Guides & calculators
What it actually costs, and what actually happens.
The things foreign companies ask us before they commit to Spain, answered properly and for free. No form, no gate, no sales call required.
Articles · deciding how to enter Spain
Read this before you commit to a date.
- Article
When Does an EOR Stop Making Financial Sense in Spain?
Compare EOR fees with the full cost of your own Spanish entity. See how headcount, setup costs and payback change the decision, then try our calculator.
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When should a foreign company incorporate in Spain?
A decision framework for foreign companies weighing a Spanish subsidiary, a branch or a limited market test before they commit.
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How long does it take to switch accounting, tax and payroll providers in Spain?
A practical timeline for changing accounting, tax and payroll providers in Spain without creating a filing, payroll or access gap.
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How to take a newly formed Spanish company from incorporation to fully operational
A practical activation sequence for a new Spanish company: tax registration, authority access, hiring, invoicing, records and ownership.
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How much does it cost to exit an EOR and set up your own Spanish operation?
Build the real cost of moving from an EOR to a Spanish entity: one-off setup, employee transfer, overlap and ongoing operations.
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How long does it take to get a Spanish subsidiary fully operational?
Plan your Spanish subsidiary’s launch around hiring, invoicing and payments. See which dependencies set the date and what to settle before agreeing a kickoff.
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EOR vs subsidiary vs contractor in Spain: Which structure should you use?
Compare EOR, subsidiary and contractor options in Spain by control, legal fit, full cost and exit commitments. Decide what your first hire or market test needs.
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How to change accountants in Spain without disrupting your business
Plan a change of accountant for your Spanish subsidiary. Agree filing ownership, transfer usable records and check access before the first payroll and close.
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Who should handle accounting, tax, payroll and compliance after Spanish incorporation?
Choose who handles accounting, tax, payroll and compliance for your new Spanish company. Compare HQ-led and outsourced options, scope and formation handover.
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How to move employees from an EOR to your own Spanish entity
Plan an EOR exit in Spain: assess the employee transfer route, preserve agreed rights and coordinate provider notice, registrations and the first direct payroll.
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Spanish Subsidiary vs Branch vs EOR: Which Structure Fits Which Situation?
Compare a Spanish subsidiary, branch and EOR against your hiring deadline, customer contracts, parent liability and ongoing costs before committing to a route.
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Hiring in Spain Without a Company: What Are Your Options?
Can you hire in Spain without a local company? Compare foreign-employer registration, contractors and EOR arrangements before committing to a Spanish subsidiary.
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7 Warning Signs Your Spanish Subsidiary Has Outgrown Its Accountant
See seven signs your Spanish subsidiary needs more support. Separate service gaps from HQ workload, and decide whether to rescope, add capacity or switch.
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The First 90 Days of a Spanish Subsidiary: Finance, Tax and Employment Checklist
Your Spanish subsidiary is formed. See what must happen before the first invoice and payroll, which deadlines already apply, and what to verify by day 90.
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EOR vs Spanish Entity: A Full Cost Comparison for a 5-Person Team
Compare EOR and Spanish entity costs for five employees, including salaries, ongoing overhead, migration and the timing that can erase first-year savings.
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The Real Cost of Operating a Spanish Subsidiary
Build a Spanish subsidiary budget beyond formation fees: employment, annual compliance, HQ workload and launch cash, with a transparent worked example.
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Expanding to Spain: A Practical Guide for UK Companies
Exploring Spain from the UK? Compare ways to sell and hire, understand what changes your obligations, and decide whether you need a Spanish company yet.
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Hiring Your First Employee in Spain: What Changes for the Employer?
Hiring your first employee in Spain? See what changes beyond salary, which steps affect the start date and how to build a workable employer budget.
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How Do You Know Whether Your Spanish Advisor Is Actually Doing a Good Job?
Evaluate your Spanish advisor using evidence of filings, notification handling and reporting. Find out whether to keep, improve or review the relationship.
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Your Spanish company exists. Here is what already started.
Your obligations started at incorporation, not at first revenue. The one-month clocks, the filing calendar, the year-end sequence and the traps foreign parents hit.
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Is your EOR arrangement legal in Spain?
EOR is not a category in Spanish law. Article 43 of the Workers' Statute is, and the liability it creates falls on you, not your provider. An honest assessment.
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How long it really takes to open a company in Spain
Six to twelve weeks for a foreign-owned Spanish SL, not 48 hours. The real timeline, the four bottlenecks that decide your date, and how to run them in parallel.
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Three numbers people ask us for most.
What an employee really costs
Gross salary in, total employer cost out — social security, the extra payments, and what your collective agreement adds on top. The number to build a budget from, not the salary.
Open the calculator →What it costs to let someone go
Compensation by years of service, for both objective and unfair dismissal, with the statutory caps applied. Worth running before you make an offer, not after.
Open the calculator →EOR or your own entity
What you’re paying for the EOR layer against what your own Spanish company would cost. Salaries excluded from both sides, because you pay them either way.
Open the calculator →All three are free, none of them ask for your email, and the figures are indicative. We’ll build the exact version with your real numbers in a 45-minute call, and that’s free too.
Calculator
What an employee really costs — and what it costs to let them go.
33 days / year, cap 24 months
20 days / year, cap 12 months
Indicative. Employer social security at 31%; unfair dismissal at 33 days per year of service, capped at 24 months’ pay. A fair dismissal on objective grounds is lower — 20 days per year, capped at 12 months — but which of the two applies is decided after the fact, not before. Your collective agreement can change both figures. We identify the one that applies to you by activity and province before you make an offer.
Calculator
EOR or your own entity.
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.
Or just ask us.
If the answer you need isn’t here, or your situation doesn’t fit the general case — which it often doesn’t — tell us what you’re trying to do. We’ll answer the question whether or not it turns into anything.