Independent Contracting in Spain

Independent contracting in Spain is not governed by the same labour protections as employment but is instead regulated through commercial contracts and tax obligations. Contractors must register as self-employed (autónomos) and handle their own income tax and social security contributions. They do not receive statutory employee benefits such as paid leave, healthcare coverage through the employer, or severance.

Employers must ensure contractor agreements do not resemble employment contracts. If the contractor is subject to control, regular pay, or integration into the company, the arrangement may be reclassified as employment.

In Spain, the legal distinction between an employee and a contractor is based on the substance of the relationship rather than the contract label. Courts look at factors such as:

Key factors include:

• Control and supervision: Whether the company directs how, when, and where the work is performed
• Integration: Whether the individual is embedded in the company’s organisation and workflows
• Provision of tools/equipment: Who supplies the resources needed to perform the work
• Regular pay: Whether payment is made on a fixed salary basis rather than per project or deliverable
• Subordination: Whether the individual works under the employer’s authority and rules

If these factors are present, the worker is likely to be considered an employee rather than a contractor.

The key differences between an employee and an independent contractor in Spain include:

• Control: Employees work under direction and are integrated into the organisation. Contractors retain independence over how and when they deliver results.
• Benefits: Employees are entitled to statutory benefits such as social security coverage, paid leave, maternity and paternity leave, and severance. Contractors are not entitled to these benefits.
• Tax and social security: Employees’ contributions are withheld and remitted by the employer. Contractors must register as autónomos, invoice for services, and pay their own taxes and contributions.
• Continuity: Employees usually have ongoing, long-term roles, while contractors are engaged for specific projects or temporary assignments.

Correct classification is essential in Spain, as misclassifying an employee as a contractor can result in liability for back wages, missed statutory contributions, tax penalties, and fines from labour authorities.

There is no statutory maximum duration for independent contractor agreements in Spain. However, prolonged or repeated use of contractors for roles resembling permanent employment may trigger reclassification to employee status. Contracts should clearly define the scope, deliverables, and independence of the contractor.

Fixed-term employment contracts are distinct from contractor agreements. In Spain, they are strictly regulated and may not exceed 6 months, except in certain circumstances where they can extend up to 12 months. All fixed-term contracts must be justified by objective reasons; otherwise, they risk being converted into permanent employment contracts.