Just as in the United Kingdom and most European countries, recruiting staff in Spain, a strong increase in the level of risk and the bureaucracy involved in media companies. Spain has generally lower wages, but more bureaucracy and labor costs. Understanding the risks and costs, and before them the staff to minimize unpleasant surprises and expenses that may jeopardize the success of the whole enterprise can be avoided. This article focuses on the most important functions of labor and the recruitment in Spain anddescribes some of the possibilities of mitigating the risks.
Labor Law - The Basics
• employees must work the first day of work. If you use the British expat staff, they should have a residence permit and NIE papers (for advice on how to obtain an NIE number, is below)
• Minimum wages and working conditions, such as disciplinary procedures and will leave from "Convenios Colectivos September" in various sectors and regions, such as hotels andEating working in the province of Malaga.
• There are a variety of types of contract, but essentially the choice between providing a temporary or a permanent contract. The contract may also tiempo completo (full time) is usually 40 hours) or parcial (part-time. In the latter case, wages fell by weekly number of hours specified in the contract of climbing. There are some special contracts with the government for tax incentives include, for example, unemployed orWomen in areas where they are underrepresented.
• dismissal is due when an employee has served one year and to pay 3 ½ years (served 45 days a year is up can be, even if it is) less on incentive contracts.
• Expect to get about 40% of base pay in labor costs, in particular social security employers', the pay is very high in Spain, although some incentive to pass these costs up to 75%.
• L 'Employer for the deduction of contributions from employees' social security (about 6% of wages) and income tax, similar to income tax in the United Kingdom, the monthly wage or "nominal" charge. A full analysis of the wages of workers' and deductions for the month must be submitted to them and get a signed copy of the employer.
• Other rights of workers: typically 23 days per year (leave as national holidays and local depending on the defendant compared to workers in certain sectors of work providedThe holidays are, however, compensated elsewhere). The employee may choose to pay more than $ 14 instead of 12 times a year, spread with additional days in July and December. Maternity leave is 4 months and there are other times in an integrated manner for weddings, deaths, births and relocations. Sickness benefits are normally paid by the social security system.
The recruitment of staff - the risks
Breaking the law
As a foreigner to start a business in Spain, it is important to understand the rules and regulationsEmployment and try to stay in them. Trouble with the law can result in heavy fines and the authorities are strict, because they know that abuse is widespread. For example, if you have a regular employee will help during an unscheduled visit by the inspectors of the State does not expect to be able to use an excuse, even if the helper, "" the spouse.
Under-estimates of workers' rights
Since we have the main impact of the severe regulatory framework to see the laws and taxThe Covenios is to protect and promote the rights of workers. And 'the employer who pays the price for that, maybe not in terms of wages, which is still lower than in many European countries, but in terms of wage costs and the rights of workers' severance pay and other benefits. Perhaps the biggest risk for a small business is one of the agents, based on a salary basis and do not appreciate the extra burden of being a Spanish employer, particularly if the fullPermanent contracts.
The cash flow and profitability impact
If you do not understand, and therefore the funds for the payment of all personnel for the right moment, there is a real risk of financial difficulty or profits eroded. Salaries are monthly in arrears and national insurance paid a month later. The income tax withheld from employees is paid at the end of each quarter, which can be a real shock to the uninitiated. As mentioned previously, the compensation maysignificant.
Reduction of risk: the personal smart
The most important thing to do is think before taking potentially costly commitments, and seek professional advice. Many companies are also in my new company, there are some free advice before starting their work and offer a comprehensive wage and employment if they do.
Many companies in Spain, in order to avoid some of the costs and burdens of work from the "black" and employees pay money in hand. This isobviously risky, as noted with relative ease by the public authorities, in particular, even if the employee "no contract whatsoever. If an employer is a part-time contract staff actually working full time and thus gives an increase of wages in cash is harder to detect, but also includes a risk.
An intelligent approach is to take advice on the various contracts available and the commitments we make to communicate with employees on certain as to future income. Can be used byFixed-term contracts or those who win the concession of the state. Another possibility is to make some of your "employees" who have made even when the register, regardless of social security and taxes, but only work for your company. For more details, see the effects of social security, see:
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