What is an ETT and how does it differ from a standard employment agency?
An ETT (Empresa de Trabajo Temporal) places CE drivers with transport companies under a formal assignment contract while remaining their legal employer — managing payroll, Social Security contributions and work permits. The legal framework is Ley 14/1994, de 1 de junio, de Empresas de Trabajo Temporal (BOE.es), articles 1 and 2.
ETT vs. direct hire: comparison for transport operators
| Dimension | ETT (Model D) | Direct hire (Model A) |
|---|---|---|
| Setup cost | None for the client (ETT bears €60,000 capital + €427,350 guarantee under art. 3, Ley 14/1994) | Low — documentation admin and SEPE fees (~€200–€500 per file) |
| Time to first working day | 1–4 weeks (candidate pre-managed by ETT) | 3–8 months for non-EU profile (UA: 1–3 wks under RDL 6/2022; KZ: 6–8 months via SEPE) |
| Monthly cost per driver | Higher — gross salary + employer SS (~30%) + ETT management margin (15–25%) | Lower — gross salary + employer SS (~30%), no third-party margin |
| Employment liability | ETT bears direct employment risk (art. 1, Ley 14/1994) | Client company is the employer and bears full liability |
| Administrative burden | ETT handles payroll, sick leave, immigration (Régimen General / RDL 6/2022), DGT exchange, CAP renewals | Company manages all HR and documentation in-house |
| Workforce flexibility | High — no direct redundancy cost on assignment end | Medium — statutory severance if permanent contract |
| Maximum duration | 12 cumulative months within 18 (art. 6.3, Ley 14/1994); once reached, client must hire directly | Unlimited if permanent contract |
| DriversHub availability | Subject to obtaining ETT licence — contact us | Operational under Model A (Agencia de Colocación) |
Model D availability is subject to confirmation — contact us for the current status.
Key difference from a standard employment agency: Under Order TES/1324/2024, an employment agency (Agencia de Colocación) selects a candidate and facilitates their direct employment by the client. Once placed, the driver becomes the client's employee. Under the ETT model, the driver never becomes an employee of the client company: the employment relationship stays with the ETT for the entire assignment period.
For transport operators, this means three practical things:
- The fleet company does not manage payroll, sick leave or work permit renewals for assigned drivers.
- Employment liability rests with the ETT, not the client.
- The client company retains working-condition obligations during the assignment — hours, health and safety, and protective equipment — under article 16, Ley 14/1994.
For a direct comparison of both models, see our article on direct hire vs. staff-leasing for truck drivers.
How does the temporary assignment contract work for CE drivers?
The legal instrument between the ETT and the client is the contrato de puesta a disposición (temporary assignment contract), regulated under article 6 of Ley 14/1994 (BOE.es). A temporary assignment contract may only be concluded for four permitted grounds listed in article 6.2.
| Ground | Description | Typical use in transport |
|---|---|---|
| Specific project or service | Defined project with a foreseeable end date | Seasonal campaign, one-off logistics contract |
| Market fluctuation | Order surges, task accumulation | Peak periods, port or logistics hub overload |
| Replacement with reinstatement right | Covering a driver on leave | Maternity/paternity leave, sick leave cover |
| Vacancy during a recruitment process | Bridging while direct hiring is underway | New route launch, fleet expansion |
Maximum duration (article 6.3, Ley 14/1994): 6 months for market-fluctuation assignments; 3 months for replacements; up to 12 cumulative months within 18 consecutive months. If the client exceeds these limits, the assigned worker acquires indefinite-employment status at the client company under article 7.
Prohibited uses (article 8, Ley 14/1994): Workers may not be assigned to replace workers on strike (article 8.b) or to activities involving special risks defined by regulation (article 8.a). Violations expose the client to joint liability with the ETT.
What does it cost to operate as a CE driver ETT — or to use one?
ETT model costs split into two distinct layers: the licensing and capitalisation requirements for the ETT itself, and the monthly fee the client company pays per driver.
ETT setup and licensing costs
Under article 3 of Ley 14/1994 (BOE.es), and as amended by the final provision of Law 35/2010:
| Requirement | Amount / Detail |
|---|---|
| Minimum paid-up share capital | €60,000 |
| Financial guarantee (article 3.2) | 10% of prior-year wage bill; minimum €427,350 |
| Guarantee in practice | Bank surety bond: annual premium €6,400–€12,800 |
| FOGASA contribution | Mandatory Wage Guarantee Fund levy |
| Registration | With the ETT Register of the relevant Autonomous Community |
These costs are borne by whoever operates as an ETT — not by the client company. Transport companies contracting under Model D (staff-leasing) pay a monthly rate; these capitalisation costs are the ETT's own operating requirement.
Monthly cost for the client company (Model D / staff-leasing)
The monthly fee per assigned driver covers:
| Cost component | Indicative amount |
|---|---|
| Driver gross salary (Road Freight Transport collective agreement, by province) | €2,200–€2,800 / month |
| Employer Social Security contributions (~29–30% of gross) | €640–€840 / month |
| ETT management margin | Variable by volume and contract duration |
| Total indicative fee (€2,500 gross example) | ≈ €3,250 + management margin |
For a personalised calculation, see our article on staff-leasing for drivers: how to calculate real monthly cost.
What are the advantages and disadvantages of the ETT model for transport?
The ETT model removes administrative burden but adds a cost premium. Whether the trade-off is worth it depends on a company's HR capacity, driver volume and assignment horizon.
Advantages:
- Zero payroll management: the ETT processes payroll, Social Security and income tax withholding for all assigned drivers.
- Zero sick-leave cover: the ETT replaces sick drivers and manages temporary incapacity procedures.
- Zero permit renewals: the ETT handles work permit renewals, DGT licence exchanges and CAP updates — relevant for non-EU drivers (Ukrainian, Kazakh, Moldovan).
- Workforce flexibility: adjust driver numbers to workload without direct redundancy costs.
Disadvantages:
- Higher total cost: the monthly staff-leasing fee always exceeds direct payroll cost by the management margin — typically 15–25%.
- Duration limits: article 6.3 of Ley 14/1994 caps assignments at 12 cumulative months within 18. Once reached, the driver must be taken on directly or the company faces non-compliance.
- Provider dependency: fleet operations depend on the ETT's performance. Any disruption in the ETT's operations directly affects the client.
Visit our pages on sectors where DriversHub operates and available staff-leasing services.
Frequently asked questions
Q: Can a transport company use the ETT model for non-EU drivers without managing work permits itself? A: Yes. Under the ETT model, the ETT is the formal employer and manages all work authorisations, DGT licence exchanges and renewals. The client company has no immigration obligations. This applies to Ukrainian drivers under Temporary Protection (Royal Decree-Law 6/2022, extended to March 2027) and to Kazakhstani and Moldovan drivers whose initial authorisations require 3–4 months of processing. Availability of Model D is subject to confirmation — contact us.
Q: What happens if an assigned driver exceeds 12 cumulative months of assignment? A: Under article 7 of Ley 14/1994, an assigned worker who exceeds 12 cumulative months within 18 consecutive months acquires indefinite-employment status at the client company, even if the assignment contract has already ended. DriversHub monitors assignment timelines for every driver and alerts companies at month 9 so they can plan a direct hire transition or driver rotation in advance.
Q: Does DriversHub currently hold an ETT licence to operate Model D? A: Model D (staff-leasing) requires an ETT authorisation under Ley 14/1994, which in turn requires minimum paid-up share capital of €60,000 and a financial guarantee of €427,350. DriversHub does not currently hold an ETT licence and operates under Model A (direct hire). Availability of Model D is subject to obtaining the relevant authorisation — contact us for the current status.
Conclusion
The ETT model lets transport companies onboard CE drivers — including non-EU nationals — without taking on payroll management, immigration administration or direct employment risk. The cost is higher than direct employment, but for operators without HR capacity or with variable fleet needs, the operational simplification is substantial.
To determine whether the ETT model or direct hire best fits your company, see our staff-leasing page or contact us at /en/contact/.
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