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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Spain's geographical location provides easy access to European, North African, and Middle Eastern markets, making it strategically positioned for international business.
Spain has tens of thousands of highly skilled workers. Spanish universities supply a steady stream of professionals with sought-after skills and qualities.
Spain has a growing innovation and technology sector, particularly in cities like Barcelona and Madrid, attracting tech talent and fostering innovation.
Over the past few years, Spanish government has worked to support free trade and investment by relaxing business regulations and increasing incentives to attract foreign businesses and investment.
All employment contracts in Spain must be written and contain certain mandatory clauses, including:
Probationary periods are common but not required by law in Spain. Where there are no special provisions in an applicable collective bargaining agreement or employment contract, probationary periods have a maximum period of six months.
The standard working week in Spain is 40 hours, spread over five days.
In Spain, employees are legally entitled to overtime compensation if their work hours exceed the standard 40 hours per week. The maximum amount of overtime an employee can work annually is 80 additional hours. Overtime regulations are strictly enforced in accordance with collective bargaining agreements.
In Spain, minimum wages are established according to industry sectors in collective bargaining agreements. The daily minimum wage is calculated on the basis of 30 days. Generally, the standard minimum wage in Spain is set at 1,134 EUR per month. Temporary employees and seasonal workers, employed by the same company for fewer than 120 days, must receive a minimum daily wage of 53.71 EUR.
13th and 14th-month salary payments are mandatory in Spain. It is a customary practice to divide the annual salary into 14 installments, accommodating the additional salary payments that employers disburse in July and December. This arrangement is specified in both the employee's employment contract and collective agreements.
Individual income tax in Spain is a progressive tax system. Individual income tax ranges from 19% to 47%.
The funding for Spanish government pensions comes from contributions made by employees and employers. To be eligible for a government pension in Spain, individuals must currently be at least 65 years old and have a minimum of 15 years of contributions to Spain's National Social Security System. Within the 15 years preceding retirement, a minimum of two years of contributions must have occurred.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Spain tailored to your needs.
In Spain, employers cannot terminate employment at will once the probation period has concluded, and termination must be justified by valid reasons. Other than voluntary termination by employee, mutual agreement or contract expiration, acceptable grounds for termination initiated unilaterally by employer include:
Spanish law generally mandates a 15-day notice period for employment termination. Employers can substitute this notice requirement with financial compensation in lieu of notice.
Employers are required to pay severance following objective dismissal. The compensation thereof is a non-taxable payout equivalent to 20 days of salary for each year of service, capped at 12 months' salary.
Spain's national holidays are listed below; however, regional variations may require the observance of additional and alternative holidays.
In Spain, employers have a statutory responsibility to provide a robust benefits package to their employees. This typically encompasses:
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