Carrying out projects in Spain requires foreign employers to comply with the obligation to notify the posting of workers under the framework of cross-border service provision.If you’re looking for full support in submitting worker posting notifications in line with Spanish regulations, you’re in the right place.We guide you through this process efficiently — reducing risks and ensuring full legal compliance.We can act as your company’s official representative before the Spanish Labour Office.
The purpose of notifying worker postings is to maintain transparency in the cross-border provision of services by EU-based companies.
Posting notifications are usually submitted electronically through the regional labour office websites.
A contact person must be appointed for communication with the authorities. This person must be based in Spain and hold a valid electronic signature.
If your company:
posts employees to Spain for more than 8 days,
does not have a Spanish electronic signature, or
does not have a representative in Spain,
you must submit the posting notification and appoint a representative to handle communication with the Labour Office.
Appointment of a contact person for the authorities
Forms related to worker posting notifications must include the representative’s contact details in Spain and be signed with their electronic signature.
All notifications from the Labour Office regarding REA registration, worker postings, etc. are sent directly to the representative, who acts as the liaison between the foreign company and the Spanish authorities.
If your company:
does not have a Spanish electronic signature, or
does not have a representative residing in Spain,
you will need to appoint one for communication with the authorities.
Assistance with inspections concerning the posting of workers
The posting of workers is subject to inspection by the Spanish Labour Inspectorate.
Inspectors may visit worksites to verify documentation in person, but most inspections are conducted remotely — companies are usually asked to submit employment documentation by email.
If your company:
posts employees to Spain, and/or
is subject to an inspection by the Labour Inspectorate,
you must provide documents (translated into Spanish) proving that the workers are legally employed and insured.
Frequently asked questions (FAQ)
Who is defined as a posted worker in cross-border service provision?
A posted worker is any employee, regardless of nationality, who is temporarily sent to Spain as part of a cross-border service, provided that an employment relationship with the company continues throughout the posting period.
What conditions must a company sending an employee to Spain meet?
During the employee’s stay in Spain, the employer must comply with Spanish regulations concerning, among others:
working hours
remuneration
equal treatment and non-discrimination based on gender, origin, marital status, age, social or economic status, religion or beliefs, political opinions, sexual orientation, union membership, or disability
occupational health and safety prevention measures
How much should an employee posted to Spain earn?
Employers must ensure that employees receive at least the minimum wage established by law or by the applicable collective agreement for their professional category.The amount of remuneration varies depending on the region and sector in Spain.
What is the deadline for reporting the posting of an employee?
Employers posting workers to Spain under cross-border service provision must notify the competent regional Labour Office before the posting begins, regardless of its duration. Notifications are submitted electronically.
