Frequently Asked Questions

An EoR is a third-party organization that legally employs workers on behalf of a company, handling payroll, compliance, taxes, and benefits.

Yes, Swapp Agency can assist with work visas and permits in Iceland.

No, an EoR can be used for both remote and on-site employees, depending on a company’s global hiring needs.

Yes, we assist with visa sponsorship and work permits, ensuring smooth international hiring and compliance.

With Swapp Agency, you avoid the cost and time of setting up an entity. We ensure compliance and fast-track global hiring.

We handle terminations per local laws, covering severance, notice periods, and legal obligations to reduce risks.

Yes. Swapp Agency acts as the legal Employer of Record in Iceland, allowing you to hire local talent without establishing a local company. We handle employment, payroll, and compliance on your behalf.

Yes. Employers must provide contributions to pension funds, offer paid vacation (minimum 24 days/year), and pay into health insurance and social security. Swapp ensures all legal benefits are included in the employee’s package.

An Employer of Record (EOR) is a third-party organization, like Swapp Agency, that legally employs workers on your behalf in Iceland. We handle employment contracts, payroll, taxes, benefits, and compliance — while you manage the employee's day-to-day work and performance.

You can hire full-time, part-time, and fixed-term employees through Swapp in Iceland. We help customize contracts to fit your business needs while ensuring local legal compliance.

Permanent contracts are the default and offer full legal protection and benefits. Fixed-term contracts are allowed but can only last up to 12 months.

The maximum probationary period is 6 months, during which either party can terminate the contract with short notice. Probation periods are not permitted in fixed-term agreements.

According to the Employment Protection Act (LAS): Less than 2 years: 1 month 2–4 years: 2 months 4–6 years: 3 months Over 6 years: Up to 6 months If the employee resigns, the notice is typically 1 month unless otherwise specified.

Employees are entitled to 25 vacation days per year, excluding the typical 13 public holidays.

Parents are entitled to 480 days of paid parental leave, shared between both parents. Employers are not required to top up parental allowance, though some offer it voluntarily.

Employers pay 80% of wages for the first 14 days of sick leave. After that, Försäkringskassan (Swedish Social Insurance Agency) provides sickness allowance.

Employers pay 10.81% total in statutory pension contributions: 10.21% Retirement pension fee (Ålderspensionsavgift) 0.60% Survivor’s pension contribution (Efterlevandepensionsavgift) Employees do not contribute from their salary.

ITP1 is a defined contribution scheme. Employers contribute: 4.5% on monthly gross salary up to SEK 50,375 30% on amounts between SEK 50,375 and SEK 201,500 No contributions are required for salary above SEK 201,500. Many Swedish employees expect to get a pension insurance plan called ITP1. The plan is a common part of the benefit package that employers in Sweden offer to their employees, especially for senior positions. The ITP1 plan normally includes a pension plan and the following insurances: -Occupational group life insurance (TGL) -Disability insurance -Survivor’s pension -Premium waiver insurance

Yes. Swapp Agency provides: General liability insurance Employee accident insurance Optional insurances include extended healthcare and income protection.

No. There is no statutory minimum wage. Salaries are determined by collective agreements or individual contracts.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Yes, we can.

Yes, we can.

The usual payday in Sweden is the 25th of the month.

The processing time varies, but generally, after submitting the application, most cases are approved within about 6 weeks, sometimes sooner. The initial submission to the union takes around 5 to 10 days. After that, the application is sent in full to the Migration Agency, where specialist permits typically take up to 30 days to process, regular permits can take up to 4 months, and permanent residency applications up to 5 months. Timing may fluctuate depending on the specific case and season.

Swapp Agency AB can sponsor work and residence permits specifically for non-EU nationals, including specialist permits that require a local employment contract in Sweden, a relevant bachelor’s or master’s degree (or equivalent experience), and meeting minimum salary thresholds as per union agreements. Additionally, permits for dependents can be arranged. Renewals for both main applicants and dependents are also handled.

The key documents needed include: a passport copy, any previous visa or permit copies, job title and description, salary details, education certificates and CV, marital and family status for dependents, visa history, and current residency information. Additionally, signed employment agreements between Swapp and the employee, power of attorney forms, and a filled-out application form are required. These documents are collected to allow the immigration specialist to assess and proceed with the application accurately.

Permanent contracts: Standard employment with full benefits and protections. Fixed-term contracts: Allowed for temporary or project-specific roles, up to 12 months. Can only be renewed once; if continued beyond that, the contract is considered permanent.

The probationary period is 1 to 3 months. Typically, it would depend on the agreement or collective bargaining agreements.

Notice periods generally depend on tenure and collective agreements: 0–3 months: 1 week 3–6 months: 1 month Over 6 months: 3 months Termination requires a valid reason and written notice. Severance pay is not customary.

Employees are entitled to a minimum of 24 days of paid vacation per year. During vacation, they receive a vacation allowance of 10.17% of their annual salary instead of their normal salary.

Mothers and fathers are each entitled to up to 6 months of leave, paid at approximately 80% of their average salary. Parents can share their parental leave during the child’s first year.

Employees get a minimum of 2 days of sick leave for each month of employment during their first year. Longer sick leave periods are determined by collective agreements.

Employers must contribute a statutory minimum of 11.5% of the employee’s salary to the pension system. Employees contribute 4%. If employees choose to pay an additional 2% or 4% as part of a supplementary pension, employers must match with an additional 2% contribution.

No, there are no mandatory insurances required by law for employers in Iceland. However, Swapp Agency provides the following coverage for all employees to ensure safety and compliance: Occupational accident and health insurance Employee liability insurance Additionally, optional insurance policies (like extended health coverage or income protection) can be arranged for employees if needed.

Wages are typically determined by collective bargaining agreements (CBAs) or individual contracts.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Yes, we can.

We can't sponsor work permits as EOR for Iceland. No EOR can (this is for non-EU nationals). EU citizens can work without a permit, just with a Kennitala – Icelandic ID Number.

Yes, EU nationals can work in Iceland through an EOR without needing a work permit. They only need a Kennitala, which is the Icelandic ID number required to access services, pay taxes, and work legally in Iceland. We offer assistance in obtaining the Kennitala for all EU nationals.

In Iceland, employees choose their own Union and Pension fund. It’s best to ask the employee directly, as some pension funds are tied to specific industries or personal preferences. If they’re unsure, you can mention that many people choose the pension fund associated with their Icelandic bank. Popular options include VR, Frjálsi, and Almenni. Union fees only apply if the employee decides to join a union.

Yes we can assist with obtaining a work permit or visa for candidates that meet the required conditions, but as an EOR we cannot sponsor it.

Norway allows permanent contracts as the default type, offering full employee benefits. Temporary contracts are also allowed but only under specific and justified conditions, such as replacing an employee on leave, seasonal work, or project-based work. These contracts are tightly regulated.

The probationary period in Norway is typically up to six months. During this time, the notice period for termination is shorter (usually 14 days), so it may apply if it is clearly defined.

The minimum statutory notice period is one month, but it can vary based on the employee’s length of service and age. It is legally permitted to agree to longer notice periods, but not shorter than the statutory minimum.

Employees are entitled to a minimum of 21 working days of paid vacation per year. Employees over the age of 60 are granted an additional week of leave.

Parental leave includes 49 weeks at 100% pay or 59 weeks at 80% pay, shared between both parents. Some weeks are specifically reserved for each parent. There is also paid leave to care for sick children and other special family-related circumstances.

Employees can self-certify for the first 3 days of sick leave. For longer absences, a medical certificate is required. The employer pays for the first 16 days, after which the National Insurance Scheme covers up to 52 weeks.

Employers must contribute to an occupational pension scheme (OTP), with a mandatory minimum contribution of 2% of the employee’s salary. Employees also benefit from the National Insurance Scheme, which provides a basic pension. Employers cannot provide individual extra pension contributions, but may give extra salary for the employee to invest in a private plan.

Yes. All Swapp Agency employees in Norway are covered by Occupational Injury Insurance (yrkesskadeforsikring), which protects against work-related injuries and accidents. Optional insurances like health treatment and travel insurance can also be arranged.

Wages are typically governed by collective agreements (CBAs) or individual employment contracts.

Standard working hours are usually 9 hours per day and 40 hours per week, though many workplaces use a 37.5-hour week. Overtime must be paid at a minimum of 40% extra above the regular hourly rate. Employees cannot work more than 200 overtime hours per year, and total work hours, including overtime, must not exceed 13 hours per day or an average of 48 hours per week over 8 weeks. Employees are also entitled to: A 30-minute break if the workday exceeds 5.5 hours 11 hours of rest in a 24-hour period 35 hours of rest per week

Yes, we can.

Yes, we can.

The client must prepare a full copy of their passport (all pages), an up-to-date CV, a copy of their Master’s degree along with an official translation, the signed employment agreement with Swapp, a signed agreement with the client, and a completed questionnaire.

For dependents, the required documents include full passport copies for each dependent, official translations of birth certificates and the marriage certificate, and a completed questionnaire for each family member.

No, the employee is not allowed to begin working in Norway until the work and residence permit is approved and the Police/Biometrics registration has been completed locally in Norway.

All companies that carry out work on building and construction sites, offer cleaning services, or offer services related to manual car care, wheel changes and wheel storage must ensure that their employees hold valid HSE cards (HMS-kort). This requirement applies to both Norwegian and foreign workers.

Yes, we can process off-cycle payroll.

Non-compete clauses in Norway can be enforced for up to 12 months after the employment ends. Employers must provide compensation to employees during this period, which should be at least 100% of the salary up to 8G (the National Insurance basic amount) and at least 70% of the salary above that threshold. The clause must be agreed upon in writing and can only be enforced if the employer has a valid reason to protect their business interests. Importantly, if the employee's termination was caused by employer-related issues such as redundancies or misconduct, the clause cannot be enforced.

Non-solicitation clauses prevent employees from soliciting the employer’s customers after leaving the company and are also limited to a maximum of 12 months. However, these clauses only apply to customers the employee had contact with or responsibility for during the last 12 months of employment. Unlike non-compete clauses, there is no compensation requirement for non-solicitation clauses. Employees must receive a written statement specifying which customers the clause covers. Both types of clauses must be documented in writing to be valid.

Denmark allows permanent contracts as the standard, offering full legal benefits and protection under Danish law. Temporary contracts are also permitted for specific cases like seasonal work or fixed-term projects, but they are limited to a maximum of four years. If extended beyond that without a valid reason, the employee gains permanent status.

The typical probationary period in Denmark is three months, during which notice periods are shorter. It does not specify restrictions regarding fixed-term contracts, so the probation period may apply if stated in the agreement.

For employer-initiated terminations, under the Danish Salaried Employees Act: Less than 6 months of employment: 1-month notice 6 months to 3 years: 3-month notice 3 to 6 years: 3-month notice, increasing further with tenure For employee resignations, the notice period is typically 1 month, regardless of tenure.

Employees are entitled to a minimum of 5 weeks (25 days) of paid vacation per year. They receive holiday pay of 12.5% of annual salary, plus an additional 1% holiday supplement, paid biannually (in May and August).

Employees are entitled to up to 52 weeks of parental leave, which is shared between both parents. The Danish government pays the parental leave benefit, and Swapp Agency handles the application on the employer’s behalf. Employers may choose to offer salary top-ups, though it’s not mandatory.

After 8 weeks of employment, employers are required to pay sick pay for the first 30 days of sickness. After that, the employee receives public sickness benefits.

Denmark has a mandatory occupational pension scheme (ATP) with fixed monthly contributions shared between the employer and employee. In addition, many employers contribute to supplementary pension plans, commonly with the employer paying 2/3 and the employee 1/3 (e.g., 10% employer vs. 5% employee of gross salary).

Yes. Employers must provide work-related accident insurance. Swapp Agency also provides general liability insurance and can arrange optional insurances like travel insurance and private health insurance based on client needs.

No, Denmark does not have a statutory minimum wage. Salaries are typically determined by negotiation or collective agreements (CBAs). Union membership may influence salary expectations, especially during onboarding.

The standard workweek in Denmark is typically 37 hours. Any work performed beyond agreed working hours is considered overtime, and it’s usually compensated at a higher hourly rate. The exact terms for overtime pay or time-off compensation must be clearly stated in the employment agreement.

By law, all employees are required to keep a record of their working hours, and failure to comply can result in fines. Since we don’t have visibility into when the employees are working, we strongly recommend that they maintain a simple overview, such as an Excel sheet noting daily hours worked, to ensure compliance.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Yes, we can.

A non-compete clause in Denmark is only valid if several conditions are met: the employee holds a highly trusted position or has rights to inventions made; they have been informed in writing about why the clause is necessary; they have been employed continuously for at least six months; they receive compensation during the restriction period; and the clause duration does not exceed 12 months from the employee’s resignation. Without these conditions, the clause is not enforceable.

For contracts with either a non-compete or non-solicitation clause, the maximum restriction period is 12 months. Compensation for months 1 to 6 is 40% of the employee’s salary, dropping to 16% from month 3 onward if the employee finds new employment. For months 7 to 12, compensation is 60%, reducing to 24% if the employee gains other suitable work. The employer must pay a lump sum covering months 1 and 2 at resignation regardless of job status. If both clauses apply, the maximum duration is 6 months with 60% compensation, reducing to 24%.

Only the employer can terminate the non-compete agreement after employment ends. The employee does not have the right to terminate this agreement on their own.

These clauses are regulated by the Danish Act on Restrictive Employment Clauses. If any part is not legally compliant, that part will be modified to comply with the law without invalidating the entire agreement. The restrictions are designed to protect the employer’s confidential information, customer relationships, and goodwill, and are generally considered fair and reasonable under Danish law.

The general processing time after submitting the biometric data is about 30 days. However, if the application is submitted under the Fast Track scheme, for which Swapp Agency Denmark is certified for, the processing time can be as short as 10 days. The initial preparation and submission of the application takes up to one month, or 10 days if Fast Track applies. After biometrics submission in the candidate’s country of residence or nationality, the employee can travel to Denmark to start working once the permit is granted. Processing times may vary depending on nationality, residency, and application type.

Swapp Agency can assist with several Danish immigration schemes: - Local employment contracts with a Danish company - Secondment/assignment contracts with a foreign employer along with an invitation from a Danish company, Fast Track scheme for eligible candidates with a minimum salary of DKK 42,833 gross per month - Positive List scheme where certain job titles qualify - Pay Limit scheme requiring payment to a Danish bank account and a minimum salary of DKK 42,833 - Supplementary Pay Limit scheme with a lower salary threshold of DKK 34,582 but additional requirements including job posting on Jobnet and EURES - Permits for accompanying family members and renewals are also covered.

The DK immigration team needs the following key information to initiate a case: - Candidate’s nationality and current residence - Family status including number of dependents - Employment period in Denmark (start and end dates) - Whether the candidate has a Danish CPR number (social security number) if stay is 3+ months - Monthly salary including pension, expressed in DKK - Working hours - Job title, job description, CV, and DISCO code for salary benchmarking - Draft employment contract (if available) Additional documents or info may be requested based on the specific case. Assistance with DISCO code and salary assessments can be provided as an add-on service.

Finland allows permanent and fixed-term contracts. Fixed-term contracts must have a justified reason and cannot be used repeatedly without a valid cause. A probationary period can apply to both types.

The maximum probationary period is 6 months. It can be extended if the employee is on significant leave during that time. It applies to both permanent and fixed-term contracts.

Notice periods vary by tenure: Less than 1 year – 14 days; 1–4 years – 1 month; 4–8 years – 2 months; over 8 years – 4 months. Employees typically give 14 days to 1 month's notice. During probation, 7 days for both parties.

Employees are entitled to 2.5 days of vacation per month worked, totaling 30 days annually. This includes Saturdays, which count as vacation days.

Parental leave includes 105 working days for maternity leave, 54 working days for paternity leave (18 can overlap with maternity), and 158 working days of shared parental leave.

Employers must pay full salary for the first 9 days of sick leave (if the employee has been employed for at least 1 month). After that, Kela provides sickness allowance.

Employers contribute 18.25% of the gross salary under the TyEL pension scheme. Employees contribute around 7.15%, or 8.65% if aged 53–62.

Yes. Mandatory insurances include workers' compensation, unemployment insurance, and health insurance contributions to Kela. Optional insurances can include additional health care or disability coverage.

No, there is no statutory minimum wage in Finland. Minimum wages are set by collective agreements or individual contracts.

Standard working hours are 40 per week or 37.5 in many collective agreements. Overtime: first 2 hours at 150%, beyond that at 200%. Overtime must be agreed upon in writing.

Yes, we do.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Yes, we can.

Non-compete clauses in Finland are very strict and must be carefully considered by both the employer and the employee. Once the contract is signed, the employee is entitled to salary compensation for the entire duration of the non-compete period after their employment ends, regardless of whether the employer chooses to waive the clause or not. This means compensation payments cannot be avoided even if the employer does not enforce the restriction.

For non-compete clauses lasting up to six months, the employee must be paid 40% of their regular salary for the full duration of the restriction. If the non-compete lasts longer than six months, the compensation increases to 60% of the employee’s regular salary, payable from the first month of the restriction. This compensation reflects what the employee would have earned if still working during that period.

Employers could unilaterally terminate non-competition agreements without any notice period only if the agreement was signed before 2022. This right to immediate termination without notice expired on December 31, 2022.

Starting January 1, 2023, employers must provide a notice period when terminating non-competition agreements. The notice period must be at least one-third of the total restriction period specified in the agreement, with a minimum duration of two months regardless of the restriction length.

Once the notice period has elapsed, for example, after four months if the notice is one-third of a 12-month restriction, the non-competition clause ends, and the employer is no longer obligated to pay compensation to the employee. This means the employee is released from the restriction, and the compensation payments stop at that time.

The employee submits an online application with documents. Fast-track applicants pay online and must do biometrics within 5 days. Migri reviews the case, and decisions are sent electronically. Permit cards are collected in Finland or sent abroad. Local registration follows arrival.

Specialist permit requires EUR 3,638/month salary, no labor market test, and up to 14 days processing. EU Blue Card requires EUR 5,457/month and a Bachelor’s degree. TTOL is for lower salaries and may require labor market testing, taking 2-4 months.

Portugal allows permanent contracts as the default employment type, offering full benefits and protections, and fixed-term contracts limited to a maximum of 3 years, including renewals.

The probationary period is typically 90 days for most employees and can be extended to 180 days for management or complex roles. It applies to both permanent and fixed-term contracts.

Notice periods depend on tenure: 15 days for up to 1 year of service, 30 days for 1-5 years, and 60 days for over 5 years. Termination must be for just cause and follow strict procedures.

Employees are entitled to a minimum of 22 working days of paid vacation per year.

Parental leave includes a shared leave option of 120 days fully paid or 150 days at 80% pay, with the possibility of additional unpaid leave by negotiation.

Sick leave is paid by Social Security after the third day of absence, with payment ranging from 55% to 75% of salary depending on the length of absence.

Employers must contribute 23.75% of gross salary to Social Security, while employees contribute 11%.

Mandatory insurances include work-related injury insurance and contributions to public health and unemployment insurance through Social Security. Private health insurance is optional but common.

The statutory minimum wage in Portugal for 2024 is €760 per month, paid in 14 installments.

Standard working hours are 40 per week. Overtime is paid at 25% extra for the first hour on weekdays, 37.5% for subsequent hours, and 50% on weekends or public holidays.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Two main permits: • D3 Permit for highly qualified workers – requires a university degree, 3 years relevant experience, and a salary above ~EUR 1600. • D1 Permit for other workers – requires minimum wage (EUR 820/month in 2025), relevant experience optional.

D3: Salary must be above ~EUR 1600/month. D1: Salary must be at least the Portuguese minimum wage (€820/month for 2025).

Valid company incorporation certificate, Portuguese tax and social security numbers, certificates of no outstanding tax or social security debts, a promissory or employment contract under Portuguese law, and possibly a term of responsibility if acting as legal representative.

Marital status, spouse employment status, number of dependent children, and proof of accommodation.

Criminal record certificate from the country of residence, education certificates, employment contract, and a proof of accommodation.

Permanent and fixed-term contracts are allowed. Fixed-term contracts are limited to 2 years, except for project-specific roles. Employees on successive contracts over 2 years may gain permanent status.

The maximum probationary period is up to 3 months and applies to all types of contracts. During this period, either party can terminate with a 3-day notice.

1 month if the employee has less than 1 year of service; 2 months if 1+ years. Reduced to 2 weeks in redundancy cases. Employees resigning must give 20 calendar days' notice.

Employees are entitled to at least 20 working days per year (24 for those on a six-day week). Additional days may apply for specific conditions.

Maternity leave is up to 126 calendar days at 77.58% pay. Paternity leave is 30 calendar days. Parental leave is available until the child turns 3, with varying compensation rates.

Sick leave is paid from the second day: Days 2–5 by the employer (up to 62.06%), and thereafter by the State Social Insurance Fund (62.06%–100% depending on the case).

Employers and employees contribute to the state social insurance system (Sodra), covering pensions, health, and other benefits. Employees may also join private pension schemes.

Yes, mandatory insurances include health insurance, unemployment insurance, and work accident insurance.

Yes, the minimum gross monthly wage in 2024 is €1,100.

Standard hours are 40 per week. Overtime must be agreed upon and is paid at a 1.5x rate, or 2x for holidays/nights.

Yes, we can.

Yes, we can.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Yes, we can.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Permanent contracts offering full legal protection and fixed-term contracts allowed for temporary roles, specific projects, or seasonal work, limited to a total duration of 5 years, including extensions.

Up to 4 months, during which either party can terminate the contract with a 3-working-day notice. Applies to both permanent and fixed-term contracts.

Employer-initiated termination: 1 month for less than 5 years of service, 2 months for more than 5 years, not exceeding 3 months. Employee resignation typically requires 1-month notice.

Minimum of 20 working days per year, increasing with seniority or specific roles. Additional leave may be granted for special circumstances like marriage or childbirth.

Maternity leave is 9 months for a single birth and 15 months for multiples. It starts up to 45 days but no later than 28 days before the due date. Unused leave can be transferred to the father or adoptive parent.

For the first 15 days, 70% of base salary is paid. For sick leave exceeding 15 days, compensation is 90%. Longer durations are covered by the Health Insurance Fund. Employer pays for sick leave over 30 days as defined by law.

Employers must cover mandatory pension contributions at 18.8%, which fund both social insurance and pensions.

Yes. Employers must provide health insurance through the Health Insurance Fund and work accident and occupational disease insurance. Health check-ups every 24 months are also required.

Yes. As of 2025, the minimum monthly wage is 36,000 MKD gross.

Standard work hours are 40 hours per week, 8 hours per day. Overtime is allowed up to 8 additional hours per week, with an average overtime limit of 8 hours per week within any three-month period.

Eligible for all employees with 6+ months of uninterrupted service (fixed-term or unlimited). Must be paid by December 31 each year.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Permanent contracts offer long-term employment with full statutory rights, and fixed-term contracts are allowed for specific projects or time-limited roles. If fixed-term contracts are extended beyond four years, the employee gains permanent status unless justified otherwise.

Typically, 3-6 months, during which notice periods are shorter and some benefits may be excluded. Applies to both permanent and fixed-term contracts.

Minimum notice under Employment Rights Act 1996: No notice for less than 1 month service; 1 week for 1 month to 2 years; 1 week per year for over 2 years, up to 12 weeks. Contractual agreements can specify longer notice periods.

Minimum of 28 days (5.6 weeks) per year, including public holidays. Accrual is calculated pro rata for part-time employees.

Maternity leave up to 52 weeks with 90% pay for the first 6 weeks and lower pay thereafter. Paternity leave is 2 weeks, which can be split and taken at different times within the first year. Shared parental leave allows up to 50 weeks, with up to 37 weeks paid, shared between parents.

Statutory Sick Pay (SSP) is £109.40 per week for up to 28 weeks, starting from the 4th day of absence. Employers may offer enhanced sick pay per contract terms.

Employers must provide a workplace pension scheme under auto-enrollment laws with a minimum employer contribution of 3%. Employees contribute at least 5%.

Yes. Employers’ Liability Insurance is mandatory with a minimum £5 million cover. Employers also pay National Insurance contributions covering state benefits for employees.

Yes. As of April 2024, the National Living Wage for workers aged 23 and over is £11.00 per hour.

Maximum of 48 hours per week, averaged over 17 weeks (workers can opt out). No statutory right to overtime pay unless specified in the contract. Overtime is typically paid at a higher rate per employment agreements or contracts.

We can assist you with a work permit in the UK, but not through an EOR. An EOR is not allowed to sponsor work permits in the UK.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.

Permanent contracts offering full benefits and protections under Spanish labor law, and temporary contracts allowed for specific, time-limited needs (e.g., seasonal work, projects). Temporary contracts are limited to 12 months within an 18-month period.

Up to 6 months for qualified roles, typically 2-3 months for other employees. Applies to both permanent and temporary contracts.

Generally, 15 days’ notice for resignation. May vary depending on collective agreements or individual contracts. Termination requires justified reasons. Unjust dismissals lead to compensation: 33 days’ salary per year worked (post-2012 contracts), 45 days (pre-2012).

Minimum 30 calendar days (22 working days) of paid vacation per year.

16 weeks of fully paid leave for both parents (non-transferable). Additional unpaid leave can be requested for up to 3 years.

Employer pays sick leave for the first 15 days: 60% of salary from days 4-15. Social Security covers from day 16 onwards.

Mandatory contributions to Social Security: Employer pays 29.9% of gross salary; Employee pays 6.35% of gross salary.

Yes. Mandatory insurances include work accident and occupational disease insurance, and contributions to health, unemployment, and retirement insurance through Social Security.

Yes. The minimum wage in 2024 is €1,260 per month (paid 14 times annually). Collective agreements may set higher minimums for specific industries.

Standard work hours are 40 hours per week, typically spread over 5 days. Overtime is limited to 80 hours annually, paid at a higher rate or compensated with equivalent time off, depending on the agreement.

An Onboarding form. Contact us and our OB team will reach out to guide you through the process.