Of course, it depends on a wide range of conditions whether a Scandinavian company is successful in Spain, and it is of course not enough to deal with only one of these matters. When it comes to considerations in relation to employees, we recommend three focus points that Scandinavian companies should prepare for to navigate in a Spanish context.
However, this is not equal to the company’s gross cost for each employee, as a rule of thumb the social security contribution is approximately 30% on top of the gross salary. Thus, gross cost equals gross salary + social security.
There are more public sector employees with a gross salary of more than 2,000 euros than there are in the private sector. Generally, many negotiate net wages and many Spaniards are referred to as mileuristas, which means they earn 1.000 euro net a month.
In general, Spanish legislation protects the employee and not the company. This means, among other things, that in the event of dismissal, no notice of termination is given, as the dismissal is made from one day to the other against payment of compensation to the employee.
This compensation is calculated on the basis of seniority and the previous month’s average salary to 33 days ‘salary per year of employment in the job in question, however with 45 days’ salary per year of employment before february 12 2012. As an example, almost 6 months’ salary in tax-free compensation shall be paid to the employee upon dismissal when he or she has worked in the company for the previous 5 years.
Since the employee may, after dismissal, demand payment of contributions from the public, also based on how long and how much has been contributed to social security, it may at some point become an attractive situation for the employee to speculate on being fired, for example by not performing his job satisfactorily.
What works in Scandinavian does not mean that it works in other countries as well. We are not saying that a Scandinavian company should not follow its value set at all when running a business in Spain, but it is a call for serious consideration of what one expects will work and what will not work, when managing employees in a substantially different country than one of the Scandinavian countries.
And remember! The language in Spain is Spanish – not English.
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