Which hiring model is right for your transport company: direct hire or ETT staff-leasing?
Choosing between direct hire (Model A) and ETT staff-leasing (Model D) comes down to three variables: expected months of service, internal HR capacity to manage payroll and legal compliance, and tolerance for administrative risk. For needs exceeding 18 continuous months, direct hire is almost always cheaper. For ramp-ups, fleet volume peaks or situations where the driver is still being evaluated, staff-leasing provides a flexible employment window — the ETT acts as the formal employer throughout the assignment, delaying your direct employment exposure.
Key regulatory framework: Both models operate under Spanish labour law — Model A under the Estatuto de los Trabajadores (Royal Legislative Decree 2/2015) and Model D under Ley 14/1994, de 1 de junio, de Empresas de Trabajo Temporal (BOE.es). Social Security obligations in both cases are governed by the Real Decreto Legislativo 8/2015, de 30 de octubre, Ley General de la Seguridad Social (LGSS) (BOE.es).
How does direct hire of CE drivers work and what does it mean for the company?
Under direct hire (Model A), the transport company becomes the formal employer of the driver. It takes on all employment obligations: Social Security registration under the general scheme (pursuant to Article 18 LGSS, Real Decreto Legislativo 8/2015), monthly payroll, IRPF withholding (pursuant to Article 85 of the IRPF Regulations, Royal Decree 439/2007), management of the applicable Road Haulage Collective Agreement for the relevant province, and full liability under occupational health and safety regulations.
Cost structure under Model A:
- One-time acquisition cost: placement agency fee for search and selection. At DriversHub, this fee is charged once, at the time of onboarding. There is no ongoing monthly fee.
- Ongoing monthly labour cost: gross salary + employer Social Security contributions (common contingencies, AT/EP, FOGASA, Vocational Training) — approximately 29–30% on top of gross salary, as established under Articles 153–157 of the LGSS (RDL 8/2015). For a CE driver earning €2,200 gross/month, the total monthly employer cost exceeds €2,850.
- Internal management cost: HR time for registrations, deregistrations, payroll, sick leave, and collective agreement management.
Key advantage of Model A: once the one-time acquisition cost is absorbed, the monthly cost is the lowest possible — there is no external management margin. For drivers staying 2, 3 or more years, the cumulative saving versus Model D can exceed €15,000–€20,000 per driver.
Relevant limitation: employment contracts in Spain have restrictions on the maximum probationary period (Article 14 of the Workers' Statute, RDL 2/2015): 2 months for qualified workers, 6 months for graduate technicians. Once the probationary period ends, dismissing a driver without cause triggers redundancy compensation. This makes direct hire a decision with financial exposure from day one.
For any company looking to begin direct hiring of non-EU drivers, see our complete guide to hiring foreign drivers in Spain. The documentation process — work authorisation, DGT licence exchange, CAP — applies regardless of the service model chosen.
How does ETT staff-leasing for drivers work and what does it mean for the company?
Under staff-leasing (Model D), the ETT acts as the formal employer of the driver throughout the assignment period. The legal relationship is structured through a deployment contract (contrato de puesta a disposición) between the ETT and the transport company (the host company — empresa usuaria), as governed by Ley 14/1994, de 1 de junio, de Empresas de Trabajo Temporal (BOE.es).
Under Article 12 of Ley 14/1994, the driver's working conditions during the assignment — pay, working hours, rest periods — must be at least equivalent to those applicable to the host company's directly employed workers in the same role. This "equal treatment" obligation is the ETT's legal responsibility, not the host company's.
Under this model, the driver signs an employment contract with the ETT. The ETT assumes payroll, Social Security contributions (under RDL 8/2015 LGSS), IRPF, sick leave costs, severance if applicable, and all employment liability. The host company receives an operational driver and pays a monthly fee covering all of the above plus the management margin. Availability of Model D is subject to confirmation — contact us.
Cost structure under Model D:
- No upfront acquisition cost: there is no one-time placement fee in Model D.
- Ongoing monthly fee: covers the driver's gross salary + employer SS contributions + management margin (typically 15%–25% over total labour cost). For the same CE driver earning €2,200 gross/month, the total monthly fee to the client typically ranges from €3,300 to €3,600.
- Maximum regulated duration (Article 6, Ley 14/1994): 6 months per work or service cause; 3 months for substitution; maximum 12 months accumulated within 18 consecutive months. Once this limit is exceeded, the worker acquires permanent employment status at the host company by operation of law.
Key advantage of Model D: administrative and employment risk rests with the ETT provider. If the driver fails the initial operational assessment, or if there are compliance issues (work authorisation, DGT, CAP), the ETT handles resolution at no additional cost to the host company. This is the preferred option during the driver qualification phase, or when the company lacks internal HR capacity to manage the full documentation process for a non-EU driver.
For a detailed explanation of how the ETT model works under Spanish law, including the difference between an ETT and a placement agency, read our guide to ETT for CE drivers.
Learn more about our staff-leasing service for transport companies.
What are the concrete differences between Model A and Model D for CE drivers?
| Dimension | Model A — Direct hire | Model D — ETT staff-leasing | Legal reference |
|---|---|---|---|
| Formal employer | Transport company (client) | ETT provider | Ley 14/1994 Art. 1 |
| Payroll and SS | Managed internally by client | ETT provider | RDL 8/2015 LGSS |
| IRPF withholding | Client's responsibility | ETT provider | RD 439/2007 Art. 85 |
| Upfront cost | One-time placement fee | No upfront cost | — |
| Ongoing monthly cost | Salary + employer SS (~29–30% on gross) | Monthly fee (includes 15–25% margin) | LGSS Arts. 153–157 |
| Probationary period | Max. 2–6 months | Up to 12 months accumulated via deployment | ET Art. 14; Ley 14/1994 Art. 6 |
| Equal treatment obligation | Client manages directly | ETT must apply (at minimum parity) | Ley 14/1994 Art. 12 |
| Sick leave risk | Client | ETT provider | LGSS Art. 169 |
| Non-EU documentation management | Client with DriversHub support | ETT provider fully | LO 4/2000; RD 557/2011 |
| Total cost at 6 months | Fee + 6× monthly labour cost | 6× monthly fee (no fee) | — |
| Total cost at 24 months | Fee + 24× monthly labour cost (cheaper) | 24× monthly fee | — |
| Best fit for | Stable need +18 months | Ramp-up, variable volume, qualification | — |
When should you choose direct hire and when does staff-leasing make more sense?
Choose Model A (direct hire) when:
- The driver requirement is structural and long-term — the role exists in the headcount regardless of season or specific contract.
- The company has or can build internal HR capacity to manage payroll, Social Security registrations, sick leave and terminations.
- Maximum driver retention is a priority — a direct employment relationship creates a stronger tie with the host company.
- The expected duration exceeds 18 months, the point beyond which Model A is economically more efficient even including the one-time placement fee.
Choose Model D (staff-leasing) when:
- The company is in a ramp-up phase — onboarding drivers for a new transport contract that may not be renewed.
- Fleet volume is variable by season or project — staff-leasing allows scaling up and down without triggering employment termination procedures.
- The driver is non-EU and the company lacks experience managing work authorisations, DGT licence exchange and CAP — the ETT absorbs all documentation risk.
- The company wants to extend the real evaluation window beyond the 2–6 months of standard probation (Article 14 ET), without taking on direct employment risk from day one.
To calculate the total cost of each model for your specific situation, see our staff-leasing monthly cost calculation guide.
Whether you choose Model A or Model D, our team manages the driver's complete documentation. Learn about our direct hire service or get in touch via our contact page.
Frequently asked questions
Q: Can a company start with Model D and then switch to Model A with the same driver?
A: Yes — and it is one of the most common scenarios. The driver begins under staff-leasing (Model D): the ETT handles onboarding, work authorisation, DGT licence exchange and CAP while the company evaluates the driver in real operating conditions. After 6–12 months, if the company decides to retain the driver permanently, direct hire (Model A) is formalised. In this transition, a conversion fee applies; the full placement fee is not charged since documentation is already resolved.
Q: Under Model D, who is liable if the driver has a traffic accident on a route?
A: The civil liability of the host company as vehicle operator remains in place regardless of the service model — the vehicle is registered and insured in the client's name. Under Model D, the ETT is liable as formal employer for employment and Social Security obligations (workplace accident, temporary incapacity) under the LGSS (RDL 8/2015). The vehicle third-party liability insurance, covering damage to third parties, always rests with the transport operator (the client).
Q: What is the maximum deployment duration under Model D before the driver acquires employment rights with my company?
A: Under Article 6 of Ley 14/1994 (BOE.es), the maximum is 12 months accumulated within any 18-month consecutive period (for the same cause or different causes). If the host company exceeds this limit, the worker automatically acquires permanent employee status at the host company by operation of law. Tracking deployment periods and planning the transition or rotation in advance is essential.
Q: Is DriversHub a licensed ETT (Temporary Employment Agency) in Spain?
A: DriversHub does not currently hold an ETT licence. Under Spanish law, ETT licences are granted by the relevant Autonomous Community and require €60,000 share capital plus a financial guarantee under Ley 14/1994 and its implementing Royal Decree. DriversHub currently operates as a placement agency under Model A (direct hire). Model D (ETT staff-leasing) availability is subject to confirmation — contact us to discuss your specific situation.
Q: What does the "equal treatment" obligation in ETT contracts mean for CE driver pay?
A: Under Article 12 of Ley 14/1994 (BOE.es), the driver assigned via ETT must receive working conditions — pay, working hours, rest periods — at least equivalent to what a directly employed worker in the same role at the host company would receive under the applicable collective agreement. This obligation rests with the ETT, which must verify parity before placing the driver. For CE drivers in road transport, the reference is the provincial Road Haulage Collective Agreement (Convenio Colectivo de Transportes por Carretera).
Conclusion
The choice between direct hire and staff-leasing is not ideological — it is arithmetic. For stable requirements of more than 18 months with a qualified driver whose documentation is resolved, Model A saves €15,000 or more over the long term. For ramp-ups, variable needs or non-EU drivers in the qualification phase, Model D eliminates operational and administrative risk at a controlled monthly cost, with the ETT taking on formal employer status under Ley 14/1994.
Contact us to analyse which structure suits your fleet and timeline best.
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