If you have hired personnel, it is essential that you have employment advice.

Relations with personnel must always be regulated in accordance with the legislation. But labor law is complex and changing. Having an employment advice will help you meet two objectives at the same time;

  1. Optimize resources in labor matters, looking at the different types of hiring, studying your company's personnel costs, analyzing possible bonuses or subsidies in terms of hiring... etc.
  2. Comply with current regulations at all times. Avoid conflicts with the administrations and with your staff regarding contracts, quotes, etc... and of course avoid possible sanctions.

As employment advice we offer you solutions such as:

  • Analysis of your personnel costs
  • Study of the most appropriate type of contract for each case, as well as bonuses and applicable aid.
  • Previous calculation of personnel cost; so you can decide without surprises
  • Procedures with the SEPE (Preparation and processing of contracts, company certificates, application for unemployment capitalization, etc.)
  • Procedures with Social Security (Registrations, modifications and cancellations. Calculation and processing of social security, maternity / paternity benefits, retirement, etc.)
  • Calculation and preparation of payroll, liquidations, settlements and dismissals.
  • Relations with the different Mutual Societies for Work Accidents and occupational diseases
  • Assistance and representation before the administrations on any verification or inspection procedure in labor matters.
  • Representation before labor conciliation acts (CMAC)
  • Processing Employment Regulation Files (ERE)

Frequently asked questions about employment contracts

The first thing we must do is obtain the Contribution Account Code, which is nothing more than a number assigned to all entrepreneurs or self-employed workers who hire or intend to hire employees, so that Social Security will use them to control that the different entities comply with the payment of contributions and other items to which they are obliged.

Once obtained, we can hire the worker in question. The worker must be registered with the social security, make his employment contract, and, obviously, prepare his payroll and pay the relevant social security.

The first thing we need to know is whether there is a collective agreement applicable to the activity we carry out, be it national, regional or provincial. In this agreement, the salary tables will be specified detailing the minimum salary that the worker must have according to their professional category and their working hours. If there were no collective agreement applicable to the activity carried out, we would be governed by the statute, and they will never receive less than the amount indicated in the SMI.

Yes, as long as there are causes for the termination of the employment relationship, that is, an employer will always be able to dismiss a worker if there is a cause for it.

There are different names for dismissal, each with consequences; objective, disciplinary, appropriate, unfair or null dismissal.

When calculating the cost that a worker has for any company, we have to know that approximately to his remuneration (payroll) we have to add a cost of around 39% for Social Security contributions.
The cost that a worker supposes to the employer is broken down between:
- Salary. Includes cost for service rendered, overtime, bonuses, and back wages.
- Social Security contributions. They are mandatory and are calculated according to a percentage established by the State based on your salary, which will depend on the type of contract you have.
- Benefits. They are provided to the employee or his family under certain conditions, and they are: retirement, death, disability and medical assistance.
Additional payments for collective agreements: These are the responsibilities that we acquire as a company to offer a high quality in hiring. They include cost for maternity, sickness or accident insurance and pension fund, among others.
- Additional components: Here we take into account severance pay, the cost of training, childcare services, canteens and food, transportation costs, etc.
- Other additional expenses such as contracting the mandatory risk prevention service when hiring personnel, contracting the data protection service.

In addition to registering the worker with social security, preparing and registering his contract, preparing and paying his salary and paying social security costs, we must bear in mind that certain collective agreements oblige companies to have contracted agreement insurance ( disability, death, illness...)

It is also mandatory to hire the occupational risk prevention service and the protection of personal data.

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