We advise international companies on how to establish and operate in Spain from an employment and organisational perspective.
Our work covers Employer of Record structures, representative offices, local entities, direct employment, payroll, Social Security, immigration, internal policies and workforce planning.
We define employment structures that support market entry while balancing operational efficiency, legal compliance and future scalability.
Entering the Spanish market requires the employment structure to be aligned with the company’s commercial plans and intended level of local presence.
The proposed activity, workforce model, hiring timetable, corporate structure, immigration requirements, payroll arrangements and compliance obligations must be assessed before personnel begin working in Spain.
We advise companies on the appropriate entry model and support its implementation from initial assessment to local hiring and ongoing employment compliance.
We advise on:
An Employer of Record can allow an international company to hire personnel in Spain before establishing its own local employment infrastructure.
We advise on the legal framework, allocation of responsibilities, contractual arrangements, operational limits and risks associated with EOR models.
The appropriate legal presence depends on the company’s activities, hiring plans and intended permanence in Spain.
We assess the employment implications of representative offices, branches and subsidiaries, including the capacity to hire, management responsibilities, payroll, Social Security and local compliance.
A market-entry strategy should anticipate how the workforce will develop beyond the first hires.
We advise on employment models, contractual structures, job classifications, remuneration, working time, applicable collective agreements and onboarding requirements.
Hiring personnel in Spain creates ongoing employment, payroll and Social Security obligations.
We coordinate the legal structure with registration, payroll processes, contribution requirements, internal documentation and mandatory workplace policies.
International companies may need to relocate executives, specialists or other key professionals to support the Spanish operation.
We advise on work and residence permits, highly qualified professionals, intra-company transfers, international assignments and coordination between immigration and employment requirements.
Temporary market-entry models may need to evolve as the Spanish operation grows.
We advise on transitioning from EOR or international assignment structures to direct local employment, including employee transfers, contractual continuity, harmonisation of conditions and implementation risk.
Business objectives, planned activity, workforce needs and intended local presence.
Entry model, employment framework, immigration route and compliance requirements.
Contracts, registrations, hiring, onboarding, policies and workforce deployment.
Workforce growth, transition to local structures, restructuring and ongoing compliance.
Employment counsel should be involved before the company hires personnel, deploys professionals or selects its operational structure in Spain.
Early involvement is particularly important where the business is considering an EOR, representative office, branch or subsidiary, recruiting international professionals or planning rapid workforce growth.
Depending on its business plans, the company may use an Employer of Record, establish a local entity or adopt another legally appropriate employment structure.
Not in every case. The appropriate structure depends on the company’s activity, intended permanence, workforce model and employment, corporate and tax position.
An EOR may be considered for initial or transitional hiring where the company does not yet have its own employment infrastructure in Spain. Its suitability depends on the proposed activity and the operational model.
Before the entry model or first hire is confirmed. Early advice helps align the employment structure with the business plan and avoid compliance or implementation risks.
Corporate restructuring requires precision before action