Hiring well isn't just about choosing the right candidate: it's also about choosing the right type of contract. In Spain, the labour framework offers different contractual models and a range of social security contribution bonuses that, when used effectively, can represent significant savings for the company without sacrificing stability or legal certainty.<\/p>\n\n\n\n
The problem is that many SMEs and the self-employed are unaware of these grants, or dismiss them because they consider the process too complex. The result is that bonuses to which they would be entitled are left on the table simply due to the profile of the person hired. Let's see how to optimise hiring by combining the correct type of contract with the available bonuses.<\/p>\n\n\n\n
Following the 2022 labour reform, permanent contracts are the general and priority type of employment relationship in Spain. Temporary contracts were limited to two specific causes: circumstances of production and the substitution of a worker, both with strict time limits and justifications. Added to this is the permanent-discontinuous contract, designed for seasonal or intermittent activities, which combines the stability of a permanent contract with the flexibility of only providing services during certain periods.<\/p>\n\n\n\n
This reorganisation implies that, nowadays, optimising recruitment involves less of a choice between fixed-term or permanent contracts \u2013 because the fixed-term options are very limited \u2013 and more of correctly utilising the bonuses associated with each profile and employment model.<\/p>\n\n\n\n
Bonuses are reductions in employers' social security contributions that the state applies to incentivize the hiring of specific groups of people or under specific conditions. They do not reduce the worker's salary or alter their employment rights: the saving falls directly on the cost borne by the company.<\/p>\n\n\n\n
These bonuses can be applied automatically in some cases, but in most instances, the company needs to request them explicitly when formalising the contract, indicating the relevant bonus code when registering the employee.<\/p>\n\n\n\n
There are specific bonuses for the permanent hiring of young people registered as jobseekers, which are particularly relevant in sectors experiencing difficulty in finding qualified young talent. The amount and duration of the bonus vary according to the age and previous situation of the candidate.<\/p>\n\n\n\n
The hiring of people with recognized disabilities benefits from some of the highest bonuses in the system, along with additional support for workplace adaptations. These bonuses are maintained for the entire duration of permanent contracts, making them a particularly attractive long-term option.<\/p>\n\n\n\n
Bonuses are contemplated for the hiring of women in occupations where they are underrepresented, as part of policies to promote equality in the labour market.<\/p>\n\n\n\n
The hiring of long-term unemployed individuals or those over a certain age also comes with incentives, aimed at facilitating their reintegration into the labour market.<\/p>\n\n\n\n
In certain circumstances, converting a temporary or training contract into a permanent one grants entitlement to a bonus, rewarding companies that consolidate employment rather than stringing together short-term contracts.<\/p>\n\n\n\n
Although it does not always entail a specific bonus, the permanent-discontinuous contract allows for cost optimisation in seasonal activities by avoiding the payment of contributions during periods of inactivity, while simultaneously maintaining the worker's seniority and rights.<\/p>\n\n\n\n
Optimising recruitment isn't about chasing the highest bonus, but about finding a balance between the actual needs of the role, the candidate's profile, and any aid the company can access. Before finalising a hire, it's worth asking yourself a few questions:<\/p>\n\n\n\n
Does the role respond to a stable need or a temporary peak in activity? Does the candidate's profile fit into any of the subsidised groups? Are there any regional or sectoral bonuses in addition to the national ones that can be combined? Does the company meet the requirements to maintain the subsidy for the entire required period, such as not having made recent unfair dismissals in the same role?<\/p>\n\n\n\n
Answering these questions in advance prevents errors that could lead to the loss of a bonus, or even penalties if aid is requested without meeting the requirements.<\/p>\n\n\n\n
One of the most common mistakes is not entering the correct bonus code when signing up, which in many cases prevents it from being applied retroactively. It is also common to fail to comply with the minimum contract maintenance period, as most bonuses require you to keep the employee, or replenish the workforce, for a certain amount of time in order not to have to return the subsidised amount.<\/p>\n\n\n\n
Another common stumbling block is not being aware of incompatibilities between certain bonuses, as it's not always possible to combine multiple grants for the same contract. Finally, many companies don't regularly review regulatory changes, missing the opportunity to benefit from new bonuses introduced each year.<\/p>\n\n\n\n
A good recruitment strategy doesn't end with the selection process: it continues with the choice of contract and taking advantage of available bonuses. A thorough understanding of the regulatory framework, reviewing the requirements for each subsidy, and planning recruitment in advance allows companies to reduce costs legally and sustainably, without sacrificing quality or team stability.<\/p>\n\n\n\n
Given the complexity and frequent changes in this area, having specialised employment advice makes the difference between missing out on savings opportunities or making every hire a strategic decision for the company.<\/p>\n\n\n\n
At Lever, we help companies and self-employed individuals choose the most suitable contract in each situation and manage the bonuses they are entitled to. If you want to optimise your next hire, get in touch with our labour advisory team.<\/p>\n