Corporate Immigration: International Talent Mobility Made Simple

Corporate immigration in Spain is primarily governed by Law 14/2013 on Support for Entrepreneurs and Internationalisation, which established fast-track residence and work authorisations for highly qualified professionals, investors, entrepreneurs, and intracompany transferees — commonly known as the "entrepreneurs' visa" framework. For non-EU nationals, the standard work authorisation framework is governed by Organic Law 4/2000 on the Rights and Freedoms of Foreigners in Spain (as amended) and Royal Decree 557/2011. Intracompany transfers within multinational groups are also facilitated by EU Directive 2014/66/EU (ICT Directive), transposed into Spanish law. Processing times and competent authorities vary significantly by permit type, with Spain's Digital Nomad Visa (Law 28/2022) adding a further pathway for remote workers.

International talent mobility is a decisive factor in the competitiveness of global businesses. Our corporate immigration team removes bureaucratic barriers so your company can bring in the best professionals, regardless of nationality.

Immigration as a Talent Strategy

The ability to recruit globally is no longer a perk for multinational corporations — it is a baseline requirement for any company competing for specialist talent in sectors from technology to life sciences, finance to creative industries. Spain’s immigration system offers multiple pathways for foreign professionals, but navigating them requires specialist knowledge: the rules differ by nationality, skill level, company size, and the specific type of role being filled, and they change regularly as Spain’s Foreigners’ Act and its implementing regulations are amended.

Our corporate immigration service is built for businesses, not just individuals. We manage entire cohorts of permit applications simultaneously, maintain a tracking system for renewal deadlines, and advise HR and People teams on building immigration-compliant onboarding processes.

The Right Pathway for Every Profile

Matching the candidate to the correct immigration route is the most critical decision in any permit application. An incorrect route — applying for a standard employed-worker permit when an ICT transfer would have been faster and less burdensome, or failing to flag Beckham Law eligibility to an incoming executive — creates delays, costs, and missed tax planning opportunities.

We assess each case against the full menu of available options: ICT transfers for intra-group moves, EU Blue Cards for highly-qualified professionals, the startup entrepreneur authorisation for founders relocating under the Startup Law, and the digital nomad visa for remote workers. Where the assignee is eligible for the Beckham Law special tax regime, we coordinate with our tax team to ensure the timing of the application aligns with the tax filing deadlines.

Compliance: The Risk Companies Underestimate

Immigration compliance is not just about the initial permit. Sponsor companies have ongoing obligations: maintaining the employment conditions on which the permit was granted, notifying the immigration authorities of changes in the employee’s situation, and renewing permits before expiry. Failure to comply — often through administrative oversight rather than intent — can result in fines, loss of sponsorship status, and in severe cases, the employee’s forced departure.

We provide compliance retainers for companies with multiple foreign employees that cover permit tracking, renewal management, and alerts on legislative changes that affect existing authorisations. When companies are acquired or merged, we advise on the immigration implications of the corporate transaction for existing permit holders and new visa applications.

Support Beyond the Permit

An employee whose permit is approved but who cannot open a bank account, register with Social Security, or enrol their children in school is not an employee who can work productively. Our post-approval support covers every practical step of the settlement process: NIE issuance, Social Security affiliation, municipal registration (empadronamiento), and where needed, school enrolment advice and practical orientation on life in Spain. We want every international hire to be fully operational from day one.

Intra-Corporate Transfers (ICT): The Key Tool for Multinational Groups

For multinational groups with subsidiaries in Spain, the intra-corporate transfer (ICT) permit is the most efficient pathway for the mobility of managers, specialists, and trainee employees. The ICT allows an employee of a foreign group company to be transferred to the Spanish subsidiary with a more streamlined process than a standard work permit and a duration of up to three years (extendable).

Requirements include: a minimum three-month prior employment relationship with a group company abroad, an employment contract with the Spanish receiving entity, and a profile as a manager, specialist, or trainee employee. When correctly prepared and filed, the process can be completed in 20-30 working days — significantly faster than standard work permit routes. The ICT’s key advantage over a standard work permit is the absence of the national employment situation test: the company does not need to demonstrate that no qualified Spanish or EU candidates are available for the role, eliminating one of the most frequent obstacles in ordinary labour permit applications.

We manage ICT applications in coordination with our employment law and entity management teams to ensure the transfer is smooth from every angle.

Beckham Law: Coordinating Immigration and Tax Planning

For international executives and professionals relocating to Spain, the interaction between immigration status and tax planning is one of the most important dimensions of the relocation. The Special Tax Regime for Inbound Assignees — universally known as the Beckham Law (Article 93 of the Personal Income Tax Act, LIRPF) — allows qualifying individuals who become Spanish tax residents to be taxed on Spanish-source income only at a flat rate of 24% for up to six years, rather than paying tax on worldwide income at progressive rates that can exceed 47%.

Eligibility requires having been non-resident in Spain for the previous five years, and the application must be filed within six months of the date of registration with Spanish Social Security. This timing requirement means that immigration and tax planning must be coordinated from the outset: a permit filed correctly but with a delayed tax election can forfeit years of flat-rate taxation. We coordinate the full process — from permit application to Beckham Law election — in collaboration with our tax planning and non-resident tax teams.

Golden Visa Alternatives Following the 2025 Abolition

The abolition of the real-estate route of the Golden Visa (investor residence permit) by Organic Law 1/2025 — effective April 2025 — has redirected many international investors towards alternative Spain residency pathways. The routes that remain available include:

Public debt investment: the acquisition of Spanish public debt worth EUR 2,000,000 or more grants residence rights for the investor and immediate family. This route can be managed from abroad without establishing a corporate vehicle in Spain.

Entrepreneurial and business investment: Law 14/2013 allows an investor residence visa for those making a business investment that generates employment in Spain, has significant socioeconomic impact, or represents a meaningful contribution to scientific and technological innovation. Eligibility assessment for a specific project requires specialist advice.

Digital nomad visa (Law 28/2022): for non-EU citizens working remotely for foreign companies or clients and wishing to reside in Spain, this route has become the most accessible alternative. It requires evidencing minimum income (typically above 200% of the national minimum wage) and proof of a remote employment or professional relationship. A well-documented application can typically be processed in one to three months.

Family Reunification

Family reunification is often the deciding factor in an executive’s willingness to accept a long-term relocation. We manage complete family reunification for spouses, minor children, and dependent relatives in parallel with the principal permit application, minimising processing time and ensuring the entire family unit has regularised status from the earliest possible date. Coordinating reunification with people services and the employment onboarding process ensures there are no gaps in social security coverage or administrative registration for any family member arriving in Spain.