Employment in Andorra

Formal employment in Andorra is regulated as a salaried position under an employment contract. The employment service (Servei d’Ocupació) supports job searches with advice, training and placement. Andorran nationals and foreigners who lawfully reside in Andorra may register there. Initial registration generally requires an application, information about professional experience, a CV, a form for occupational classification, diplomas and, where applicable, a driving licence and professional cards. After registration, the jobseeker must generally make contact within 48 working hours, report changes to their CV or status, and attend agreed appointments and job interviews. More than one unjustified failure to attend an interview with a referred employer, or more than one rejection of a suitable position, may result in deregistration for 90 days. The training courses and workshops offered by the employment service are free of charge. Foreign workers need the appropriate immigration authorization (autorització d’immigració) to take up employment. For workers newly moving to Andorra, the key requirements include a local employer, an employment contract and an available quota. A residence authorization for resident workers requires an indefinite contract and a permanent, genuinely established residence. The first authorization is valid for one year, followed generally by three two-year renewals; after seven years, a ten-year authorization may usually be considered. Cross-border workers work permanently in Andorra and live abroad. Their first authorization is valid for one year, and later renewals usually last three years. Seasonal or temporary work combines a fixed-term contract with a fixed-term residence authorization whose duration is linked to the defined season. Employment without residence may be possible with an indefinite contract if the fixed salary is more than three times the current SMI; private health insurance may also be required if the country of activity has no CASS agreement with Andorra. After authorization, residence must be registered with the competent municipal administration (Comú) within three months at the latest. Depending on their origin, foreign documents require an apostille or legalization. The procedure often also requires a medical examination and proof of accommodation, residence status and qualifications. The 2026 quota for general residence and work authorizations and for cross-border workers totals 800 places, including 624 for resident workers and 176 for cross-border workers. Additional places may be added for particular sectors and periods. For summer 2026, 500 places in the hotel and catering sector and an additional 250 places were published. Actual availability and processing times depend on the current quota and waiting list and must be checked before applying. Every dependent employment relationship requires a written contract. A probationary period applies only if the contract provides for one. It may last no more than two months, three months for a salary at least three times the SMI, and six months for a salary at least five times the SMI. The same employer may not agree on a new probationary period for the same type of work within three years. Usual contract types include indefinite and fixed-term contracts, seasonal employment, recurring employment with interruptions, replacement work, individual short-term assignments, and contracts for specific works or services. A short-term assignment may cover no more than 30 consecutive days per year. The CASS must be informed, and if there is no valid work authorization, the immigration authority must be informed before work begins. The fixed wage must be at least the level set by the applicable collective agreement; otherwise, the minimum interprofessional wage (salari mínim interprofessional) applies. Since 1 July 2026, it has been 9.05 euros per hour and 1,568.67 euros per month for a 40-hour week. Benefits in kind such as accommodation or meals may not reduce the cash wage below the SMI; their valuation may not exceed 25 percent of the SMI. Night work between 22:00 and 06:00 normally carries a 20 percent supplement. The employer pays wages by bank transfer, settles them no more than monthly, and must pay them no later than three calendar days after the end of the pay period. A payslip is mandatory and must show the relevant wage components and deductions. The CASS is Andorra’s social security system. The employer registers the employment no later than seven days before it begins and in any event by the first working day. Employees pay 6.5 percent of contributory pay, consisting of three percent for general coverage and 3.5 percent for old-age insurance. The employer pays 15.5 percent, consisting of seven percent for general coverage and 8.5 percent for old-age insurance; the total is therefore 22 percent. Contributions are declared and paid monthly from the first to the fifteenth. The basis includes all pay, including supplements, bonuses and assessable benefits in kind. Even if the employer fails to pay contributions, employees do not automatically lose their entitlement to benefits. In addition to the payslip, the employer must record the hours worked. The ordinary effective working time is 40 hours per week. Annualized working time may be agreed by contract or collective rule; in that case, the limits include no more than ten hours per day, 48 hours per week, twelve hours of daily rest and at least one full rest day per week. A change to the work schedule is normally announced seven days in advance. Adults may work no more than twelve overtime hours per week, 48 per month and 426 per year. Refusal is possible except in exceptional circumstances or force majeure. If there is no collective-agreement rule, the overtime supplement is at least 40 percent. Paid leave amounts to either 30 calendar days or 22 working days per year, depending on the agreement. At least 14 consecutive calendar days or ten working days must be taken consecutively. The employer normally schedules leave 45 days in advance; an exceptional change is generally announced 15 days in advance. For seasonal or interrupted contracts lasting no more than six months, the parties may agree to pay the leave entitlement in the final settlement (quitança). Employees are entitled to written contract terms, timely payment, CASS protection, a payslip, a record of working hours, and safety and health at work. Protection against discrimination and harassment is also included. Employees normally report absences within 48 hours, follow lawful work instructions, protect confidential information and perform the agreed tasks. When resigning during the probationary period, no notice period applies. Under an indefinite contract, the notice period is ten working days for less than one year of employment and 15 working days from one year onward. Under a fixed-term contract, the same basic notice period applies; if the contract lasts more than one year, two working days are added for each remaining month of the contract. Resignation must be in writing. If the employer terminates an indefinite contract without a specific reason, the notice period is twelve days per year of employment, up to 30 days, and compensation of 25 days’ pay per year of employment also applies, up to 365 days’ pay. In the case of objective termination, this compensation is half that amount. If a fixed-term contract is ended early, the compensation is generally 25 days’ pay per year of employment plus two days’ pay for each remaining month of the contract. In the event of unfair dismissal, the applicable compensation generally increases by 25 percent, but may not exceed 24 months’ salary. The final settlement must be calculated by the employer no later than the next working day and by the employee no later than within two working days after termination. It includes, among other things, outstanding wages, overtime, unpaid leave, public holidays, bonuses, commissions and compensation owed. In addition to social security contributions, foreign workers are subject to fees under the immigration tariff in force at the relevant time.