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The easiest and fastest way to hire, onboard & pay your employees in Spain. Compliance, payroll, and benefits. Sorted.
24/5 (Human) support - ready to onboard your new hires within 24 hours.
We manage your international payroll & local contracts - 100% compliant & hassle free.
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Our payroll process is built for global compensation. Think currency conversions & tax compliance - sorted. This ensures remote employees are paid accurately and efficiently.
We ensure remote employees receive local benefits tailored to their specific region, enhancing their job satisfaction and well-being. Making remote employees feel valued and fairly treated.
We vouch for socially responsible conduct whilst ensuring we align with local laws & global standards. We choose the courageous route. Sometimes that means saying no and stepping away.
We know our success depends on being accountable, responsible & customer obsessed. We want to be known for being fun, dependable & smart people to work with!
Please read through our frequently asked questions regarding hiring in Spain. We've listed the most common questions and answers below.
For work-related incapacity due to sickness or injury you can have up to 1 year off. From day 4 to 20 you are paid 60% of your salary after this Social Security will pay 75%.
16 Weeks maternity and paternity leave paid by Social Security. In addition there is 1hr per day child support until 9 months which is paid by the employer.
Employees are entitled to 22 working days of annual leave plus 14 public holidays. While the general practice permits unused leave to be carried over until the 31st of March, alternative arrangements can be negotiated.
When you tie the knot, you're entitled to 15 consecutive days off, starting from the first working day following your wedding. So, if your employee says "I do" on a Saturday, their well-deserved break kicks off on Monday.
Partnering with Mapfre, we offer a health insurance plan at a base price of €52 per month. This plan allows for up to €500 per annum in tax benefits, ensuring both health security and financial efficiency for your employees.
Given the tax implications and restricted access to funds before retirement, private pensions are not widely regarded as appealing benefits in Spain. As an alternative, a flexible cash allowance is commonly considered, providing immediate value and versatility to employees.
We can offer meal cards, which come with tax benefits for the first €11 per working day used through the card. This benefit offers a tangible daily value to employees.
Our team can build custom benefits packages based on the specific needs of our customers whilst ensuring that the benefits will stay 100% compliant.
The Beckham Law is Spain's tax incentive for expats, allowing them to pay a reduced flat tax rate of 24% on Spanish-sourced income for the first 6 years, instead of the progressive tax rate on global income.
This law aims to attract international talent by offering significant tax savings.Flat 24% tax rate on incomes up to €600,000; 45% thereafter.
Designed for foreign workers, including those in managerial positions or performing remote work, and their families.
Excludes self-employed individuals and professional athletes; specific conditions apply for eligibility and application.
General Probation Rules:
The maximum probation period for qualifying positions, typically senior-level roles, is 6 months, with 3 months being the most common duration.
Notice Periods: Notice periods during and after probation can be mutually agreed upon by the employee and employer. However, in case of a dispute, the law mandates minimums: no notice during probation and 15 days after probation for both parties.
In Spain, fixed-term contracts are permitted only for very specific reasons, such as workload increases or employee substitution (e.g., maternity leave).
Extensions:
For Workload Increase: These contracts can extend up to six months within a 12-month frame. If initially signed for less than six months, they can be extended once.
For Substitution: Last as needed to cover the absent employee.
At Teamed, we streamline the termination process in Spain, ensuring compliance with country laws and applicable agreements. Our tailored support includes:
Efficient Communication: Leading termination discussions and facilitating agreements with professionalism and empathy.
Navigating Complex Laws: Expert handling of individual dismissals and company-wide redundancies, with special attention to local requirements.
Managing Dismissals: Guidance on different types of dismissals, including severance calculations and formal procedures.
Financial and Legal Precision: Accurate final settlements and seamless handling of statutory requirements, ensuring a dignified exit process.
"During a tough time, Teamed was our anchor. They guided us through the complexities of downsizing with empathy and expertise." Shivani, from Pixelynx
We're sorry that we can't sponsor visas in Spain right now, but don't worry!
When you join us for a demo, our warm and knowledgeable global employment experts will be thrilled to point you in the right direction and help you find the support and resources you need.
At Teamed, transparency is paramount. We pride ourselves on never imposing additional fees. That means no extra FX fees, no additional onboarding fees—just clear, upfront pricing. What we agree upon is precisely what you'll pay.
Your first invoice will be issued during the month your first employee/contractors has been onboarded. This means that if an employee starts on the 12th of February, the first invoice will be issued by the end of February.
Our standard procedure involves requesting a deposit from our customers, typically equivalent to the employee's first month's salary, as a precautionary measure. This practice ensures our ability to consistently fulfil our legal obligation to pay employees promptly.
With Teamed, you'll get one invoice in your chosen currency with itemised list by employees. Your employees and contractors get paid in their local currencies.
Julia Mardell
Operations Director, Classic Folios
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