Our Madrid-based employment and payroll advisers support businesses and self-employed people who have staff or are preparing to hire their first employee. We review contracts, payroll, Social Security contributions and workforce changes, with remote support throughout Spain. Before starting, we agree the information required and the work included.
We start by understanding your activity, workforce and working arrangements. We agree recurring tasks and how changes will be handled, with a point of contact and an information-sharing process. If an enquiry needs additional analysis, we agree it with you before extending the engagement.
The role, working hours and terms, before you hire.
Before preparing a contract, we review the role, working hours, proposed terms and applicable framework. The contract type should reflect the actual need, not simply a form. We explain the information and documents required and the steps included in the agreed service.
Every payslip reflects what is happening in your team.
Payroll should reflect each employee's terms and changes during the period. We organise how variable pay, absences, sick leave and other changes are reported so that calculations use the available information. Where a change needs interpretation, we review it before incorporating it.
New starters, departures and changes reported in context.
A new starter, departure or change of details may require Social Security notifications. We need to know the event and its date early enough to review the required action. These notifications are distinct from preparing a contract and reflecting it in payroll.
Reviewing contribution data, discrepancies and notices.
We review the information used for Social Security contributions and its consistency with payroll and reported changes. We also assess discrepancies or notices arising during administration. The specific actions and review of contribution documents are agreed within the employment service scope.
When a discrepancy or notice appears, we check the period and information involved before proposing an action. The review is linked to employment terms and reported changes, and follow-up is defined within the agreed service.
Hiring someone, changing working hours or reorganising involves more than amending a record. Before preparing the action, we need to understand the role, terms and planned date. We review the employment issues to consider and the documents needed to understand the actual requirement.
Routine advice and exceptional work can have different scopes. We explain what is included and when additional work needs defining. Decisions are considered in context: a definitive response is not offered without reviewing the circumstances of the business and employment relationship.
Workforce costs, withholding and contributions affect other parts of the business. We coordinate employment data with accounting and tax when those tasks are included in the service. This helps each area use consistent information and lets you understand a decision's combined effect.
Our employment and payroll advice in Madrid begins with a review of your workforce, contracts and existing terms. We then agree how changes for each period will be reported and who provides the information needed for payroll and Social Security contributions. We define the channels and responsibilities for coordinating the service remotely.
We get to know your team and review the available information.
Explore this stepClose detailsWe review the activity, workforce, contracts and employment terms from which the service will start. We also identify outstanding documents or earlier actions. This information helps organise the handover and establish matters requiring specific review before proceeding.
We agree how and when to report each change.
Explore this stepClose detailsVariable pay, absences, sick leave and changes to the employment relationship must be reported with their dates and background. We explain which information is needed to assess their treatment. Not every change affects payroll, contributions and contracts in the same way; the circumstances should be clarified before updating each process.
We clarify what is needed and who handles each task.
Explore this stepClose detailsWe agree who provides the information, the sharing channel and the tasks handled by the adviser. Employee documents require particular care: the initial form only needs an explanation of the business need. Once the engagement is defined, we explain which information is required and how to share it, without requesting data unrelated to the planned work.
Whether you are hiring for the first time or already employ a team, these questions help establish the starting point. The service is scoped around your activity and actual needs.
Yes. We can review the role, working hours, proposed terms and required hiring steps before employment begins. This identifies missing information and coordinates the necessary work rather than waiting for the first payroll.
Relevant information includes employment terms, hours, pay and changes during the period. Existing records and the framework applicable to the activity are reviewed at the outset. Requests for personal information are limited to what the work requires.
We agree a responsible contact, a communication channel and reporting arrangements at the start. Report changes and their dates early enough for review. Their effect on the contract, payroll or Social Security may differ.
A handover requires a review of the workforce, existing terms, available records and outstanding actions. This establishes the transition and new scope. It should not be treated as complete until ongoing responsibilities are identified.
The service is defined around your business needs. Any necessary coordination with accounting, tax or other advisers is agreed. Additional work should not be assumed to be included without defining its responsibilities first.
We review the workforce, routine administration and enquiries you need covered. Standard tasks are distinguished from extraordinary work and matters outside the engagement. Scope, fees and information sharing are agreed before starting.
Yes. From our Madrid office we provide remote employment and payroll advice to businesses and the self-employed throughout Spain. We review the activity, workforce terms and information required for the agreed work. You can also consult us before your first hire; you do not need to have employees already to make that enquiry.
Contact
Tell us whether you already have staff or are planning to hire, the size of your workforce and the employment matter you need to review. We will explain how to organise the service and communications for your business, whether it is in Madrid or elsewhere in Spain. Do not include employees’ personal records in the initial form.
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