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Employ Candidates Compliantly in Spain

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  1. Overview: Spain
  2. Global HR Compliance
  3. Global PEO and Payroll
  4. Work Permit for Hiring Expats via PEO
  5. Expand without a company set up
  6. Contractor vs. Employee: Which Is Better?
  7. Global Payroll Calculator
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Global Employer of Record (EOR) in Spain

What Is a Global Employer of Record?

When expanding globally, businesses often face the challenge of navigating complex employment laws, tax regulations, and administrative burdens when expanding into new markets. A Global Employer of Record (Global EOR) emerges as a strategic solution, alleviating these complexities and enabling seamless international workforce management.

Unlike a traditional Employer of Record (EOR), which operates within a single country, a Global EOR extends its reach across multiple jurisdictions, offering a unified platform for managing international employees. This centralised approach eliminates the need for companies to establish separate legal entities in each country, streamlining the process of hiring, employing, and managing staff globally.

Global EORs serve as the legal employer for international employees, assuming all responsibilities associated with employment, including payroll, tax withholding, benefits administration, and compliance with local labour laws. This comprehensive support allows companies to focus on their core business objectives without getting bogged down in the intricacies of foreign employment regulations.

The benefits of partnering with a Global EOR extend beyond compliance and administrative relief. Global EORs provide access to a vast network of experienced professionals who possess in-depth knowledge of local employment practices, ensuring that companies adhere to the latest regulatory requirements and avoid costly legal pitfalls.

Moreover, Global EORs offer a cost-effective alternative to establishing local subsidiaries or business units. By centralizing employment functions, companies can avoid the upfront investment and ongoing operational expenses associated with setting up a legal presence in each country.

For companies seeking to test new markets or adopt agile operational strategies, Global EORs prove invaluable. Their flexibility allows companies to quickly deploy and adjust their workforce based on market conditions and business needs, minimizing risk and preserving existing corporate structures.

9 Ideal Industries for a Global Employer of Record Arrangement

  1. Technology companies
  2. Startups
  3. Financial services
  4. Healthcare
  5. Education
  6. Business Services
  7. Media 
  8. Marketing and Advertising
  9. Non-profit

Global Employment Solutions

Compliance is often challenging for businesses expanding globally, as they may need to establish a legal in-country business entity to be compliant. This can be a complex, costly, and time-consuming process that many employers are not ready to undertake.

Acumen International is the leading provider of global employment solutions (Global Employer of Record and PEO), helping Spanish companies expand their reach beyond their borders and compliantly hire the best talent from anywhere in the world. With our Global Employer of Record services, thousands of businesses have access to legal, financial, and cultural expertise to onboard, pay, and manage employees and contractors in 190 countries. Express Global Employment is dedicated to helping companies succeed on a global stage and create a workforce that reflects the diversity of their customers and markets.

Express Global Employment provides comprehensive services for building a global team, handling all aspects from hiring to compliance. 

  • Global Mobility Support: Simplifies onboarding and immigration, enabling quick onboarding and engagement of international talent.
  • Effortless Onboarding: Streamlines global employee onboarding to enhance productivity and speed up results.
  • Global Payroll & Benefits Management: Manages international payroll and benefits, ensuring compliance and competitive compensation.
  • Borderless Expansion Without Local Entities: Facilitates workforce expansion in 190 countries, removing the need for local business entities.
  • Hire Internationally, Operate Everywhere: Offers support for scaling operations and seizing international opportunities swiftly.
  • Risk-Free Market Navigation: Provides expert guidance for secure expansion, managing permanent establishment, employee misclassification risks and compliance challenges in new markets.

1. Recruitment

2. Global Mobility

3. Checks

4. Onboarding

5. Payroll Administration

6. Working Time & PTO Processing

7. Benefits Administration

8. Tax Administration & Reporting

Offboarding

Talent skilled in highly specialised areas Employee Work Visa and Work Permit sponsorship Health checks Employment Agreement drafting In-country registration with statutory bodies Working hours Mandatory Benefits Tax Reporting frequency and requirements; Employment agreement termination:
Executive search Dependent Visa Criminal record checks Compliant worker onboarding on your behalf Day-to-day payroll management Overtime Health insurance Employer taxes & contributions Dismissal – by the employer
Contingency workforce Visa extension Background checks Account setup in the payroll and HR system​ Monthly pay slips or other pay frequency Public holidays Workers’ compensation Employee taxes & contributions Resignation – by the employee
Application for a sponsor license for a foreign national Education checks Employee data entry and records maintenance Accruals Annual leave Unemployment insurance Withholding tax Termination by mutual agreement
Relocation assistance Managing probation periods Allowances Parental leave Voluntary Benefits Local tax payments and reporting to local authorities Notice period handling
13th and 14th salary Sick leave Share plans for executives End of financial year reporting Final settlement & severance payments
Additional leave Bonuses & Equipment provision De-registration with statutory bodies
Expenses reimbursement & business trip processing
Health insurance, dental treatment

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Top 10 Reasons to Choose Acumen Global Employer of Record

1. No Entity Required

Employer of Record allows companies to expand internationally without setting up a legal entity in their target market. This makes it easier and less expensive for companies to do business in multiple countries risk-free. There’s no need to spend months or tens of thousands of dollars setting up a local entity in each target country. Avoid the hassle and leverage a Global Employer of Record instead.

2. Access to Global Talent Pools

The world is your oyster when it comes to talent acquisition. There is no limit to where your talent can take you. With the help of Global Employer of Record services, you can easily hire the best person in the world for the job, regardless of location. This way, you can create a global talent acquisition strategy to help your business thrive.

3. Rapid Remote Work Enablement

A Global Employer of Record helps to accommodate remote work by providing employees with competitive benefits and no changes to their day-to-day work life. A global EOR allows employees or contractors to move to a country of their choice, where they can legally work without worrying about losing their jobs or changing their current lifestyle. Employer of Record allows you to enable your organization for remote work quickly.

4. Employee Misclassification Risk Prevention

A global Employer of Record can help mitigate employee misclassification risk and avoid expensive fines and lawsuits so you can run ahead of changing regulations globally. Our team of HR professionals and legal experts will help you stay compliant, no matter where your employees or contractors are from.

5. Test New Markets Without Risk

A Global Employer of Record can help test the new markets without risk and unnecessary cost. Leveraging a global EOR arrangement gives companies the confidence to pursue growth opportunities internationally, knowing they can quickly exit any market if needed.

6. Global Hiring Continues Unimpeded by Regulatory Changes

If you use an Employer of Record, regulation changes will not necessarily affect your ability to hire talent globally. No matter what changes come about – such as Brexit, the U.S. H-1B visa program, or the UK’s IR-35 rules – you can protect your company by leveraging an Employer of Record service. This way, your employees can live where they are legally allowed to work and stay with your company.

7. Single End-to-end Global Employment Solution

Acumen International provides a convenient, all-in-one solution for expanding your business quickly and efficiently. With our solution, you can have your new employees up and running in just 72 hours. And because our solution is tailored to businesses with small or no HR and legal departments, you don’t have to worry about the hassle of managing payroll and benefits.

8. 100% Compliance Ensured by EOR

A Global Employer of Record solution can help make the HR processes more effortless and less risky. An EOR can ensure that new hires comply with local laws and regulations and handle all contracting issues.  With an Employer of Record, you can hire employees with locally compliant contracts and know that your intellectual property will be protected.

9. 365/24/7 In-Country Support

The Employer of Record handles the HR and payroll for the in-country employees across all time zones in the languages of the countries in which you operate.

10. Facilitated Business Transition

If you’re planning to merge with or acquire another company, you may wonder about the legalities of transferring your employees from one company to another. This is referred to as an “employee transfer.” It involves many risks, complicated and costly paperwork, and is often rife with errors. Think of an Employer of Record as the bridge between your companies during the transition period; the legal entity will manage all employee-related information transfers and communication before and after the merger, acquisitions, or a close-down.

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A Global Employer of Record Can Help You Replace Numerous Vendors in Spain

When it comes to managing the employment side of your business, many options are available to get the help you need. an ever-growing number of vendors can assist you with various aspects of your human resource services, including payroll, employee benefits, and more.

Working with a Global Employer of Record (EOR) is a great way to get all the help you need in one place. Global EORs can manage your employment-related needs in Spain, from taxes and retirement plans to background checks and employee discounts.

Partnering with a Global Employer of Record saves you time and hassle by consolidating your HR needs into one relationship. This also gives you peace of mind knowing that experts are handling everything for you so that you can focus on running your business in Spain and beyond.

A global Employer of Record can provide a full suite of services, helping you replace the following multiple vendors.

  1. Payroll Company
  2. Employee Benefits Broker
  3. HR Consultants
  4. Background Checks Vendors
  5. IP Attorney
  6. Tax Advisor
  7. Translation service
  8. Legal Advisor
  9. Immigration Advisor
  10. HR Compliance Advisor.

How IT Companies Can Succeed in Converting Existing Contractors into Employees with a Global EOR

As the IT industry largely depends on unique skills and expertise, more and more IT companies are hiring talent internationally. To help you engage and reward your international IT talent with 100% compliance regardless of their location, we have designed an innovative Express Global Employment (EGE) solution.

With its help, many companies have already benefited from choosing employment or employer-employee relations versus conventional freelancing/contracting. See what they are saying.

Express Global Employment solution gives IT companies like yours a decisive advantage in the fight for top global IT talent. By offering stability and statutory benefits of official employment, you can win high-profile IT contractors/freelancers looking to change their status to employees. Companies gain maximum employee engagement and loyalty, with employees enjoying a stable workload and working on ambitious projects they might have never had as freelancers. With no need to look for new projects all the time, employed programmers stay with one company longer, leading to lower staff turnover. In addition, when using our PEO and EOR solutions, you get protected from any employee-independent contractor misclassification risks and unexpected costs. 

We can help you recruit international IT talent with subsequent employment in any country worldwide if you have not found the candidates yet. 

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Spotlight on Spain

Spain (officially the Kingdom of Spain) is located in southwestern Europe, bordering the Mediterranean Sea, North Atlantic Ocean, Bay of Biscay, and Pyrenees Mountains, southwest of France. There are two autonomous cities, Ceuta and Melilla, and 17 autonomous communities, including the Balearic and Canary Islands.

  • Capital: Madrid.
  • Official language: Spanish.
  • Population: 47,260,584 (July 2021).
  • Labour force: 19.057 million (2020).
  • Local currency: Euro (€, EUR).
  • Minimum statutory salary: The minimum wage (SMI, or Salario Mínimo Interprofessional) applies to all workers regardless of their age, gender, or employment contract in Spain. It includes casual, temporary, and domestic work. Since September 2021, the national minimum wage in Spain has remained fixed at 13,510 euros per year.
  • Most developing industries: Spain is one of the largest producers of olive oil, wine, oranges, and strawberries in the world. Textiles, industrial food processing, iron and steel, naval machines, and engineering dominate the industrial sector. Outsourcing electronic components production, information technology, and telecommunications provide high growth potential. Spain is one of the most popular tourist destinations in the world. The banking sector is also essential.
  • Trading partners: Germany, France, Italy, China, Germany, Portugal, the United Kingdom, and the United States.
  • 13th salary: 13th and 14th-month salary payments are mandatory in Spain. Moreover, it is common practice for the annual salary to be split into 14 instalments.

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