Already in Spain through an EOR
Stop renting your Spanish presence. Own it.
For less than you pay your EOR today, with your team moved across and nobody uncovered for a single day.
An EOR is the right way to test a market. It is an expensive way to run one. When the Spanish team stops being an experiment, the maths turns — and so does the risk.
We build the comparison from your real invoices on the first call, and it’s yours to keep whether or not you hire us.
The arithmetic you can do yourself
The subtraction, with your own numbers.
Move the slider to the number of people you employ in Spain today. Salaries and social security are paid either way and are left out of both sides — what’s being compared is the layer on top.
per year. On top of salaries. No Spanish invoices. No advisory. No entity of your own.
per year. Setup included. Local invoicing, a named advisor, and the entity is yours.
less, in year one, with the entity and the migration included.
Indicative. Salaries and employer social security are excluded from both sides because you pay them either way. Your real figure depends on your EOR’s fee structure and your headcount mix, which is exactly what we rebuild with your invoices on the first call.
Sometimes the answer is to stay where you are.
With one or two people in Spain and no plan to sell here, an EOR is usually still the cheaper and simpler option, and we will tell you so. The model tips when one of four things becomes true:
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You need to invoice in Spain.
An EOR cannot issue Spanish invoices for you. Spanish customers, public tenders and most local contracts require a Spanish entity behind the paperwork.
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Headcount has grown past the point where a per-person fee makes sense.
The EOR layer is linear. Your own entity isn’t.
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Someone has started asking about permanent establishment.
Usually your auditor, sometimes your own tax team.
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Your team has become permanent.
They do your work, follow your management, use your systems, and the only thing about them that isn’t yours is the contract.
If none of those four is true yet, we’ll say so in the first call, and you’ll have the model for the day one of them is.
What changes on the day the entity is yours.
- You can invoice in Spain. Your own VAT number, your own invoices, your own contracts with Spanish customers.
- You employ your own people. Your name on the contract, your handbook, your equity plan, your culture.
- You get advice, not administration. An EOR processes payroll. Nobody there is looking at your numbers and telling you what to do about them.
- The Beckham regime becomes available to your relocated staff. Régimen de impatriados: a flat 24% up to €600,000, filed within six months of starting work.
- You can sign things. Leases, tenders, grants, credit lines. An entity is the thing counterparties ask for.
- You are ready for VeriFactu. Spanish invoicing software requirements land on 1 January 2027 for corporate income tax payers and 1 July 2027 for everyone else. Entities need to be ready. We build that in rather than bolting it on later.
The part the comparison pages leave out
You can’t simply move your employees.
Spanish employees don’t transfer because two companies agreed they should. Either each person consents to a new contract, or the move is structured as a sucesión de empresa under Article 44. Both are legitimate, and the choice has consequences: where Article 44 applies, existing terms and seniority carry across — so the clock on any future severance started when they joined the EOR, not when they joined you.
None of this is difficult. It’s just done in a particular order, and it’s the order that most of these projects get wrong. Our guide to moving employees from an EOR to your own Spanish entity sets out that order.
We check what agreement they were actually on.
Whoever employed your team picked a collective agreement for them. If it was the wrong one, the underpayment comes across with the people. We audit that before switch day, not after.
We write to your team before you do.
From where they sit, a company they’ve never signed anything with is about to become their employer. The communication pack goes out in English and Spanish before anyone is asked to sign.
With committed dates, in the proposal
The project timeline
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Week 1
The model, with your numbers
We rebuild the EOR-versus-entity comparison from your real invoices, and give you the Article 44 assessment of what transfers with your people. Yours to keep whether or not you go ahead.
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Weeks 2–10
Entity and structure
Company set up, tax registrations, social security employer account opened, and every inherited employment term mapped: seniority, agreement, salary structure, accrued holiday.
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Weeks 10–12
Consents and communications
The bilingual employee pack goes out. Individual consents collected. The transfer documented properly, with the paper trail that holds up if anyone later asks.
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Switch day
EOR off, Spain on
Termination with the EOR and registration with Spanish Social Security on the same date. Not one employee uncovered for a single day.
Ninety days end to end for a standard migration. If your EOR requires longer notice, that runs in parallel rather than afterwards.
Not one employee uncovered for a single day.
If anyone is left without cover through our fault, the setup isn’t charged and we carry the cost of putting it right.
Nothing outside your monthly fee is invoiced without being flagged first. And if you ever leave us, your data, your books and your access are handed over within 15 days. We guarantee only what we control — never the bank, the tax authority or the Registry.
If your EOR sent you
We don’t sell employer of record services, so we aren’t competing with your provider. If your platform referred you to us, they keep every other country you operate in — which is generally why they referred you in the first place. A graduation they arranged stays friendly and documented. One they didn’t tends not to.
Our partner programme →What it costs.
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The migration is a fixed price, agreed before we start, and it comes off your monthly fee at 25% of each invoice until it is used up.
The entity, the transfer of your people and the switch day, fixed in writing before we start.
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Then a fixed monthly fee, built from your obligations.
Tax, employment, payroll, your named advisor, administrative custody and the portal — or managed payroll alone, priced per employee. Agreed in writing before anything starts.
A fixed monthly fee. From five people in Spain, that is less than the EOR layer alone — and it buys advice rather than administration. Below five, an EOR is often still the right answer and we will say so. Check it with a worked five-person cost comparison, or build your own budget with what an EOR exit really costs.
How we price →What companies ask before they leave an EOR.
Usually the first question is whether your EOR arrangement is legal in Spain. We’ve answered that one in full, including what the courts haven’t decided yet.
- Is leaving an EOR complicated in Spain?
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It is structured, not complicated. The three things that decide it are whether the move qualifies as a transfer of undertaking under Article 44, whether each employee consents, and whether the switch is coordinated so that Social Security registration begins the day EOR cover ends. Done in the right order it takes about ninety days.
- Do our employees keep their seniority?
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Yes, where the move qualifies as a transfer of undertaking. Their start date stays the date they began working for you through the EOR, which matters for notice periods and for any future severance calculation. This surprises most foreign employers and it should be priced in before you decide.
- Can we be forced to keep terms the EOR agreed?
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In a transfer of undertaking, existing employment terms carry across, including the collective agreement applied to them. That’s one reason we audit what they were actually on before switch day, rather than discovering it afterwards.
- Are we creating a permanent establishment through our EOR?
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Possibly. It depends on what your people in Spain actually do — whether they habitually conclude contracts, whether they hold stock, and how much of your Spanish revenue depends on them. An EOR employs them; it does not decide this question for you. We assess it in 72 hours as a fixed-price piece of work.
- What happens to the EOR contract?
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Its notice period runs in parallel with the migration rather than after it, which is the single most common reason these projects take longer than they should.
- What if we have people in several countries?
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We only do Spain. Your provider keeps the rest, and that’s usually the arrangement that suits everyone.
Start with the arithmetic.
Send us one recent EOR invoice and your headcount. We’ll come back with the comparison built on your real numbers, the Article 44 position on your team, and an honest answer about whether now is the moment.
Replies within 24 hours. The model is yours to keep either way.