not the employer is a union member, and many mandate a third or even fourth *paga* on top of the statutory 14-payment year.

Hiring in Spain takes roughly 132% of gross salary once employer social security at 31.65% is added; salary itself is paid in 14 instalments with the same annual total. Teamed runs Spanish payroll, contracts, and compliance through its vetted partner-entity network from **$599 per employee per month flat** with no FX markup. From **1 January 2026**, both parents receive 19 weeks of parental leave paid by Social Security under Royal Decree-Law 9/2025.

At a glance · verified 13 July 2026

EUR · Spanish · Monthly payroll

Currency

EUR €

Employer tax

31.65%

social security, from the first euro

Pension

None separate

funded through the 31.65% social security rate

Annual leave

22 working days

plus public holidays, never bundled

Working week

40 hrs

hard cap, no individual opt-out

Public holidays

14

national, regional and local mix

Minimum notice

15 days

objective dismissal, flat at any tenure

13th salary

Yes, 14 payments

summer and Christmas pagas extraordinarias

Spain · per employee · per month · flat

$

599

Zero FX. No setup fees. 24-hour onboarding.* No exit fees. Spanish social security passed through at cost. *Typical once terms are confirmed. Some jurisdictions take longer where local registration or work permits apply.

Zero FX Fixed

No setup fee

No exit fee*

Fast onboarding

## How much does it cost to hire an employee in Spain in 2026?

A €40,000 hire in Spain costs roughly €52,660 fully loaded. That's approximately 132% of gross salary, once employer social security at 31.65% is added, and the salary itself is paid in 14 instalments a year, not 12. The sector collective agreement (convenio colectivo) can add to that base.

Where does the extra cost go? Employer social security runs at 31.65% of gross salary, covering common contingencies, unemployment insurance, professional training, the wage guarantee fund (FOGASA), sector-rated professional risk and the MEI levy, paid monthly to the Social Security Treasury (TGSS). Spain pays salaries in 14 instalments: two extraordinary payments (*pagas extraordinarias*) are mandatory under the Workers' Statute, though collective agreements may prorate them across 12 with the same annual total. Then 22 working days of paid leave, 14 public holidays, and employer-funded sick pay from day 4 to day 15 sit on top. Teamed's Spain fee is $599 per employee per month flat, charged alongside and itemised on every invoice.

Teamed's Spain price is one number: $599 per employee per month, flat. Zero FX in any currency pairing. No setup fees. No exit fees. Salaries, social security and benefits passed through at cost, itemised on every invoice. Read the [full Spain cost breakdown](/country-hiring-guides/spain/cost-breakdown) for the line-by-line view.

The cost calculator below models your Spain total employment cost against current statutory rates.

↓ Honesty, made visible

### One price. Zero FX.

Same headline rate as Deel. Every line itemised on every invoice. FX absorbed by Teamed. No markup, no spread, no FX line in any currency pairing.

Fixed Rate · Zero FX

$599

/ employee / month · flat

No FX line on the invoice. Same rate, same-currency or cross-border.

#### What's included

- Local employment contract
- Payroll & tax withholding
- Statutory benefits administration
- Named country specialist
- Line-by-line invoices
- No setup or exit fees*

Industry average FX

3 – 5%

Where it shows up

Hidden in the rate

Teamed FX

0%

Where it shows up

Absorbed. No FX line.

No setup fees. No deposits. Cancel any month.  
*No offboarding fee applies after a 3-month minimum employment term.

[Read the full Spain cost breakdown →](/country-hiring-guides/spain/cost-breakdown)

Try it with your numbers

## Drop a Spain salary in. See the full loaded cost.

Opens the full Employee Cost Calculator, set to Spain. Models 31.65% employer social security, the two extraordinary payments (pagas extraordinarias) of the 14-instalment salary year, and the Teamed fee against your salary.

## Do you need a Spain entity to hire employees in Spain?

No. An [Employer of Record](/employer-of-record) runs Spanish payroll and contracts from day one. Your own Spain entity, an SL (Sociedad Limitada), only starts to pay off once you have a settled team of several people in Spain, and exactly where that line falls depends on your own costs, not a fixed headcount. Run the Crossover Calculator to see your number.

Stage 1

Contractor

First Spain hire, project-based, no entity needed.

→

Stage 2

EOR with Teamed

$599/mo. A vetted partner entity in Teamed's network is the legal employer. Day-one compliance.

→

Stage 3

Your Spanish SL (Sociedad Limitada)

Same platform, same specialist. Tenure preserved.

Crossover · a planning point, not a cut-off

|  | EOR (Teamed) | Your own Spain entity (SL) |
| --- | --- | --- |
| Setup time | Days, not months | 8–12 weeks |
| Setup cost | $0 | €6,000–€14,000 |
| Ongoing monthly cost | $599 per employee, flat | A fixed monthly overhead + payroll that pays off as you add people |
| Tenure portability | Preserved on Graduation | Continuous from EOR |

Setting up a Spanish SL (Sociedad Limitada) takes roughly 8 to 12 weeks from decision to first payroll and €6,000 to €14,000 in end-to-end formation costs, covering the notarised deed (escritura de constitución), Mercantile Register filing, tax and social security registrations, and payroll setup. Since Law 18/2022 the legal minimum share capital is €1, though €3,000 remains the practical level most advisers recommend. The bank account is the quiet gate: it cannot open until the deed is signed, and foreign-parented companies should allow 4 to 8 weeks after that. An Employer of Record is faster and cheaper at low headcount, and Teamed runs Spanish payroll, contracts and benefits from day one.

The crossover point isn't a fixed number. It moves with the EOR fee you actually pay, the entity quote you receive, and how fast you're growing, so the honest answer is to model it rather than quote a headcount. Salary doesn't move it either: both paths carry the same salary and the same 31.65% employer social security, so they cancel out of the comparison. Run the [Crossover Calculator](/tools/crossover-calculator/spain) for your figure and we'll model it with you.

Most EOR providers won't tell you when you've crossed it. We do, and we'll help you move. You progress from Contractor to EOR to your own SL on one platform under Teamed's Graduation Model, with tenure preserved, no re-onboarding, and the same Spain specialist on both sides. That continuity matters more in Spain than most places: contracts novate to your new entity with the antigüedad (continuous service date) intact, and that date is the basis of the statutory severance calculation.

Tom Price-Daniel · Co-founder, Teamed

Of the 1,000 customers we've worked with, only three have ever gone to work with a competitor after us.

[Read the full Spain EOR vs entity guide →](/country-hiring-guides/spain/eor-vs-entity)

## What changed in Spain employment law in 2026?

Spain extended paid parental leave from 1 January 2026: both parents now receive 19 weeks each, up from 16, under Royal Decree-Law 9/2025. Everything else that matters was already true. Unfair dismissal protection applies from day one with no qualifying period, and the Estatuto de los Trabajadores caps the ordinary working week at a hard 40 hours with no individual opt-out.

### The 2026 change, plus the standing rules that surprise foreign employers

- **Parental leave** · 19 weeks paid for each parent from 1 January 2026, up from 16 weeks, under Royal Decree-Law 9/2025. Social Security pays the benefit at 100% of the regulatory contribution base; the employer is not required to top up.
- **Unfair dismissal** · day-one protection, no qualifying period. A dismissal ruled unfair costs 33 days of salary per year of service, capped at 24 months of total salary, or reinstatement.
- **Working week** · a hard 40-hour cap with no individual opt-out. Voluntary overtime needs the worker's written consent and is limited to 80 hours per year.
- **Annual leave** · 22 working days per year, plus 14 public holidays on top. The two entitlements are separate, never bundled together.
- **Sick pay** · the first 3 days of absence are unpaid waiting days. The employer pays 60% of the regulatory base for days 4 to 15; Social Security takes over from day 16.
- **Probation** · capped at 2 months for most workers and 6 months for qualified technical staff (titulados). Either side can end the contract with zero notice during probation.
- **Collective agreements** · sector convenios colectivos apply automatically, whether or not the employer is a union member, and set minimum pay, leave, and working-time rules above the statute. Checking the applicable convenio is a required step before any hire.

### Working hours and overtime

Spain working time is governed by the **Estatuto de los Trabajadores**. The maximum ordinary working week is a hard **40 hours**. There is no individual opt-out; collective agreements can shorten the limit but never extend it. Voluntary overtime requires the worker's written consent, is capped at 80 hours per year, and must be compensated by equivalent paid rest or pay; many convenios set an enhanced rate. Standard rest entitlements: a 15-minute break when the working day exceeds 6 hours, 12 hours between workdays, and one and a half days of weekly rest. Employers must also keep a daily working-time register (registro de jornada) for every worker and retain the records for four years. Read the full [Spain working time and leave guide](/country-hiring-guides/spain/working-time-and-leave).

### Employment contracts

Spanish practice is a **written contract for effectively every hire**, either party can demand written form, and the contract must reference the applicable collective agreement (convenio colectivo) and confirm the job category. Registration with Social Security (the alta) must be completed before the employee's first day of work; late registration is a legal violation and leaves the worker without coverage. Pay is structured as a monthly salary plus two extraordinary payments (pagas extraordinarias) at Christmas and summer, a 14-payment cycle that surprises most non-Spanish buyers. Teamed's Spanish contract builds in the mandatory daily time-register clause, overtime consent, and the pagas schedule, and identifies the correct convenio before any offer goes out.

### Probation period

Spanish probation is capped by statute: **2 months for most workers, 6 months for qualified technical staff (titulados)**, and any longer clause is reduced to the statutory maximum by a labour court. During a valid probation either side can end the contract without cause, notice, or severance; what probation cannot do is licence discrimination or retaliation, and an exit that masks either is challengeable. Once probation ends, an objective dismissal requires 15 days' notice. The probation clause must be in the written contract or it has no legal effect. Read the full [Spain probation and onboarding guide](/country-hiring-guides/spain/probation-and-onboarding).

### Collective agreements (convenios colectivos)

Spain has one of the highest rates of collective bargaining coverage in the EU, and many employment conditions are set by **sector-level collective agreements**, not individual contracts. Convenios apply automatically to employers in the sector, whether or not the employer is a union member, and set minimum pay above the statutory minimum wage, additional leave, and sector-specific working-time rules. Companies with 50 or more employees must have a works committee (comité de empresa); staff delegates (delegados de personal) become mandatory at 11 or more employees, one delegate at 11 to 30 and three at 31 to 49. Checking the relevant convenio is a required step before making any hire in Spain, so Teamed identifies the applicable agreement for each role before the offer is made.

Teamed Legal Operations

Spanish employment law front-loads everything. Unfair dismissal protection starts on day one, the convenio can override the contract you thought you had written, and probation gives you speed of exit but not immunity. The employers who stay out of trouble treat documentation as first-week work, not a month-six task.

For US and UK-headquartered buyers, the practical shift is from process-by-milestone to process-from-day-one. Check the applicable convenio before the offer, register the hire with Social Security before their first day, and keep written performance notes throughout probation. Spain rewards employers who document early and punishes those who leave compliance for later. [Teamed's employer of record service](/employer-of-record) runs this for every Spain hire through its vetted partner-entity network.

[Read the full Spain compliance and day-one rights guide →](/country-hiring-guides/spain/compliance-and-day-one-rights)

## What benefits must you provide Spain employees in 2026?

Statutory minimums: **22 working days** of paid annual leave, **14 paid public holidays**, sick pay from day four, and **19 weeks** of state-paid parental leave for each parent. Spain also mandates **14 salary payments a year**: 12 monthly instalments plus a summer *paga* and a Christmas *paga*, typically one month of base salary each, in the amount fixed by the applicable convenio, under Estatuto de los Trabajadores Art. 31.

### Annual leave

Spanish statutory annual leave is 22 working days per year, the working-day equivalent of the 30 calendar days minimum under Estatuto de los Trabajadores Art. 38. Spain measures leave in working days, not calendar days or weeks, and it sits on top of the 14 public holidays rather than bundling them in. Collective agreements often raise the entitlement above the legal floor, so check the applicable *convenio colectivo* for the employee's sector before finalising the offer. The same check matters for pay: the two mandatory *pagas extraordinarias* cannot be waived by individual contract, and many sectoral *convenios* mandate a third or even fourth *paga* on top.

### Sick leave

Sick pay (*incapacidad temporal*) begins on the fourth day of illness; the first 3 days are unpaid. From day four to day fifteen the employer pays 60% of the employee's regulatory base, and from day sixteen the INSS (social security) takes over the payment, under LGSS Art. 173. Employers may top up to full salary by agreement or under the applicable collective convention. Sick-pay administration runs through notifications to the INSS, from the day-four start through to the day-sixteen handover.

### Parental leave

Both the birth parent and the co-parent are entitled to 19 weeks of paid parental leave. Equal entitlement came into full effect on 1 January 2026 under Royal Decree-Law 9/2025 (Estatuto de los Trabajadores Art. 48.4). The INSS funds the leave, not the employer: the state pays the benefit directly to the employee, so there is no salary cost to you during the leave period. The benefit replaces a capped wage base rather than full salary for higher earners, which is why employers in financial services and large tech companies commonly top up to 100% of salary for the full period. Equal 19-week co-parent leave is a recruiting advantage in markets where partner leave is still a week or two.

### Public holidays

Spain grants 14 paid public holidays per year, combining national holidays with days set by the autonomous community and the municipality, under Estatuto de los Trabajadores Art. 37 and Real Decreto 2001/1983. Because part of the calendar is set regionally and locally, the exact holiday calendar depends on where the employee lives and works, so two hires in different cities will not share the same list. Public holidays are granted in addition to the 22 working days of annual leave, not counted toward it. See the full [Spain benefits guide](/country-hiring-guides/spain/benefits) for the competitive package benchmarks on top of these minimums.

[Read the full Spain benefits guide →](/country-hiring-guides/spain/benefits)

## What are payroll taxes in Spain in 2026?

Spanish employer social security is **31.65%** of gross salary, applied from the first euro. Employees pay a much smaller social security contribution on the same base, plus IRPF income tax withholding on a six-band scale that runs from 19% to 47%, with the combined rate varying by autonomous community.

### Employer tax

Employers pay social security (*seguridad social*) at 31.65% of gross salary, one of the highest employer contribution rates in the EU. The single rate bundles common contingencies (pension, healthcare, disability), unemployment, professional training, the wage guarantee fund (FOGASA), a professional-risk contribution rated by sector, and the 0.75% employer share of the Intergenerational Equity Mechanism (MEI), a levy that steps up progressively over the coming years. There is no separate employer pension contribution: pension entitlement is funded entirely through the unified social security rate. Contributions are subject to an annual ceiling (*base máxima de cotización*), updated each year by government order, and since 2025 earnings above the ceiling attract a graduated solidarity contribution rather than escaping charge entirely. The employer pays the combined employer-plus-employee contribution to the TGSS monthly, and you see every component itemised on the invoice.

### Individual tax

Employees pay their own, much smaller social security contribution, deducted from gross pay each month on the same contribution base as the employer. IRPF income tax has six bands for 2026: 19% to €12,450, 24% to €20,200, 30% to €35,200, 37% to €60,000, 45% to €300,000, and 47% above €300,000. Each of Spain's 17 autonomous communities sets its own regional scale, so combined rates vary: Catalonia reaches a combined top rate of around 50%, while Madrid applies lower regional rates than the national average. There is no zero-rate band; a personal minimum (*mínimo del contribuyente*) of €5,550 instead works as a credit against tax owed at the lowest band rate. The employer withholds IRPF at a personalised rate based on the employee's declared circumstances, and any over- or under-withholding settles at the annual return (*declaración de la renta*) filed between April and June.

### The 14-payment year and filing calendar

Spanish payroll runs on 14 salary payments a year, not 12: two mandatory *pagas extraordinarias* under Estatuto de los Trabajadores Art. 31, typically paid in summer and at Christmas, or prorated into 12 monthly payments where the collective agreement permits. Either way the annual cost is 14 monthly salaries, so budget the full amount before you make the offer. The filing stack is a fixed calendar: Modelo 111 reports IRPF withholding to the AEAT within 20 days of each quarter end (monthly for companies with turnover above €6 million), the RLC (Recibo de Liquidación de Cotizaciones) and RNT go to the TGSS every month via the RED System, and Modelo 190 summarises the year's withholdings by 31 January. Missing a RED System filing triggers late-payment penalties that compound month by month. See the full [Spain tax and payroll guide](/country-hiring-guides/spain/tax-and-payroll).

[Read the full Spain tax and payroll guide →](/country-hiring-guides/spain/tax-and-payroll)

## How do you terminate an employee in Spain?

Spain pays severance from day one: **20 days of salary per year of service** for a fair objective dismissal, capped at 12 months of total salary. If a labour court finds the dismissal unfair, the rate rises to **33 days per year**, capped at 24 months. Notice for an objective dismissal is a flat **15 days**, whatever the tenure.

Spanish termination requires a valid legal ground under the *Estatuto de los Trabajadores*. There are three routes: disciplinary dismissal for serious misconduct, objective dismissal for economic, technical, organisational or production reasons, and collective redundancy (ERE) once headcount thresholds are met. Every dismissal starts with a written letter, the *carta de despido*, stating specific grounds, and the employee can challenge it at a labour court within a short and strictly enforced statutory deadline.

| Dismissal type | Statutory notice |
| --- | --- |
| Disciplinary (conduct) | None (immediate) |
| Objective (economic, organisational, capability) | 15 days |
| Collective redundancy (ERE) | Individual notices after the consultation period ends |
| During probation | 0 days (either party) |
| Employee resignation | 15 days |

Objective dismissal severance is **20 days of gross salary per year of service**, prorated for partial years and capped at 12 months of total salary. It accrues from day one, with no qualifying period, and must be paid at the time the dismissal letter is served. A fair disciplinary dismissal pays no severance. An unfair dismissal costs **33 days per year** for service from 12 February 2012, capped at 24 months, and the employer has five days after the ruling to choose between paying and reinstating. Severance up to the statutory formula is generally exempt from personal income tax (IRPF). The *finiquito*, due on or by the last day, settles prorated salary, accrued leave, the two *pagas extraordinarias*, and the severance itself.

The procedure carries as much risk as the formula. Spanish labour courts routinely find vaguely drafted dismissal letters insufficient, which converts a fair dismissal into an unfair one; the severance is not a substitute for the procedure. Dismissals motivated by pregnancy, union activity or any other protected characteristic are null and void, with mandatory reinstatement and uncapped back-pay. Collective redundancy rules apply once dismissals in any 90-day period hit size-banded thresholds, with a consultation period of up to 15 days for companies under fifty employees and up to 30 days at fifty or more, which can close earlier if agreement is reached, and courts aggregate individual dismissals across that window. Many *convenios colectivos* extend the 15-day notice to 30 days; where a convenio applies, the longer period governs. [Read the full Spain termination and severance guide](/country-hiring-guides/spain/termination-and-severance).

[Read the full Spain termination and severance guide →](/country-hiring-guides/spain/termination-and-severance)

## What should you know before hiring in Spain?

Two surprises hit foreign buyers hiring in Spain. Severance accrues from the very first day of employment, with no qualifying period before an employee can claim unfair dismissal, and a misclassified contractor, the *falso autónomo*, costs the company up to four years of back social security contributions plus a 100% to 150% surcharge.

**Severance starts on day one.** There is no qualifying period. A fair objective dismissal costs **20 days of salary per year of service** from the moment the contract starts, prorated for partial years, and unfair dismissal protection also begins on day one, which is unusual in Europe. Notice does not soften it either: the statutory notice is a flat 15 days at any tenure. Price the exit in from the first payslip, not just the hire. [Read the full termination and severance guide](/country-hiring-guides/spain/termination-and-severance).

**The falso autónomo bill lands on the company, not the worker.** The Inspección de Trabajo can declare a contractor an employee without a court ruling, based on how the work is actually done rather than what the contract says. Reclassification reaches back up to four years of social security contributions, with a surcharge of 100% to 150% on the unpaid amounts, and Spain offers no advance ruling to certify status up front. An employer of record removes the question for the engagement it covers: the worker becomes a real employee on a compliant Spanish contract, so there is nothing left to reclassify. [Read the full misclassification guide](/country-hiring-guides/spain/misclassification).

[Read the full falso autónomo and misclassification guide →](/country-hiring-guides/spain/misclassification)

## Frequently asked questions

How much does it cost to hire an employee in Spain?

Plan on roughly 132% of gross salary: a €40,000 hire costs about €52,660 fully loaded once employer social security at 31.65% is added. Salary is paid in 14 instalments, 12 monthly plus two pagas extraordinarias, with the same annual total. The sector collective agreement (convenio colectivo) can add to that base. Teamed's Spain fee is $599 per employee per month flat (Zero FX) in any currency pairing.

Can a US company hire in Spain without an entity?

Yes. An Employer of Record like Teamed runs Spanish payroll, contracts, and compliance from day one through a vetted partner entity in its network, with onboarding in days rather than months for hires who already hold EU or EEA work authorisation (non-EU nationals need a work and residence permit in place first). You direct the work; the partner entity is the legal employer. Your own Spanish SL (Sociedad Limitada) only starts to pay off once you have a settled team in Spain.

What changed in Spain employment law in 2026?

Spain extended paid parental leave from 1 January 2026: both parents now receive 19 weeks each, up from 16, under Royal Decree-Law 9/2025. Social Security pays the benefit at 100% of the regulatory contribution base, so there is no salary cost to the employer during the leave. The standing rules still do most of the surprising: unfair dismissal protection applies from day one, and the working week is a hard 40 hours with no individual opt-out.

What is the employer social security rate in Spain in 2026?

Employer social security is 31.65% of gross salary, applied from the first euro. The single rate bundles common contingencies, unemployment, professional training, the wage guarantee fund (FOGASA), the 0.75% employer share of the MEI levy and a professional-risk contribution rated by sector; 31.65% reflects a typical office-based hire. There is no separate employer pension contribution; pension entitlement is funded through the same rate. Employees pay their own, much smaller contribution on the same base.

When does a Spanish entity become cheaper than EOR?

There is no fixed headcount. The crossover moves with the EOR fee you actually pay, your entity setup and running costs, and how fast you grow, so the honest answer is to model it rather than quote a number. Salary does not change it, because both paths carry the same salary and the same 31.65% employer social security. Run Teamed's Crossover Calculator for your figure; Teamed flags the crossover and runs the Contractor to EOR to entity transition on one platform.

What are the statutory notice periods in Spain?

Notice does not scale with tenure. An objective dismissal requires a flat 15 days at any length of service, a disciplinary dismissal takes effect immediately, and during probation either party can end the contract with no notice at all. Employee resignation also carries 15 days, and many convenios colectivos extend notice to 30 days; where a convenio applies, the longer period governs.

A note from Tom Price-Daniel

EOR is the right hiring model in Spain. Until it isn't.  
When you outgrow it, we'll tell you, and graduate you to your own entity.  
That's the only honest version of this business.

Tom Price-Daniel · Co-founder, Teamed

## Keep reading

- [Termination in Spain: day-one severance and the 20-day formula](/country-hiring-guides/spain/termination-and-severance)decisive
- [The falso autónomo: how Spain reclassifies contractors](/country-hiring-guides/spain/misclassification)decisive
- [EOR vs your own Spanish SL: when the model flips](/country-hiring-guides/spain/eor-vs-entity)Crossover host
- [What a Spanish employee really costs](/country-hiring-guides/spain/cost-breakdown)cost
- [Hiring in Spain: offer letter to first nómina in five steps](/country-hiring-guides/spain/hiring-guide)child
- [Permanent establishment: why Spanish sales hires trigger corporate tax](/country-hiring-guides/spain/permanent-establishment-risk)child
- [Employer of Record overview](/employer-of-record)cluster 2a
- The Graduation Modelcluster 2a
- [Teamed pricing: Zero FX Fixed](/pricing)commercial
- [Crossover Calculator](/tools/crossover-calculator/spain)tool
- [Talk to an expert](/contact)CTA