{"id":4501,"date":"2025-08-05T17:12:22","date_gmt":"2025-08-05T17:12:22","guid":{"rendered":"https:\/\/ilcoworking.es\/?p=4501"},"modified":"2025-08-05T17:12:22","modified_gmt":"2025-08-05T17:12:22","slug":"checklist-legal-para-contratar-a-tu-primer-empleado-guia-completa-para-pymes-y-autonomos","status":"publish","type":"post","link":"https:\/\/ilcoworking.es\/en\/checklist-legal-para-contratar-a-tu-primer-empleado-guia-completa-para-pymes-y-autonomos\/","title":{"rendered":"Legal checklist for hiring your first employee: a complete guide for SMEs and freelancers"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Hiring your first employee is an important milestone for any SME or self-employed person. But beyond the emotional aspect, it&#039;s essential to comply with all the <\/span><b>legal, tax and commercial requirements<\/b><span style=\"font-weight: 400;\"> to avoid sanctions and get off to a good start.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This article offers you a <\/span><b>step-by-step legal checklist<\/b><span style=\"font-weight: 400;\"> to successfully hire your first employee in Spain, with key deadlines and practical examples.<br \/>\n<\/span><\/p>\n<h2>1. Define the type of contract and working conditions<b><br \/>\n<\/b><\/h2>\n<h3><b>Choose the appropriate modality<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The first step is to decide what type of employment relationship you need. The most common contractual arrangements include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Permanent contract: the most stable option, increasingly favored by regulations following the 2021 labor reform.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Temporary contract: limited to justified reasons (production, substitution, etc.).<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Part-time contract: ideal for reduced hours, with proportional rights.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training or internship contract: reserved for young people or those in the qualification period.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">It is mandatory to consult the applicable collective bargaining agreement, which regulates aspects such as maximum working hours, minimum wage, breaks, vacations, and salary bonuses.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Regulatory context: Workers&#039; Statute and sectoral agreements. Failure to comply may result in sanctions or automatic conversion into a permanent contract.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Practical example: A self-employed person in the service sector may need someone to work 20 hours a week. A permanent part-time contract would be legal and tailored to their needs.<\/span><\/p>\n<h2>2. Register as an employer with Social Security<\/h2>\n<h3><b>Request for the Contribution Account Code<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">To hire an employee, you must register as an employer with the General Treasury of Social Security (TGSS) and request a Contribution Account Code (CCC). This is the identification number used to manage the employee&#039;s contributions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This procedure can be completed online through the RED System, if you have a digital certificate, or in person by appointment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Important: This step is mandatory even for self-employed individuals who only hire one employee.<\/span><\/p>\n<h2>3. Selection of collaborating mutual<\/h2>\n<p><span style=\"font-weight: 400;\">The regulations require the employer to join a <strong>mutual collaborator of Social Security,<\/strong> who will be responsible for managing:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Occupational contingencies (work accidents and occupational diseases).<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Temporary disability benefits.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training in occupational risk prevention (in some cases).<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><strong>Recommendation:<\/strong> Choose a mutual insurance company that offers coverage tailored to your activity and excellent post-employment service. Find out about the additional services some mutual insurance companies offer, such as prevention training.<\/span><\/p>\n<h2>4. Registration of the worker in Social Security<\/h2>\n<h3><b>Prior communication<br \/>\n<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Before the employee begins providing services, you must register them with Social Security under the General Regime. This notification must include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Personal data.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Day.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Start date.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Type of contract and contribution group.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><strong>Term<\/strong>: Registration must be processed at least the day before the actual start of work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>Sanctions:<\/strong> Failure to register the worker can result in fines of between 3,000 and 10,000 euros, in addition to the obligation to pay retroactive contributions.<\/span><\/p>\n<p><b>Via<\/b><span style=\"font-weight: 400;\">: RED System (if you have a digital certificate) or at TGSS offices.<br \/>\n<\/span><\/p>\n<h2>5. Signing the contract and notifying the SEPE<\/h2>\n<h3><b>Signing the contract<br \/>\n<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Although some contracts may be verbal, a written signature is highly recommended and mandatory in most cases (for example, part-time, temporary, or internship contracts).<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">You must keep a signed copy.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The worker has the right to receive a basic copy of the contract.<\/span><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/span><\/p>\n<h3><b>Communication to the SEPE<\/b><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Once the contract is signed, it must be notified to the State Public Employment Service (SEPE) within 10 business days.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is done through the system <strong>Contractor<\/strong> (telematically with digital certificate) or in person at the <strong>SEPE offices.<\/strong><\/span><\/p>\n<h2>6. Occupational Risk Prevention (ORP)<\/h2>\n<p><span style=\"font-weight: 400;\">As an employer, you have a legal obligation to ensure the health and safety of your employees. This includes:<br \/>\n<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Make a <\/span><b>risk assessment<\/b><span style=\"font-weight: 400;\"> from the workplace.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide <\/span><b>preventive training<\/b><span style=\"font-weight: 400;\"> to the worker adapted to the functions.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Offer a <strong>medical examination <\/strong>when required by agreement or specific risk.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You can manage this by hiring a <strong>external prevention service,<\/strong> especially if you don&#039;t have the internal structure for it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>Practical advice:<\/strong> Informs and <strong>trains the worker from day one.<\/strong> A common mistake is leaving occupational health and safety (ORT) issues \u201cfor later,\u201d which can lead to serious penalties.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Before the worker starts his activity, you must comply with the obligations regarding <\/span><b>PRL<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<p><b>Example<\/b><span style=\"font-weight: 400;\">If you hire an administrative assistant, a basic assessment of the office environment will suffice.<\/span><\/p>\n<h2>7. Tax and payroll aspects<\/h2>\n<h3><b>\u00a0Withholdings and contributions<\/b><\/h3>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Each month you must:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Withholding personal income tax<\/b><span style=\"font-weight: 400;\"> corresponding to the worker according to remuneration and personal situation and declare it through the <\/span><b>Form 111 (quarterly). <\/b>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Enter Social Security contributions<\/b><span style=\"font-weight: 400;\">, both the worker&#039;s side and the business side (common contingencies, professional, training...).<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Issue the payroll<\/b><span style=\"font-weight: 400;\">, with a breakdown of concepts: base salary, supplements, prorated payments, personal income tax, social security, etc.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition, you must submit the following: <strong>tax models:<\/strong><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Model 111<\/b><span style=\"font-weight: 400;\"> (quarterly): withholdings on account of personal income tax.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Model 190<\/b><span style=\"font-weight: 400;\"> (annual): 111 information summary.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Practical example: for a gross salary of \u20ac1,500\/month, the withholding may range between 2 % and 10 %, depending on the circumstances.<\/span><\/p>\n<h2>8. Commercial and accounting obligations<\/h2>\n<p><span style=\"font-weight: 400;\">If your business is a corporation (SL or SA), you must reflect salary expenses in your accounting books, specifically in account 640 (salaries and wages) of the General Accounting Plan.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You must also:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Record your employment obligations in your official books.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have up-to-date access to the Labor Inspection system, which may require documentation in the event of a visit.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Although paper visitor logs are no longer required, electronic work records are still required.<\/span><\/p>\n<h2>9. Additional documentation<\/h2>\n<p><span style=\"font-weight: 400;\">To properly formalize and maintain the employee&#039;s file, you will need:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Copy of DNI or NIE.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Social Security affiliation number.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Updated resume.<\/span>&nbsp;<\/li>\n<li><span style=\"font-weight: 400;\">Degree or certificates (if the position requires it).<\/span>&nbsp;\n<p><span style=\"font-weight: 400;\"><\/span><span style=\"font-weight: 400;\"><\/span><\/li>\n<li><span style=\"font-weight: 400;\">Criminal record certificate (in sensitive sectors such as education or healthcare).<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">Disability certificate or unemployment benefits, if you qualify for benefits.<\/span><\/li>\n<\/ul>\n<h2>10. Access to bonuses or subsidies<\/h2>\n<p><span style=\"font-weight: 400;\">Hiring certain groups can give you access to public aid or social security contribution discounts. Some examples:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Young people under 30 years old.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Women victims of gender violence.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">People with disabilities.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Long-term unemployed.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Where to check: SEPE website and that of your autonomous community. Some bonuses can reach 100% of the business contribution for 12 months.<\/span><\/p>\n<h2><b>\u00a0Summary table by phases<\/b><\/h2>\n<table>\n<tbody>\n<tr>\n<td><b>Stage<\/b><\/td>\n<td><b>Key action<\/b><\/td>\n<td><b>Term<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Type of contract<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Choose modality and review agreement<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Before discharge<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employer Registration (CCC)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Registration with the TGSS<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Before hiring<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Collaborating mutual<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Election and formalization<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Before discharge<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Worker registration<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Communication to Social Security<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Before the start<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Signing the contract<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Signing and delivering copies<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Start day or before<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Communication to the SEPE<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Sending the contract to the SEPE<\/span><\/td>\n<td><span style=\"font-weight: 400;\">10 business days<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">PRL<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Evaluation and training<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Before the start<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Taxation and payroll<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Withholdings and presentation of models<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly\/quarterly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Commercial accounting<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Recording in books and accounts<\/span><\/td>\n<td><span style=\"font-weight: 400;\">When starting activity<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Additional documents<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Gather ID, certificates, etc.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">When hiring<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Bonuses<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Check and apply for aid<\/span><\/td>\n<td><span style=\"font-weight: 400;\">According to current regulations<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><b>Conclusion<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Hiring for the first time means taking on new legal obligations, but it&#039;s also a key step in growing your business. <\/span><b>proper management from the start<\/b><span style=\"font-weight: 400;\"> It can save you from penalties and help you take advantage of all possible tax and employment benefits.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In <\/span><b>ILCOWORKING &amp; Legal Services<\/b><span style=\"font-weight: 400;\"> We offer a <\/span><a href=\"https:\/\/ilcoworking.es\/en\/asesoramiento-juridico-fiscallaboral-mercantil\/\"><b>Comprehensive labor, tax and commercial advisory service<\/b><\/a><span style=\"font-weight: 400;\"> that accompanies entrepreneurs and companies throughout the entire process.<\/span><\/p>\n<p><b>Are you going to hire your first worker?<\/b><span style=\"font-weight: 400;\"> Let us help you do it with all the guarantees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>","protected":false},"excerpt":{"rendered":"<p>Hiring your first employee is an important milestone for any SME or self-employed person. But beyond the emotional aspect, it&#039;s essential to comply with all legal, tax, and commercial requirements to avoid penalties and get off to a good start. This article offers a step-by-step legal checklist to help you.<\/p>","protected":false},"author":5,"featured_media":4502,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[25,24,44],"tags":[],"class_list":["post-4501","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-desarrollo-de-negocio","category-emprendimiento","category-entrepeneurs"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Checklist legal para contratar a tu primer empleado: gu\u00eda completa para pymes y aut\u00f3nomos - ILCOWORKING &amp; SERVICIOS LEGALES<\/title>\n<meta name=\"description\" content=\"&quot;Descubre el checklist legal completo para contratar a tu primer empleado en Espa\u00f1a. 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