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Shortlist · updated October 2026

Best Payroll Services in Spain (2026)

Need the payroll mechanics first? Read the Spain payroll guide →

Reviewed by Robbin SchuchmannUpdated October 20260 paid placements
How we picked: coverage breadth, published pricing, and third-party ratings. Full methodology →Some links are affiliate links. They never affect the ranking.

Quick answer

The best payroll providers for Spain in 2026 are One Global Payroll (from $26/mo), Multiplier (from $20/mo), and Remote (from $29/mo), based on our research covering 8 providers.

Running payroll in Spain means registering with the tax authority and social security system, withholding personal income tax on each payslip, calculating employer and employee social security contributions, and filing monthly declarations on time. Collective agreements can set pay conditions that override statutory minimums, and payslip formatting follows prescribed rules. Most companies hand this to an outside payroll service because the filing calendar is tight and errors draw penalties from two separate agencies. Two figures set the scale in 2026: employer Social Security contributions of 30.65% of the contribution base before occupational injury insurance, and a minimum wage of €1,221 a month paid 14 times a year, or €17,094 gross annually.

This page ranks providers that run payroll in Spain on behalf of employers. For each, we note what they publish about pricing, country coverage, and service scope. The Spain payroll guide on this site covers the mechanics; this page covers who does the work.

Quick comparison

Quick comparison of payroll providers: ranking, rating, pricing, countries, and best use case
ProviderOne Global PayrollMultiplierRemoteDeel
Rank#1#2#3#4
Payroll price$26/mo$20/mo$29/mo$29/mo
Countries163171186153
RatingNot yet rated4.64.54.7
Best forCompanies with employees in 10+ countries who need a single platform to handle multi-country payroll complexityCompanies hiring employees across 10+ countries who need broad geographic coverage and don't want to manage multiple payroll vendorsCompanies hiring across 10+ countries who need both payroll and employer of record capabilities under one roofPayroll teams adding a second or third country who need automated tax filing and a compliance dashboard without building a separate vendor relationship for each new jurisdiction, given Deel's published coverage across 153 countries.

Our top picks

1One Global Payroll logo

One Global Payroll

Best overall
From$26
Countries163
RatingNot rated

One Global Payroll is a global payroll platform that helps companies pay international teams in 150+ countries. The platform handles local taxes, compliance, and on-time payments from a single dashboard. Key features include automated tax calculations and filings, multi-currency payments, employee self-service portals for payslips and tax documents, and integrations with HR systems like Workday, BambooHR, and Personio. One Global Payroll serves companies at all stages, from startups making their first international hire to enterprises consolidating multiple payroll providers into one platform. The platform is GDPR compliant and SOC 2 Type II certified.

Strengths

  • +One Global Payroll publishes its payroll price, so cost can be modelled before a sales call.
  • +Each customer gets an account manager, and support runs around the clock.
  • +Tax filing, payslips and multi-currency payroll are handled on the platform.

Watch out for

  • –It is a payroll service, not an employer of record, so you need your own entity in each country where you run payroll.

Pricing From $26/employee/month

Best for companies with employees in 10+ countries who need a single platform to handle multi-country payroll complexity (startups → mid-market).
2Multiplier logo

Multiplier

Runner-up
From$20
Countries171
Rating4.6

Multiplier is a global employment platform.

Strengths

  • +Multiplier publishes prices for payroll, employer of record and contractors.
  • +Multiplier states on its own site that it charges no FX markup and no offboarding fee.
  • +Each customer gets an account manager, and support runs around the clock.
  • +Contractor of record is available alongside payroll and employer of record.

Watch out for

  • –Multiplier does not publish a mobile app or webhooks, so check self-service and integration needs before you commit.

Pricing From $20/employee/month

Best for companies hiring employees across 10+ countries who need broad geographic coverage and don't want to manage multiple payroll vendors (all sizes).
3Remote logo

Remote

Great value
From$29
Countries186
Rating4.5

Remote is a Global HR Platform that helps companies hire, manage, and pay their entire team through 6 core products including EOR, Contractor Management, and Payroll.

Strengths

  • +Remote employs through its own entities, and we have matched many of them in national company registers.
  • +Remote publishes prices for payroll, employer of record and contractors.
  • +A public API and webhooks support integrations, and employees get a mobile app.
  • +Round-the-clock support is stated on Remote's own site.

Watch out for

  • –Remote charges a separate fee for each off-cycle payroll run.
  • –If you only need payroll, you are buying into a platform built around employer of record as well.

Pricing From $29/employee/month

Best for companies hiring across 10+ countries who need both payroll and employer of record capabilities under one roof (all sizes).
4Deel logo

Deel

From$29
Countries153
Rating4.7

Deel operates as a global employment platform.

Strengths

  • +Deel publishes its global payroll price, so you can model cost against headcount before talking to sales.
  • +Payroll, employer of record and contractor of record sit on one platform, which helps if your team mixes all three.
  • +A public API and webhooks let engineering teams sync payroll events into internal systems.
  • +Round-the-clock support is stated on Deel's own site, useful when pay runs cross time zones.
  • +Employees get a mobile app and their payslips on the platform, which cuts routine questions to the payroll team.

Watch out for

  • –Deel charges a separate fee for each off-cycle payroll run, so corrections and bonus runs add to the bill.
  • –If you only need payroll, you are buying into a platform built around employer of record and contractors as well.

Pricing From $29/employee/month

Best for payroll teams adding a second or third country who need automated tax filing and a compliance dashboard without building a separate vendor relationship for each new jurisdiction, given deel's published coverage across 153 countries. (all sizes).
5Rippling logo

Rippling

Countries83
Rating4.7

Rippling offers a unique approach to global employment by integrating EOR services with broader workforce management solutions. Founded with the vision of unifying HR, IT, and finance operations.

Strengths

  • +Rippling runs HR, payroll and IT management in one system, so HR records and payroll share the same data.
  • +A public API and webhooks support integrations.
  • +Contractor of record and multi-currency payroll are available on the same platform.

Watch out for

  • –Rippling charges a separate fee for each off-cycle payroll run.
  • –Rippling does not publish its support hours.
Best for companies needing both payroll and it management, particularly those issuing company devices and software licenses to remote teams (all sizes).
6Borderless AI logo

Borderless AI

From$29
Countries191
Rating4.6

Borderless AI operates through hireborderless.com as an AI-powered EOR platform.

Strengths

  • +Borderless AI publishes its employer of record price.
  • +Borderless AI states on its own site that there is no minimum contract term or security deposit.
  • +Tax filing, payslips and multi-currency payroll are handled on the platform.
  • +Employees get a mobile app for payslips and personal details.
  • +Each customer gets an account manager, and support runs around the clock.

Watch out for

  • –Borderless AI does not publish webhooks. Ask about it during evaluation if your team relies on it.

Pricing From $29/employee/month

Best for companies hiring across 5+ countries who need exceptionally wide geographic coverage, especially in less common markets (startups → enterprise).
7Papaya Global logo

Papaya Global

Countries163
Rating4.4

Papaya Global, founded in 2016, combines fintech innovation with global workforce management. As the first licensed global payroll provider authorized to hold and transfer payroll funds, they have built their own payment infrastructure specifically designed for international payroll needs.

Strengths

  • +Papaya covers payroll, employer of record and contractor of record in one platform.
  • +A public API and webhooks support integrations, and employees get a portal and a mobile app.
  • +Each customer gets an account manager, and invoices can be paid in a wide range of currencies.

Watch out for

  • –Papaya does not publish its support hours.
Best for companies with international teams who need both payroll processing and employer of record services in one platform (enterprise).
8ADP logo

ADP

Countries140
Rating3.2

ADP's Employer of Record service combines decades of payroll experience with modern global employment solutions.

Strengths

  • +Payroll, HR and benefits come from one long-established vendor, so a company already on ADP in the US can keep one supplier as it adds countries.
  • +Tax filing is handled in the platform, not left to the payroll team to submit country by country.
  • +Employees get a self-service portal and a mobile app for payslips and personal details.
  • +A public API and HRIS integrations let you connect payroll to the systems you already run.

Watch out for

  • –ADP publishes no global payroll price. Every deployment is quoted, so you cannot compare cost before a sales call.
  • –ADP publishes a country total but no per-country list. Ask in writing which of your countries run on ADP's own payroll and which run through a partner.
Best for companies that prioritize established providers with decades of compliance and tax filing experience over newer platforms (all sizes).

Feature comparison

Feature comparison across payroll providers: global payroll, EOR, and contractor management support
FeatureOne Global PayrollMultiplierRemoteDeelRippling
Global payroll✓✓✓✓✓
Employer of record–✓✓✓✓
Contractor management–✓✓✓✓
Countries16317118615383
Currencies2727522727
Starting price$26/mo$20/mo$29/mo$29/moQuote only
RatingNot yet rated4.64.54.74.7

How to choose the best payroll for payroll services in spain

Check their experience with Spanish Social Security (TGSS) filings. Spain requires monthly submissions to the Tesorería General de la Seguridad Social. The employer pays contributions during the following month and answers for both its own share and the amount withheld from the employee, so a provider's mistake is still your liability. Ask providers how they handle the Sistema RED and their error rate with TGSS submissions.

Verify they manage Spain's 14-payment salary structure correctly. Employees are entitled to two extra payments a year (pagas extraordinarias), one at Christmas and one at the time set by the collective agreement, which can also spread them across the 12 monthly payments. Your provider has to follow your agreement, calculate the extras correctly and withhold tax and social security on each payment.

Confirm they keep up with income tax withholding changes. Final income tax can involve the scale of the employee's autonomous community, and the Agencia Tributaria updates its withholding procedure during the year. The 2026 version took effect on 10 September. Ask how the provider makes sure each payment uses the version that applies on that date.

Ask about their Agencia Tributaria (AEAT) compliance process. The Spanish tax authority requires Model 111 filings for IRPF withholdings and an annual Model 190 summary. For ordinary filers Model 111 is quarterly, due within the first 20 calendar days after the quarter ends, but the frequency depends on your tax category, so confirm yours with the provider. They should file these automatically and send you the confirmation receipts.

Check how they handle pay above the contribution ceiling. In 2026 the standard employer rate for an ordinary permanent hire is 30.65% before occupational injury insurance, and the employee rate is 6.50%. Pay above €5,101.21 a month now carries a solidarity charge in three bands, paid by both employer and employee. A provider that still treats the ceiling as a hard cap will get contributions on senior salaries wrong.

Evaluate their payslip language capabilities. Spanish law requires payslips (nóminas) in Spanish with specific mandatory fields. Check that providers generate legally compliant nóminas, not just translated versions of generic templates.

Test their response time during Spanish business hours. If your provider operates from outside Spain, confirm they offer support during Spanish working hours, especially around month-end when payroll questions arise.

Pro tip: Ask how they handle Spain's strict electronic certificate requirements. Most interactions with TGSS and AEAT require digital certificates, and providers should manage these on your behalf without requiring you to obtain Spanish certificates yourself.

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How we ranked these providers

Our rankings are based on extensive research, including hands-on testing, customer interviews, and analysis of public reviews. We evaluate each provider across five key criteria:

Pricing transparency

20%

How clear and competitive is the pricing structure?

Country coverage

25%

Number of countries supported and depth of local expertise.

Feature set

25%

Payroll automation, compliance, integrations, and reporting.

User reviews

20%

Aggregate ratings from G2, Capterra, and Trustpilot.

Customer support

10%

Response times, support channels, and customer satisfaction.

Editorial independence

Our rankings are based on objective criteria. While some providers on this list are partners, this does not influence our ratings or recommendations.

Want the numbers behind this market?

Employer costs, payroll taxes, pay cycles and termination rules, with the source and year for every figure.

Read the country payroll guide

Frequently asked questions

How much do payroll outsourcing services cost in Spain?

Providers price per employee per month, and the scope behind that price varies: some cover payroll only, others include tax filings and Social Security administration. The comparison table above shows each provider's published starting price. An employer of record costs more because it becomes the legal employer and takes on compliance. Ask for a written quote that separates setup, monthly and year-end fees.

How long does it take to set up payroll outsourcing in Spain?

It depends on whether you already have a Spanish company registered with Social Security and the tax agency. If you do, setup is mostly handing over employee records, company registration documents and bank details. If you don't, an employer of record can usually start sooner because it hires through its own Spanish entity. Ask for a dated plan to the first payroll run.

What happens if my payroll provider makes an error with Spanish social security payments?

Agree before you sign who pays surcharges caused by the provider's mistakes, and put it in the contract with clear remediation terms. The employer stays responsible to Social Security for paying both its own contributions and the amount withheld from the employee, so the contract is your recourse.

Do payroll providers handle Spain's 14-payment salary system automatically?

They should, but check the setup. The law gives employees two extra payments a year, one at Christmas and one at the time set by the collective agreement, and the agreement can spread them across the 12 monthly payments. Confirm the provider follows your agreement and prorates the extras for people who join or leave during the year.

What's the difference between payroll outsourcing and EOR services in Spain?

Payroll outsourcing processes wages for your Spanish entity while you remain the legal employer. EOR providers employ your workers under their Spanish entity, handling full HR compliance, contracts, and liability. Choose payroll outsourcing if you have a registered company. Use EOR when you lack a Spanish legal presence or want faster market entry.

What if I need to run payroll for remote workers in other Spanish regions?

Social Security is run nationally, but final income tax can involve the scale of the employee's autonomous community, so where someone lives matters. Providers should apply the withholding rules that are current on each payment date. If you hire in the Basque Country or Navarre, confirm the provider supports them, as both have their own tax regimes.

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