Spanish payroll, explained clearly and managed by a team you can contact.
We help Spanish companies and international employers manage payslips, employment contracts and Social Security obligations. Get practical support in English, access to your documents through Tempo and a clear process from your first hire to each monthly payroll.
We agree responsibilities, filing requirements and deadlines before starting. Your proposal sets out the recurring service and any additional work.
Employer registration, immigration, dismissals, disputes, occupational risk prevention, specialist HR projects and Tempo HR may require a separate scope. We confirm responsibilities and fees in your proposal.
We review your employer setup, work locations, roles and start dates. A foreign business may be able to register as an employer without forming a Spanish company; tax presence and employment obligations need a separate review.
Register a foreign employer in SpainWe coordinate employee records, year-to-date payroll, contracts, contribution information and pending matters with your current provider. Agree the first payroll date and transition requirements before switching.
Plan your handoverTell us your employee count, work locations, pay structure and whether you need employer registration or a handover. We confirm the monthly scope, setup work and additional fees before you commit.
Set deadlines for changes, payroll review, salary payment and filings, with a named point of contact.
Report new hires, leavers, absences and variable pay through the agreed secure channel before the cutoff.
We prepare calculations and documents for review. You approve payroll and provide the funds; payment arrangements and filing responsibilities follow the agreed scope.
We complete agreed communications and filings and make documents available in Tempo. Tell us promptly about corrections or new authority notices.
Employer details and Social Security registration, employee identification and work authorisation where required, contracts, work locations, salary and hours. For a handover, we also need year-to-date payroll and contribution records. We arrange secure document exchange.
Tempo is your client area for payroll documents, contracts and communications with our team.
Explore the Tempo client areaFor daily clock-in records, absence approvals and schedule oversight, ask about Tempo HR. We confirm its scope separately from payroll processing.
Time tracking with Tempo HROur payroll and employment team combines payroll administration, Social Security work and employment advice for international employers.
Luis BazánSenior employment adviserMadrid
Luis Bazán brings experience in employment law, employee relations and payroll management, including international HR work in London.
Sergio BujalanceSenior employment adviserTenerife
Sergio Bujalance advises on employment relations and Social Security, helping employers manage their obligations and day-to-day employment matters.
“His professionalism and attention to detail make every collaboration smooth and enjoyable. I truly appreciate his dedication and the high quality of service he provides - it's a great experience having him as a payroll partner.”
Nena Petrovic — Read the Google review
Alejandro GaleraEmployment adviser and HR specialistTenerife
Alejandro Galera works on payroll, employee registrations and deregistrations, HR and EOR coordination. His experience includes payroll administration and employee support at Deloitte.
Excerpts from client reviews, shown in their original English. Open the links to read the full reviews.
“Whether it's navigating complex Spanish legislation or resolving payroll-related matters, they’ve proven to be a one-stop solution we can rely on.”
Not always. A foreign business may register as an employer with Spanish Social Security. The right setup depends on your activity and presence in Spain; registration alone does not settle permanent-establishment or other tax questions. We review the circumstances before recommending a route.
Check the national, regional and local holiday calendar for the work location, together with the applicable collective agreement and contract. Annual leave and public holidays are distinct. Working hours, rest periods and daily working-time records also need to be managed.
Employees working in Spain may be protected by mandatory Spanish employment rules even when the employer is foreign or the contract chooses another law. Work location, collective agreements and any genuine posting arrangement must be reviewed; a foreign contract does not automatically remove Spanish obligations.
The actual relationship determines whether someone is an employee or genuinely self-employed. Calling it consultancy or paying invoices does not decide that question. We review independence, organisation and the employer's control before advising on payroll, registration and tax treatment.
A qualifying temporary EU posting may allow continued home-country coverage, generally for up to 24 months, supported by a Portable Document A1 from the competent authority. A1 does not settle host-country employment conditions, posting notifications or tax obligations. Remote work and work in several countries need their own assessment.
Contributions are not simply moved as a cash balance to another country's system. Under EU coordination, insurance periods can count towards entitlement, and each country generally pays its own pension share. Outside the EU, the applicable bilateral agreement and benefit rules must be checked.
Yes. We agree a handover date and collect contracts, employee details, year-to-date payroll, contribution records and pending obligations. We confirm data quality, responsibilities and any setup or correction work before the first payroll run.
The proposal specifies who approves payroll, funds and executes salary payments, arranges Social Security payments and files returns. Disputes, dismissals, immigration, risk prevention and specialist HR work may need additional support. Payroll processing does not automatically include all these services.
Yes. Our team explains the process and employment requirements in English and prepares the Spanish documents and communications for the agreed service. We confirm your contact, document workflow and approval deadlines at the outset.
Share your employee count, work locations, planned start date and whether you already have a payroll provider. We will outline the setup, monthly service and support you need.
Discuss your payroll
How much does an employee cost beyond gross salary?
Budget for gross pay plus employer Social Security contributions and any benefits or other employment costs. Contributions depend on current rates, contribution bases, contract type, occupational risk and applicable adjustments. No single percentage or annual cap works for every employee; request a calculation for your proposed salary and role.