The Royal Decree-law 30/2020 on social measures in defence of employment came into force on 30 September 2020. The following table summarizes the exemptions from the payment of social security contributions between 1/10/2020 and 31/1/2021.
The Royal Decree-law 30/2020 on social measures in defense of employment addresses extensions for force majeure Temporary Redundancy Plans, as well as Temporary Redundancy Plans due to economic, technical, organizational, or production reasons linked to COVID-19. It also introduces Temporary Redundancy Plans for impeded or limited activities.
The tax regulation in Spain (Royal Decree 1619/2012) establishes the language and currency to invoice. The language of invoices The company can issue and receive invoices in any of the …
Solar plants in Spain require many legal requisites, including securing the land rights where they will be located, requesting access points and connection to the electricity grid and depositing guarantees.
In Spain, companies can incorporate as either an S.A. (Sociedad Anónima) or an S.L. (Sociedad Limitada). Each has distinct legal and financial implications regarding capital requirements, liability, and shareholder structure, making them suited for different types of businesses.
The health crisis by COVID-19 has exponentially increased the number of people working remotely, in particular, those teleworking in Spain. The lack of a specific regulation, however, caused legal uncertainty for both the company and the workers. Hence, the Spanish Government has decided to regulate this type of work.
The remuneration of directors of a Spanish company is deductible from the corporate income tax. However, the company’s bylaws must expressly contemplate the remunerated character of the post, and the remuneration scheme used to pay the director must be determined with certainty.
The Royal Decree-law 24/2020 of 26 June provides for specific labour measures to mitigate the impact of the new pandemic outbreaks on the activity of companies in Spain: ERTEs on the grounds of force majeure and ERTE due “to resurgence” of COVID-19.
The Workers’ Statute grants workers’ representatives priority to remain in the company or the workplace over other workers. Recent judgments in Spain limit this prerogative in the COVID-19 ERTE.
Entering the Spanish market offers several strategic alternatives, including setting up a local branch, creating a joint venture, or acquiring a local business. Each option presents unique benefits, such as market penetration, reduced costs, or access to local expertise. It’s important for foreign businesses to assess legal and regulatory factors before choosing the best approach.
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