Expats

Employment Compliance for Companies with Posted Workers

We help foreign and Spanish companies operate without legal risk: compliance audits, contract adaptation and risk management in international hiring.

Request an audit → See risks and penalties
€187,515
Maximum penalty per worker
20+
Years of experience
Employment compliance for companies
What it is

Employment compliance, the best protection against penalties

Employment compliance for companies means verifying and ensuring compliance with employment law across the entire operation involving posted workers: from hiring to social security and occupational health and safety. We carry out employment audits and adapt contracts and internal policies so that foreign and Spanish companies avoid penalties and claims, both in direct hiring and in international subcontracting.

Services

  • Employment compliance audits — a full review of contracts, records and internal policies
  • Adapting contracts to Spanish/EU law — aligning clauses with the core minimum conditions required during the posting
  • Legal risk management in international hiring — early identification of areas of exposure
  • Equality and occupational health and safety protocols — design and implementation in line with current regulations

Who it’s for

  • Foreign companies hiring in Spain — compliance from the very first worker hired or posted
  • Spanish companies sending workers abroad — checking the destination country’s regulations and coordinating with local correspondents
  • International subcontracting management — supplier audits to avoid joint or secondary liability

Penalties for non-compliance

Penalties can range from €626 to €187,515 per worker, depending on the seriousness. The most common infringements are failing to register the posting, failing to register workers with Social Security, and failing to meet the minimum conditions required by Spanish law. That is why expert advice from day one is critical.

Methodology

How we carry out the compliance audit

A structured process to detect and correct risks before they turn into penalties.

1

Document review

We analyze contracts, working time records, Social Security registrations and current internal policies.

2

Risk detection

We identify breaches and areas of exposure to the Labor Inspectorate (Inspección de Trabajo).

3

Adaptation plan

We adapt contracts, protocols and procedures to the applicable Spanish and EU regulations.

4

Ongoing monitoring

We monitor compliance on a regular basis, especially when regulations change or new hires join.

Is your company compliant with posting regulations?

We audit your situation and help you become 100% compliant.

Request an audit →
FAQ

Frequently asked questions about employment compliance

What legal risks does a foreign company take on when hiring in Spain?
Mainly the risk of penalties for breaching employment and social security regulations, claims from the workers themselves over conditions that do not comply with Spanish law, and liability in the event of irregular subcontracting.
Is it mandatory to adapt posted workers’ contracts to Spanish law?
Yes. Even if the contract is governed by another country’s law, there is a core set of minimum conditions under Spanish law (minimum wage, working hours, health and safety, among others) that must be respected during the posting.
What penalties apply for breaching employment regulations with foreign workers?
Penalties can range from several hundred euros to more than €187,000 per worker, depending on the seriousness of the infringement. That is why a prior audit and ongoing advice are key.
What does an employment compliance audit involve?
It involves reviewing contracts, working time records, internal policies, equality and occupational health and safety protocols, and the social security status of all posted workers, in order to detect and correct breaches before they lead to penalties.
What liability does a company have in international subcontracting?
The main company can be held jointly or secondarily liable for the subcontractor’s employment and social security obligations, so it is essential to audit suppliers before formalizing any subcontracting.