{"id":27345,"date":"2026-09-14T10:00:00","date_gmt":"2026-09-14T08:00:00","guid":{"rendered":"https:\/\/delaguialuzon.com\/?p=27345"},"modified":"2026-10-21T16:13:34","modified_gmt":"2026-10-21T14:13:34","slug":"hiring-employees-spain","status":"publish","type":"post","link":"https:\/\/delaguialuzon.com\/en\/blog\/hiring-employees-spain\/","title":{"rendered":"Hiring employees in Spain: 2026 contracts, payroll and costs"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"27345\" class=\"elementor elementor-27345\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-53af10c1 e-flex e-con-boxed e-con e-parent\" data-id=\"53af10c1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3592818a elementor-widget elementor-widget-text-editor\" data-id=\"3592818a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div style=\"background-color: #f5f7f5; padding: 20px; margin-bottom: 25px;\"><h2>What every foreign employer should know before signing a contract<\/h2><ul><li><strong>Hiring employees in Spain<\/strong> starts with a compulsory pre-hire alta with the Tesorer\u00eda General de la Seguridad Social, which must be filed before the employee begins work and no earlier than 60 calendar days beforehand.<\/li><li>Since the 2022 labour reform (Royal Decree-Law 32\/2021), the Contrato Indefinido (permanent contract) is the legal default, and temporary contracts are restricted to narrowly defined circumstances.<\/li><li>Total employer cost is typically 130% to 135% of gross salary once social security contributions of 30% to 32% are added.<\/li><li>The 2026 SMI (minimum wage) is \u20ac1,221 per month over 14 payments (\u20ac17,094 a year), and the standard workweek is 40 hours, capped at 9 hours per day.<\/li><li>The Valencian Community and national government offer targeted hiring incentives for long-term unemployed people, people with disabilities, victims of gender violence and people at risk of social exclusion.<\/li><\/ul><\/div><h2>Why Spanish employment rules matter more than UK employers expect<\/h2><p>British SMEs opening in Spain routinely underestimate the depth of Spanish employment law.<\/p><p>Where UK employers can rely on flexible contract terms and relatively low statutory dismissal costs, Spanish employers operate within a codified framework that heavily favours permanent employment, protects incumbent staff, and treats dismissal as an exceptional and often costly step.<\/p><p><strong>Hiring employees in Spain<\/strong> is entirely workable, but only when the employer understands the contract types, the mandatory pre-hire steps, the true cost per employee, and the incentives that can reduce it.<\/p><p>This guide sets out what every foreign employer needs to know before making a first Spanish hire.<\/p><h2>The framework: Estatuto de los Trabajadores and the 2022 reform<\/h2><p>Spanish employment law is codified in the Estatuto de los Trabajadores (Royal Legislative Decree 2\/2015), supplemented by sectoral collective agreements (convenios colectivos) and the 2022 labour reform.<\/p><p>Royal Decree-Law 32\/2021 (the 2022 reform) reasserted the permanent contract as the legal default, restricted the circumstances under which temporary contracts can be used, and expanded the fijo-discontinuo permanent-seasonal contract for recurring but interrupted work.<\/p><h3>Collective agreements<\/h3><p>Every Spanish employment relationship is governed by a sectoral or company-specific convenio colectivo, which sets minimum salaries, working hours, holiday entitlements and dismissal notice periods above the statutory floor.<\/p><p>Employers must identify the applicable convenio before offering a contract.<\/p><blockquote style=\"border-left: 4px solid #708473; padding: 15px 20px; background: #f5f7f5; margin: 25px 0;\"><p>Permanent contracts represented 42.9% of the contracts registered in 2023, up from 10.9% in 2021 before the 2022 reform, according to SEPE data.<\/p><\/blockquote><h2>Contract types after the 2022 reform<\/h2><p>Four principal contract types remain in use for <strong>hiring employees in Spain.<\/strong><\/p><h3>Contrato Indefinido (permanent)<\/h3><p>The default. Applies unless a specific exception justifies a temporary contract.<\/p><h3>Contrato Temporal<\/h3><p>Available only in narrowly defined circumstances: production-related surges (up to 6 months, extendable to one year by sectoral convenio) and substitution of a specifically identified absent worker.<\/p><h3>Fijo-Discontinuo<\/h3><p>Permanent-seasonal contract used for recurring seasonal or intermittent work.<\/p><h3>Contrato Formativo<\/h3><p>Training contract available in two variants: work-linked training (formaci\u00f3n en alternancia) and professional practice for people who finished their studies within the last three years.<\/p><table style=\"width: 100%; border-collapse: collapse; margin: 25px 0;\"><thead><tr style=\"background-color: #708473; color: #ffffff;\"><th style=\"padding: 12px; text-align: left; border: 1px solid #ddd;\">Contract<\/th><th style=\"padding: 12px; text-align: left; border: 1px solid #ddd;\">Duration<\/th><th style=\"padding: 12px; text-align: left; border: 1px solid #ddd;\">Notice<\/th><th style=\"padding: 12px; text-align: left; border: 1px solid #ddd;\">Dismissal cost<\/th><\/tr><\/thead><tbody><tr><td style=\"padding: 12px; border: 1px solid #ddd;\">Indefinido (permanent)<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">Open<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">15 days statutory<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">20 or 33 days per year worked<\/td><\/tr><tr><td style=\"padding: 12px; border: 1px solid #ddd;\">Temporal (production)<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">Up to 6 months<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">By convenio<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">12 days per year worked<\/td><\/tr><tr><td style=\"padding: 12px; border: 1px solid #ddd;\">Fijo-discontinuo<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">Open, seasonal<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">15 days<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">20 or 33 days per year<\/td><\/tr><tr><td style=\"padding: 12px; border: 1px solid #ddd;\">Formativo (training)<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">3 months to 2 years (alternancia); 6 months to 1 year (pr\u00e1ctica)<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">By convenio<\/td><td style=\"padding: 12px; border: 1px solid #ddd;\">No end-of-contract compensation<\/td><\/tr><\/tbody><\/table><blockquote style=\"border-left: 4px solid #708473; padding: 15px 20px; background: #f5f7f5; margin: 25px 0;\"><p>Unfair dismissal compensation is currently 33 days per year worked for permanent contracts signed after 12 February 2012, capped at 24 months&#8217; salary.<\/p><\/blockquote><h2>The true cost of <strong>hiring employees in Spain<\/strong><\/h2><p>Gross salary is only the starting point.<\/p><h3>Employer social security<\/h3><p>Employers pay approximately 30% to 32% of gross salary in social security contributions covering common contingencies, the intergenerational equity mechanism (MEI), unemployment, wage guarantee fund, vocational training and workplace accident insurance.<\/p><h3>Payroll extras<\/h3><p>Spanish salaries are typically paid over 14 monthly payments (12 monthly plus two extra pagas in June and December), which is a presentational convention rather than an increase in annual cost.<\/p><h3>Annual leave and public holidays<\/h3><p>The statutory minimum is 30 calendar days per year (equivalent to 22 working days), plus 14 public holidays.<\/p><h3>Total employer cost<\/h3><p>For a gross annual salary of \u20ac30,000, the fully loaded employer cost is typically \u20ac39,000 to \u20ac40,500, including social security, without counting training, equipment or benefits.<\/p><h2>The pre-hire process step by step<\/h2><p>1. Confirm convenio<br>2. Draft contract<br>3. Pre-hire TGSS alta<br>4. Register at SEPE<br>5. First payroll<\/p><h3>Company registration prerequisites<\/h3><p>Before hiring anyone, the employer must have an active company code (c\u00f3digo cuenta cotizaci\u00f3n, CCC) with the Tesorer\u00eda, obtained by registering the company as an employer (inscripci\u00f3n de empresa) before it starts operating.<\/p><p>Our guide on <a href=\"\/en\/blog\/create-limited-company-in-spain\/\">creating a limited company in Spain<\/a> covers the incorporation steps, and <a href=\"\/en\/blog\/autonomo-vs-sl-spain\/\">aut\u00f3nomo vs SL Spain<\/a> explains the structural choice for solo founders.<\/p><h3>Written contract and registration with SEPE<\/h3><p>Every contract must be registered with the SEPE (Servicio P\u00fablico de Empleo Estatal) within 10 days.<\/p><h3>Occupational health and safety<\/h3><p>Employers must organise occupational risk prevention, usually by contracting an external prevention service (servicio de prevenci\u00f3n ajeno), and must offer employees health surveillance, which is generally voluntary for the worker.<\/p><div style=\"border-left: 4px solid #708473; background: #f5f7f5; padding: 15px 20px; margin: 25px 0;\"><p>Foreign employers should also read our overviews of <a href=\"\/en\/blog\/relocating-uk-employees-to-spain\/\">relocating UK employees to Spain<\/a> and <a href=\"\/en\/blog\/social-security-developments-for-cross-border-teleworkers\/\">social security for cross-border teleworkers<\/a>, which cover mobility and remote-working scenarios.<\/p><\/div><h2>Hiring incentives<\/h2><p>Spanish and Valencian authorities offer targeted incentives to reduce the cost of certain hires.<\/p><h3>National bonifications<\/h3><p>Reductions in employer social security contributions for hiring permanent hires of long-term unemployed people (with a higher amount for women and workers aged 45 or over), people with disabilities, victims of gender or sexual violence, people at risk of social exclusion and victims of terrorism, under Royal Decree-Law 1\/2023.<\/p><h3>Valencian Community programmes<\/h3><p>The Servei Valenci\u00e0 d&#8217;Ocupaci\u00f3 i Formaci\u00f3 (Labora) administers grants for permanent hires of unemployed workers, with amounts depending on the worker&#8217;s profile, such as sex and disability.<\/p><p>Our detailed post on <a href=\"\/en\/blog\/subsidies-hiring-unemployed\/\">subsidies for hiring the unemployed<\/a> and <a href=\"\/en\/blog\/indefinite-hiring-program-youth\/\">the indefinite hiring programme for youth<\/a> covers the current national schemes.<\/p><h2>Working hours, holidays and time-tracking<\/h2><p>The standard working week is 40 hours, capped at 9 hours per day.<\/p><p>Since 2019, all employers must record daily working time for every employee.<\/p><p>Statutory holiday is 30 calendar days per year plus 14 public holidays.<\/p><p>The Valencian Community observes national plus regional and local public holidays, typically totalling 14 days per year.<\/p><h2>Dismissal and severance<\/h2><p>Spanish employment protection is codified.<\/p><h3>Objective dismissal (economic, technical, organisational or productive causes)<\/h3><p>Severance is 20 days&#8217; salary per year worked, capped at 12 months&#8217; salary.<\/p><h3>Disciplinary dismissal<\/h3><p>Where properly documented and found to be procedente (procedurally correct and substantively justified), no severance is payable.<\/p><h3>Unfair dismissal (despido improcedente)<\/h3><p>Severance is 33 days&#8217; salary per year worked, capped at 24 months&#8217; salary, for permanent contracts signed after 12 February 2012.<\/p><p>Our detailed guide on <a href=\"\/en\/blog\/unfair-dismissal-compensation\/\">unfair dismissal compensation<\/a> sets out the calculation framework and current case law.<\/p><h2>Comparison with UK PAYE<\/h2><p>Spanish employment costs differ from UK PAYE in three main ways.<\/p><p>Employer social security contributions of 30% to 32% in Spain compare with UK employer NIC of 15% (2026\/27 rate).<\/p><p>Statutory dismissal cost in Spain (20 to 33 days per year worked) is materially higher than UK statutory redundancy pay (0.5 to 1.5 weeks per year worked depending on age).<\/p><p>Contract termination in Spain requires procedural formality that UK employers can find restrictive.<\/p><h2>External reference<\/h2><p>The <a href=\"https:\/\/www.mites.gob.es\/en\/index.htm\" target=\"_blank\" rel=\"nofollow noopener\">Ministry of Labour and Social Economy portal<\/a> publishes the current framework, sectoral convenios and hiring incentives.<\/p><h2>Common mistakes to avoid<\/h2><p>Signing a temporary contract where the 2022 reform now requires a permanent one, exposing the employer to fraud-of-law reclassification.<\/p><p>Failing to complete the pre-hire TGSS alta before the employee starts work.<\/p><p>Overlooking the applicable convenio colectivo and paying below the sectoral minimum.<\/p><p>Underestimating the fully loaded employer cost when budgeting.<\/p><p>Attempting to dismiss without meeting the procedural formalities, converting an objective dismissal into an unfair one at 33 days per year worked.<\/p><div style=\"background-color: #f5f7f5; padding: 20px; margin: 30px 0;\"><h2>Talk to our team about your first Spanish hire<\/h2><p>Our Valencia office advises foreign employers on contract drafting, payroll setup, social security registration, incentive claims and ongoing employment compliance.<\/p><p>We work in English, French, Spanish and Russian.<\/p><p>Email: felix.delaguia@delaguialuzon.com<\/p><p>Phone: +34 963 74 16 57<\/p><p>Avinguda Regne de Valencia 6, 1\u00ba-2\u00ba, 46005 Valencia.<\/p><\/div><h2>FAQs: <strong>Hiring employees in Spain<\/strong><\/h2><h3>What is the default contract type in Spain?<\/h3><p>Since the 2022 labour reform, the Contrato Indefinido (permanent contract) is the legal default. Temporary contracts are restricted to narrowly defined production-related and substitution scenarios.<\/p><h3>How much does an employee actually cost the employer?<\/h3><p>Between 130% and 135% of gross salary, once employer social security contributions of 30% to 32% are added, before training, equipment or benefits.<\/p><h3>Does Spain have a minimum wage?<\/h3><p>Yes. The 2026 SMI is \u20ac1,221 per month over 14 payments, equivalent to \u20ac17,094 per year gross.<\/p><h3>How many hours can an employee work per week?<\/h3><p>The statutory maximum is 40 hours per week, capped at 9 hours per day, with mandatory rest periods.<\/p><h3>Do I need a written contract?<\/h3><p>Yes for part-time, fijo-discontinuo, training and fixed-term contracts over four weeks, and either party can require a written contract at any time. Registration with SEPE within 10 days is compulsory.<\/p><h3>What is a convenio colectivo?<\/h3><p>A sectoral or company-specific collective agreement that sets minimum salaries, working hours, holiday and dismissal notice periods above the statutory floor.<\/p><h3>Can I employ someone as a freelancer instead?<\/h3><p>Only if they are genuinely independent. False aut\u00f3nomo arrangements (falsos aut\u00f3nomos) are heavily sanctioned by the Labour Inspectorate, with retrospective reclassification and social security contributions.<\/p><h3>What incentives are available for hiring in the Valencian Community?<\/h3><p>Labora administers regional grants for permanent hires of unemployed workers, and national bonifications reduce employer social security contributions for long-term unemployed, disabled, gender-violence victim and social-exclusion hires.<\/p><h3>How much notice must I give an employee before dismissal?<\/h3><p>15 days for objective dismissal by statute, extended by many convenios; disciplinary dismissal requires no notice. Payment in lieu is standard practice.<\/p><h3>Is dismissal in Spain more expensive than in the UK?<\/h3><p>Materially yes. 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srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/06\/setting-up-branch-office-spain-uk-company.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/06\/setting-up-branch-office-spain-uk-company-300x169.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/06\/setting-up-branch-office-spain-uk-company-768x432.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Setting up a branch office in Spain as a UK company in 2026<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/self-employed-spain-reduce-your-taxes\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"270\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2021\/07\/self-employed-freelancer-spain.webp\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"self-employed in Spain\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2021\/07\/self-employed-freelancer-spain.webp 1280w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2021\/07\/self-employed-freelancer-spain-300x169.webp 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2021\/07\/self-employed-freelancer-spain-1024x576.webp 1024w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2021\/07\/self-employed-freelancer-spain-768x432.webp 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Self-employed in Spain: How to reduce your taxes legally in 2026<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/green-card-nie-and-tie\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"347\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/03\/differences_nie_and_tie.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"Differences between green card, nie and tie\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/03\/differences_nie_and_tie.jpg 950w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/03\/differences_nie_and_tie-300x217.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/03\/differences_nie_and_tie-768x555.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Differences between Green Card, NIE and TIE<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/spanish-school-system-expat-children\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"240\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/The-Spanish-School-System-for-Expat-Children.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"The Spanish School System for Expat Children\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/The-Spanish-School-System-for-Expat-Children.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/The-Spanish-School-System-for-Expat-Children-300x150.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/The-Spanish-School-System-for-Expat-Children-768x384.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">The Spanish school system for expat children: State, concertada, and international options<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/buying-property-spain\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"320\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/10\/buying-property-in-spain.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"buying property in Spain\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/10\/buying-property-in-spain.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/10\/buying-property-in-spain-300x200.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/10\/buying-property-in-spain-768x512.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Buying property via a company or as an individual in Spain?<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/arraigo-spain\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"270\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/09\/Arraigo-in-Spain.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"Arraigo Spain\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/09\/Arraigo-in-Spain.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/09\/Arraigo-in-Spain-300x169.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/09\/Arraigo-in-Spain-768x432.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Arraigo in Spain 2026: social, labour, family and training routes explained<\/span><\/a><\/div>                <\/div>\r\n                <\/div>\r\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Hiring employees in Spain requires the right contract type, social security registration, payroll setup and awareness of the 2022 labour reform. This 2026 guide covers costs, obligations, Valencian Community incentives and how Spanish employment differs from UK PAYE. Speak to our Valencia team on +34 963 74 16 57.<\/p>\n","protected":false},"author":5,"featured_media":27387,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mbp_gutenberg_autopost":false,"_joinchat":[],"footnotes":""},"categories":[49],"tags":[],"class_list":["post-27345","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-law"],"permalink_manager":null,"_links":{"self":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts\/27345","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/comments?post=27345"}],"version-history":[{"count":30,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts\/27345\/revisions"}],"predecessor-version":[{"id":28551,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts\/27345\/revisions\/28551"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/media\/27387"}],"wp:attachment":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/media?parent=27345"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/categories?post=27345"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/tags?post=27345"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}