Understanding how professional groups (and, where applicable, collective agreement categories or levels) and contribution groups are structured in Spain is essential for the labor department and the proper management of payroll, contracts, and contributions in Spain. These concepts determine not only the salary and duties of each employee, but also the company’s obligations to Social Security.
What are professional categories or groups and why are they important?
Index of contents
In Spain, professional classification is established by means of professional groups (art. 22 ET). Each collective agreement may organize internal categories or levels linked to functions and salaries. This classification (professional group and, where applicable, category/level of the agreement) has an impact on functions, remuneration, and promotion.
Thus, professional categories, or professional groups, as referred to in the Workers’ Statute, are the way in which companies classify their workers according to the functions and responsibilities they perform, in addition to their level of qualification. This classification, set out in collective agreements, determines what tasks a person can perform, their salary level, and the working conditions that apply to them.
Knowing and correctly applying this classification is key to avoiding errors in hiring, payroll, or contributions. In the case of foreign companies operating in Spain, correctly identifying the professional category of each employee facilitates regulatory compliance and ensures transparent and lawful labor management.
Differences between professional category and contribution group
The professional category (professional group) is defined by the collective agreement/company and describes the skills, duties, and responsibilities of the position. It therefore has an organizational nature within the company and is used to define the tasks performed by the worker, their level of responsibility, and how they fit into the collective agreement. It therefore directly influences their salary and the working conditions that apply to them.
In contrast, the contribution group belongs to the Social Security system. It has a numerical code (1–11) for calculating bases and contributions; it does not describe functions or replace the professional group. In other words, it does not describe the position, but is used to calculate the contribution base and determine the financial contributions corresponding to the company and the employee.
Updated table of contribution groups in Spain
Social Security classifies workers into 11 contribution groups, which determine the minimum and maximum bases on which contributions are calculated. According to current regulations, groups 1–7 have monthly bases and groups 8–11 have daily bases.
Below is the table in force in 2025, updated in accordance with Order PJC/178/2025 of February 25, published in the Official State Gazette (BOE). These bases are updated annually by means of the Contribution Order published in the BOE.
| Pay Grade | Professional Groups |
| 1 | Engineers and Graduates |
| 2 | Technical Engineers, Experts, and Qualified Assistants |
| 3 | Administrative and Workshop Managers |
| 4 | Unqualified Assistants |
| 5 | Administrative Officers |
| 6 | Subordinates |
| 7 | Administrative Assistants |
| 8 | First and Second Officers |
| 9 | Third Officers and Specialists |
| 10 | Laborers |
| 11 | Under 18 years of age (regardless of category) |
It should be noted that, in 2025, for groups 1–7, the bases are monthly; for groups 8–11, the bases are daily. The maximum base limit in 2025 is €4,909.50/month. According to order PJC/178/2025 (BOE 02-26-2025).
How to determine a worker’s professional group
There are three key elements when establishing a worker’s professional category. These are the tasks performed by the worker, their level of qualification, and the degree of responsibility they assume within the company. According to Article 22 of the Workers’ Statute, this classification is established by collective agreement or, failing that, by agreement between the company and the employee.
When formalizing the contract, the company assigns the category that best fits the actual duties of the position. If versatility is agreed upon or duties from more than one group are performed, the classification will be made according to the duties performed for the longest period of time (Art. 22.4 ET). If, over time, these duties change substantially, the worker may request a review to adapt their professional classification.
Practical examples by job type
Given that professional categories are mainly applied based on the actual duties performed by an employee, certain common profiles are often distinguished.
An administrative assistant usually falls into the office and management categories, as they perform accounting or document support tasks. A technician or specialist is placed in intermediate categories, where technical training and autonomy at work are valued. Operators belong to the lower levels of the scale, dedicated to manual or production tasks, while managers or middle managers are included in higher categories, with organizational and supervisory functions.
These examples help to understand how to correctly apply professional and contribution groups in labor practice in Spain.
What information appears on the payslip related to the category
All payslips must include information identifying the employee’s employment status, including information related to their professional category.
- Professional group/category, which indicates the duties and level of responsibility according to the collective agreement.
- Contribution group, which determines the minimum and maximum bases applicable to social security.
- Applicable collective agreement, which defines the categories, levels, and base salaries.
In addition, the breakdown of earnings and deductions includes amounts directly linked to the category, such as base salary, salary supplements by level or position, and social security contributions calculated according to the contribution group.
How it affects salary and contribution base
Salary is set by agreement (professional group and, where applicable, category/level). The contribution base is calculated according to the contribution group (1–11) and the ceilings/bases in force in the annual contribution order.
The professional group directly influences the worker’s salary and contribution base. Each collective agreement sets a minimum salary for each professional category, which serves as a reference for determining the base salary and the supplements associated with the position.
A higher category, with greater qualifications or responsibility, usually implies a higher contribution base, which has an impact on social security contributions and future benefits (such as retirement or disability).
Types of workers: Blue collar, White collar, and New collar
Blue collar
These are workers who perform manual or physical tasks, such as maintenance, construction, or industrial workers. They may require specialization or technical training, but their focus is practical and manual.
White collar
These are employees who perform administrative, professional, executive, or management functions. Their work is usually intellectual, in offices or administrative environments, with less direct physical strain.
What it means to be blue collar, white collar, or new collar today
The traditional division between blue collar and white collar remains, but in recent years a third profile has emerged: the new collar, which describes profiles with technical and digital skills acquired through non-traditional means (e.g., vocational training, boot camps, certifications, practical experience), without necessarily requiring a university degree. In the current context, the dividing line between these profiles is more blurred. Many positions combine manual tasks with digitization or require technical knowledge that transcends traditional classifications.
Why understanding categories is key for foreign companies
Whether your company is Spanish or belongs to an international group operating in Spain, understanding the classification by professional group (and, where applicable, category/level of agreement) and its relationship with contribution groups is essential for labor compliance: correct hiring, accurately calculated payroll, and contributions in line with current regulations.
In national companies, this knowledge prevents incidents with the Labor Inspectorate, wage claims, or retroactive adjustments to contributions. In foreign companies that hire in Spain, it helps to align global remuneration structures with the Spanish legal framework, ensuring internal equity and control of labor costs.
Each worker must be correctly classified according to the functions they perform, the applicable collective agreement, and the corresponding contribution group. An error in this classification can result in penalties from the Labor Inspectorate, wage claims, or retroactive adjustments to Social Security contributions.
Furthermore, understanding professional categories/groups facilitates salary and organizational planning within the company. It allows salaries to be set in accordance with Spanish regulations, ensures fairness between local and expatriate employees, and clearly defines the actual labor costs for each position.
For international companies, this information is also key to cultural and legal integration: it helps adapt hierarchical structures and remuneration policies to the Spanish framework, avoiding labor disputes and strengthening talent management.
Training and employment advice with Leialta
The correct interpretation of professional groups, collective agreement categories/levels, and contribution groups (1–11) is critical for labor compliance in Spain. At Leialta, we work with both Spanish companies and international groups operating in Spain, adapting their salary structures and HR policies to collective agreements and Social Security requirements.
In addition to legal and labor advice, we offer practical and specialized training for HR, finance, and management departments (both national and international), focusing on the requirements and obligations of labor management in Spain.Â
Our multidisciplinary team accompanies each company throughout the entire process, from initial hiring (job definition and classification according to collective agreements) to compensation planning, ensuring efficient, transparent labor management that is fully compliant with Spanish law. All of this is done with a tailored, personalized approach supported by our business consulting expertise, which also specializes in commercial, legal, accounting, and tax matters.
