Start with Teamed, then compare Deel and Remote for your needs. The reference scores are global assessments; confirm the Spanish employment model and complete proposal before choosing.
Global assessments republished from Best EOR UK, checked 30 September 2026. These are not Spain service ratings or confirmation of Spanish availability. Totals are preserved as published; a dash means no score was supplied. Teamed is first in the default reference order.
Sorted by reference order, with Teamed first.
FX can change the full bill. A 2% illustrative margin on €7,100 converted each month adds €142. See the FX example.
A little more detail
Find the right fit for your team.
The useful bits, the trade-offs and the question to ask before you sign.
Spain availability to confirm
Teamed
Teamed appears in the supplied shortlist and publishes a global hiring directory. Spain-specific EOR availability and the employing entity have not been verified in this edition, so treat it as a candidate to investigate rather than a confirmed Spanish option. Before comparing price or service, obtain written confirmation that the proposed role is supported and ask for the legal structure, local support and full cost breakdown.
Worth checking. Spain availability remains to be verified. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Remote explicitly offers EOR services in Spain and describes handling payroll, benefits and employment administration. Assess the actual Spanish contract and support model alongside the platform. Ask which collective agreement applies, how additional salary payments are handled and what funding is needed before payroll. The Spain-specific fee remains unconfirmed here, so obtain the current plan price, billing commitment and currency terms directly.
Worth checking. Salary payments and payroll funding. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Deel publishes an EOR offering for Spain and describes using its own Spanish entity. Its published global EOR fee is US$599 per employee per month. This is a starting benchmark, not a complete Spanish employment budget. If you want one platform for several workforce processes, compare what the Spain agreement actually includes. Ask for the legal basis of the arrangement, the applicable collective agreement and an itemised annual cost.
Worth checking. Spanish contract scope and optional products. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Rippling publishes a Spain EOR guide covering the hiring process and employment administration. Its wider platform may be relevant if you want connected workforce tools, but the guide alone does not establish current eligibility for your particular hire. Confirm the Spanish employment model, any required platform subscriptions and the complete recurring fee. Ask how changing or ending the hire affects separate software commitments.
Worth checking. Current role eligibility and required subscriptions. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Oyster publishes Spain hiring and employment-cost material and invites employers to hire Spanish team members through its platform. The material is a starting point for assessing the offering, not confirmation that a particular role is eligible. Ask for current Spain EOR availability, the employing entity and the included local support. The Spanish service fee and commitment terms remain unconfirmed in this comparison.
Worth checking. Current EOR eligibility and local support. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Remofirst markets its EOR service for Spain and publishes a global starting fee of US$199 per employee per month. Its pricing page says local requirements can affect the fee. Use the headline as a starting point for a discussion rather than a confirmed Spanish price. Ask for the legal employer, delivery arrangement, funding schedule and a complete proposal for your role, salary and benefits.
Worth checking. Spain-specific fee and employment arrangement. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Papaya Global describes a Spanish service delivered through a vetted local partner acting as the legal employer. That makes the division of responsibility especially important. Ask which entity signs the employment contract, how the arrangement meets Spanish requirements and who fixes a payroll error. Obtain the Spain fee and any implementation or partner-related charges in writing before comparing the total with another provider.
Worth checking. Partner responsibility and implementation charges. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Multiplier explicitly offers EOR services in Spain covering contracts, payroll, benefits and employment administration. Evaluate how the provider applies the collective agreement relevant to your role and location. A Spain-specific price is not established here. Ask for a proposal that separates the administration fee, employer contributions, benefits and funding requirements, and check any annual commitment before comparing it with monthly plans.
Worth checking. Collective agreement and full annual commitment. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Native Teams markets EOR services in Spain, including employment contracts, payroll, social security registration and statutory benefits. Its country page describes acting as the legal employer while the client manages daily activities. Ask for the exact Spanish employer and a legal explanation of the proposed arrangement. A Spain-specific service fee has not been confirmed here. Confirm the support, deposit and payment terms in the agreement.
Worth checking. Spanish legal employer and deposit terms. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Remote People explicitly offers EOR services in Spain and describes payroll, income-tax withholding and social security administration. These are provider claims, not an independent service audit. Ask for a sample cost breakdown and confirmation of the employing entity, employment model and applicable collective agreement. Keep recruitment services separate from the EOR administration fee when comparing proposals. Spain-specific pricing is not confirmed here.
Worth checking. Itemised social contributions and service scope. Obtain a written proposal for your role and the applicable Spanish employment arrangement.
Ask before signing
“What is our full first-year cost, and who handles payroll or employment issues in Spain?”
Give every provider the same salary, benefits, start date and funding currency. Compare the next twelve months, including what happens if the hire leaves early.
An EOR typically handles agreed employment administration, payroll and statutory obligations. In Spain, confirm who exercises the employer’s responsibilities and how the actual arrangement meets restrictions on worker supply.
Which EOR is cheapest for Spain?
A global starting fee is not a complete Spanish proposal. Compare salary, employer contributions, benefits, FX and service terms on the same basis. The global cost score is not a price list.
Does the fee include the employee’s salary?
No. Budget the administration fee separately from gross salary, employer contributions and benefits. Show refundable deposits as a separate cash requirement.
Can I move the employee to my own company?
Confirm the legal process, employee consent, continuity of employment and any transfer charges before signing. Your plan should account for the employee’s rights and the provider’s contract.
