Spain Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in Spain

All non-EU/EEA nationals require a work permit and visa to legally work in Spain. Once granted, this is usually issued along with a residence permit.

Failure to ensure that employees have the necessary work authorization can lead to fines, penalties, and the invalidation of employment contracts. Employers are responsible for verifying that their foreign workers have valid work permits and ensuring that employees adhere to the terms of the permits.

Common types of workers requiring work authorization checks include:

 
• Non-EU skilled professionals
 
• Employees relocating from non-EU countries
 
• Au pairs or domestic workers arriving in Spain under specific work agreements

In order to hire an international worker in Spain, the job must be listed as a shortage occupation, meaning there were no suitable candidates in Spain or the EU.

Citizens of the EU or EEA member states don’t require a work permit or visa to work in Spain. They include nationals from countries like Austria, France, Germany, Italy, and Sweden.

The Difference Between Work Permits and Work Visas in Spain

In Spain, there is a distinction between work permits and work visas, though they are closely interconnected for non-EU/EEA citizens.

What is A Work Permit ?

A work permit (autorización de trabajo) is the official authorization granted by the Spanish Ministry of Labor and Social Economy that allows a foreign national to legally perform paid work in the country. It focuses on the right to employment and is typically applied for by the employer on behalf of the employee.

What is A Work Visa ?

In contrast, a work visa (visado de trabajo) is an entry and residence document issued by a Spanish consulate or embassy abroad, which permits the holder to enter Spain and stay for the purpose of working. The visa is often dependent on an approved work permit; once the permit is granted, the visa application can proceed.

Generally, the process starts with the work permit approval, followed by the visa to enter Spain, and then obtaining a residence card (TIE) upon arrival. However, EU/EEA citizens and Swiss nationals do not require either, as they have free movement rights, but must register for work.

Types of Work Permits and Visas in Spain

Spain offers various work-related visas and permits primarily for non-EU/EEA nationals, categorized by employment type, duration, and purpose. Some visas inherently include work authorization (acting as both visa and permit), while others require a separate permit application. Most are Type D long-stay visas (over 90 days), and renewals or extensions are possible under certain conditions.

Types of Work Permits

Employee Work Visa / Permit (Trabajo por Cuenta Ajena)

The Employee Work Visa is Spain’s standard work and residence authorization for non-EU nationals hired directly by Spanish employers. It enables foreign nationals to legally live and work in Spain under a salaried employment contract, typically valid for 1 year and renewable up to 5 years, after which the employee may apply for long-term residence.

Before applying, the employer must undergo a labor market test (known as “certificación negativa”), proving that no suitable candidate from Spain or the EU is available for the role. This requirement is waived in certain shortage occupations.

This permit allows you to formally onboard foreign professionals, specialists, or skilled workers into roles that require in-country presence and full-time contracts.

💡Best work permit option if: You are hiring a non-EU foreign national into a full-time, long-term position in Spain. This is the primary visa type for most standard jobs, particularly when hiring from outside the EU talent pool.

Seasonal Worker Visa / Permit

The Seasonal Worker Visa is used to recruit foreign workers for temporary, seasonal roles, particularly in sectors such as agriculture, tourism, and hospitality. The visa is valid for a maximum of 9 months within any 12-month period, and workers must return to their home country after the contract ends.

This visa provides a legal pathway to bring in seasonal foreign labor during peak demand periods, helping to address short-term labor shortages.

💡Best work permit option if: You need to fill short-term, labor-intensive positions for a defined season, such as harvest time or tourist surges. Particularly useful in agriculture and hospitality.

Self-Employed Work Visa / Permit (Trabajo por Cuenta Propia)

The Self-Employed Work Visa allows non-EU nationals to legally reside and work in Spain as independent contractors, freelancers, or small business owners. Initially valid for 1 year, it is renewable upon proving business activity and financial self-sufficiency.

While not used for direct employment, this visa is highly relevant for companies contracting foreign specialists who operate independently from within Spain.

This permit allows you to collaborate with legally authorized, self-employed foreign professionals without taking on the administrative load of sponsoring a work visa.

💡Best work permit option if: You regularly work with independent consultants, digital service providers, or startup founders who want to be based in Spain. It supports flexible workforce models and project-based hiring.

EU Blue Card

The EU Blue Card is a residence and work permit designed to attract highly skilled non-EU professionals to fill specialist roles in Spain. It provides enhanced benefits such as faster processing, family reunification, and intra-EU mobility.

Key requirements include:

• A university degree or equivalent professional experience
• A valid job offer in a high-skill occupation
• A salary of at least 1.5 times the average gross annual salary in Spain

Valid for 1–4 years, the EU Blue Card also offers a direct pathway to permanent residency after five years of legal stay in the EU (at least two years in Spain).

This permit allows you to recruit from a global talent pool for roles that require advanced education or technical expertise.

💡Best work permit option if: You’re hiring non-EU professionals in senior or technical roles (e.g., software engineers, doctors, financial analysts) and want faster processing and flexibility for future intra-EU transfers.

Intra-Company Transfer (ICT) Visa / Permit

The Intra-Company Transfer (ICT) Visa enables multinational companies to transfer employees from their foreign operations to a Spanish branch, affiliate, or subsidiary. It applies to managers, specialists, and trainees, and is valid for up to 3 years (or 1 year for trainees).

This visa allows internal mobility across global teams, supporting knowledge transfer, project leadership, or cross-border training programs.

💡Best work permit option if: You are a multinational company transferring key staff to Spain for strategic assignments without transitioning them to a Spanish payroll. Ideal for temporary assignments and cross-border collaboration.

Research, Scientific, and Teaching Visa / Permit

This permit is issued to foreign nationals working in research institutions, universities, or R&D centers as researchers, professors, or scientific collaborators. It is tied to the length of the project and valid for up to 5 years, renewable.

This visa allows academic and research institutions to hire international scholars or postdocs without going through the standard work visa process.

💡Best work permit option if: You are a university, research institute, or science-driven company looking to hire international researchers or academic faculty. It ensures legal residence with a streamlined process.

Types of Work Visas

Entrepreneur / Startup Visa

The Entrepreneur Visa is designed for foreign nationals intending to launch innovative startups or tech-based businesses in Spain. It is initially valid for 1 year, extendable to 2 years, and can be renewed upon demonstrating business activity.

This visa enables the relocation of foreign founders, startup CEOs, or early-stage teams contributing to Spain’s innovation ecosystem.

💡Best work permit option if: You’re sponsoring or partnering with foreign founders or entrepreneurs launching a disruptive or high-growth venture in Spain. Useful for tech incubators, accelerators, or innovation hubs.

Au Pair Visa

The Au Pair Visa allows young foreigners (typically aged 18–30) to live with a host family in Spain, provide childcare, and learn the Spanish language. The visa is valid for up to 1 year and is non-renewable.

While not a typical employer visa, it is relevant for families or organizations arranging childcare and cultural exchange programs.

💡Best work permit option if: You’re hosting a young foreign national in a domestic or cultural capacity. Not intended for corporate employment but relevant for nanny agencies or family-based arrangements.

Working Holiday Visa

Spain’s Working Holiday Visa is available through bilateral agreements with countries like Australia, Canada, New Zealand, Japan, and others. It allows young people (typically aged 18–30 or 35) to travel and take on casual work during their stay, which is usually up to 1 year.

This visa provides access to short-term foreign talent, especially in tourism, hospitality, or internships.

💡Best work permit option if: You are hiring youth travelers for temporary roles, especially in customer service or tourism. A good fit for flexible, entry-level staffing.

Digital Nomad Visa (Remote Worker Visa)

Spain’s Digital Nomad Visa permits remote workers and freelancers employed by non-Spanish companies or clients to live in Spain for up to 1 year, renewable up to 5 years.

The visa does not allow employment with Spanish companies.

It’s useful if your global team members wish to base themselves in Spain while working remotely for your non-Spanish company.

💡Best work permit option if: You employ remote global staff and want to give them the flexibility to live and work from Spain without relocating them onto a local contract.

Job Seeker Visa

The Job Seeker Visa allows highly qualified professionals to enter Spain and search for employment for up to 1 year. It is non-renewable but can be converted to a full work visa upon receiving a job offer.

This visa allows you to interview and onboard talent already in-country, reducing delays in hiring timelines.

💡Best work permit option if: You are hiring highly skilled non-EU professionals already in Spain on a job-seeking visa. It simplifies onboarding and allows faster conversion to a formal work permit.

Residence Visa with Work Permit Exemption

This visa is granted to foreign nationals engaging in specific professional activities in Spain that are exempt from standard work permit procedures. This includes:

• Artists
• Athletes
• Religious workers
• Executives on short assignments
• Accredited journalists

Validity ranges from 1 to 2 years, depending on the role.

Applicants must show:

• Proof of invitation or assignment
• Role documentation and contractual terms
• Compliance with sector-specific requirements

This visa enables you to rapidly bring in professionals for temporary or specialized engagements without undergoing a full work permit process.

💡Best work permit option if: You’re hiring for short-term or high-profile roles where formal employment procedures are waived due to special exemptions or international recognition.

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Requirements for a Work Permit in Spain

Each type of work visa has its own set of eligibility criteria and documentation requirements. The general requirements for a work visa include:

 
• A valid job offer in Spain: The applicant must have a confirmed offer for the role.
 
• Proof of accommodation: Evidence that the applicant has a place to stay in Spain.
 
• Salary thresholds: The role must meet the required salary based on the industry.
 
• Qualifications or experience: Proof of higher education qualifications or relevant professional experience.

Documents Required:

 
• Valid passport
 
• Employment contract and job description
 
• Proof of qualifications or experience
 
• Criminal record certificate
 
• Medical certificate
 
• Marriage certificate (for accompanying spouses)

Spain Work Permit Application Process

 
• Step 1: Secure a formal job offer.
 
• Step 2: Employer submits the work permit application to the Ministry of Labor.
 
• Step 3: Wait for approval, which can take up to 8 months.
 
• Step 4: Apply for a work visa at the Spanish consulate in your home country.
 
• Step 5: Attend a visa interview.
 
• Step 6: Pay the applicable visa fees.
 
• Step 7: Receive the visa and travel to Spain.
 
• Step 8: Obtain a Foreigner's Identity Card (TIE) within 30 days.
 
• Step 9: Register with Social Security.

Process for Visa Sponsorship in Spain

Employers in Spain are responsible for sponsoring work permits by providing a valid job offer, supporting documents, and covering applicable fees. The employer must submit the application to the Ministry of Labor and ensure compliance with immigration laws.

What Are the Fees for a Work Permit or Visa in Spain

Spain's administrative fees (tasas) for work permits and visas are governed by the Orden PJC/617/2025, de 13 de junio, which updated rates effective from June 16, 2025, for procedures initiated after May 20, 2025 (under the new immigration regulations). These fees apply to non-EU/EEA nationals and are paid via official forms like Modelo 790-052 (for residence authorizations) or 790-062 (for work authorizations). Fees are in euros (€) and must be paid within 10 days of application admission, often electronically via the AEAT portal.

The table below lists fees for the work permits and visa types previously discussed. Many standard employee/self-employed permits share rates under the new tiered system (low-salary: <2x SMI; high-salary: ≥2x SMI). Specialized types (e.g., EU Blue Card) often use the high-salary rate or flat fees. Amounts are for initial applications; renewals are lower (€81.54 for most).

Note: The above fees reflect government fees for work permits and visas in Spain, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.

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Processing Time for a Work Permit or Visa in Spain

The processing time for obtaining a work permit or visa in Spain varies depending on the type of permit and the applicant's nationality. Typically, the Spanish Immigration Office processes standard work permits within a maximum of three months. However, delays can occur if documentation is incomplete or if there is a high volume of applications.

For work visas, the processing time at Spanish consulates usually ranges from one to two months. To avoid delays, it is advisable to submit applications well in advance of the intended employment start date.

Work Permit Renewal Periods in Spain

In Spain, work permits are generally valid for one year and can be renewed for additional one-year periods. Renewals must be initiated at least 60 days before the current permit expires to avoid any lapse in legal status.

Employers should ensure that employees meet the ongoing eligibility requirements for renewal, including continued employment and compliance with salary thresholds. After five years of continuous legal residence, foreign employees may apply for permanent residency.

Visa Requirements for Digital Nomads in Spain

Spain's Digital Nomad Visa, introduced in 2023, allows remote workers to live and work in Spain while employed by a non-Spanish company. This visa aims to attract international talent and boost the local economy.

The key requirements for obtaining a Digital Nomad Visa in Spain include:

 
• Proof of a minimum monthly income of €2,400 (increases for additional dependents).
 
• Employment with a foreign company for at least three months.
 
• Proof that no more than 20% of income comes from Spanish clients.
 
• Valid health insurance covering the duration of the stay in Spain.

The Digital Nomad Visa is initially valid for one year and can be renewed for up to five years. Employers can benefit from this visa by hiring remote international talent without relocating employees to Spain permanently.

Common Challenges and Tips for Employers Hiring in Spain

Hiring in Spain comes with several challenges due to the country's complex labor laws and administrative processes. Employers should be aware of the following issues:

 
• Complex Labor Laws: Spain's labor laws and collective bargaining agreements (CBAs) vary by region and sector. Ensure compliance to avoid penalties.
 
• Administrative Burdens: The hiring process involves significant paperwork, including registering employees with social security and maintaining detailed records.
 
• Skill Gaps: Despite high unemployment rates, finding skilled professionals for specialized roles can be challenging.
 
• Cultural and Language Barriers: Differences in language and workplace culture can impact communication and integration.

Employers can mitigate these challenges by working with a trusted Employer of Record (EOR) provider like Playroll, which simplifies compliance and administrative tasks.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.