What CASS registration does an employer need for employees in Andorra?

The employer registers the company with the CASS before starting its activities and registers every employee from the first working day, including the probationary period. Required documents include CASS-0079, the entry in the Registre de comerç, the NRT, and proof of identity; companies also submit the entry in the Companies Register (Registre de societats) and their articles of association.

What working-time and overtime rules apply to employers in Andorra?

Ordinary working time is limited to 40 hours per week and 1,800 hours per year, with at least twelve hours of daily rest and at least one full rest day per week. Overtime is generally limited to twelve hours per week, 48 hours per month, and 426 hours per year, and is normally compensated with a premium of at least 40 percent or equivalent compensatory time off.

How can an employer lawfully hire foreign employees in Andorra?

The required residence and work permit must be available before work begins. Quotas and permits may change according to the quota, sector, and previous allocation; for 2026, these include a general quota of 800 first permits and an additional quota for the hotel and hospitality sector.

What occupational-safety duties does an employer have in Andorra?

The employer assesses risks, plans protective measures, and organizes first aid, fire protection, and evacuation. Depending on size and risk, the employer handles prevention itself or appoints competent employees or an accredited external prevention service; occupational accidents are reported to the CASS.

What employee representation must employers enable in Andorra?

Up to 30 employees elect an employee delegate (delegat dels assalariats); from 31 employees, there is a comitè d’empresa with between three and eleven members depending on workforce size. The employer provides the workforce register, a voting room, and the necessary resources, grants paid time, and may not disadvantage representatives or candidates.

What deadlines apply when an employer terminates employment in Andorra?

For open-ended employment without a special reason for termination, the notice period is twelve days per completed year of service, up to 30 days, together with compensation of 25 daily wages per year of service, up to 365 daily wages. An objective termination uses the same notice period and generally half that compensation; termination must be justified in writing, and the final settlement must be prepared no later than the last contract day or the following working day.

Employer in Andorra

An employer, known in Catalan as empresari, organizes work in Andorra, hires employees, pays wages, and has duties concerning social security, equal treatment, and occupational safety. These duties include registration with CASS, written employment contracts, correct payroll statements, and compliance with working-time, holiday, and termination rules. Depending on the activity, additional requirements apply to foreign employees, minors, employee representatives, and contractors.

byLaia&Joan

An employer may be a natural or legal person lawfully operating in Andorra who hires employees, organizes their work, gives instructions, and pays remuneration. This also includes temporary-work agencies (ETT), communities, associations, and sports clubs. The designations company (empresa) and empresari are used in everyday employment practice in Andorra. Employment administration is handled by the Government of Andorra (Govern d’Andorra), particularly the Department of Employment and Labour (Departament d’Ocupació i Treball) and its competent services. The CASS is Andorra’s social security system. The Department of Immigration (Departament d’Immigració) is responsible for residence and work permits; local parish administrations (Comuns) regulate local holidays and the working calendars of the respective parish.

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