What Remote Employers Should Know About Digital Nomad Visas in Spain

A digital nomad visa allows people from outside the EU or EEA to live in Spain while working remotely for a company located outside the country.

This guide covers the eligibility requirements and key considerations employers need to know if they want to support employees or contractors working with a digital nomad visa in Spain. 

What Are the Requirements for Spain’s Digital Nomad Visa?

To qualify for a remote working visa in Spain, applicants must conduct their business exclusively using a computer and other telecommunications equipment.

Applicants must be either:

• An employee working remotely for a company outside Spain. 

• A self-employed professional or freelancer who primarily works with companies outside Spain. (These applicants can work with Spanish companies as long as that activity doesn’t exceed 20% of their total professional activity.)

Applicants must also meet professional experience requirements. They must have an undergraduate or postgraduate degree from a qualifying university or college, or have at least three years of work experience in their current field. 

Qualifying family members can also obtain a visa through this program. This includes the visa holder’s spouse, unmarried partner, children, and other dependent relatives. 

Applicants must have the financial means to support themselves while living in Spain. They must earn at least 200% of Spain’s national minimum wage (SMI). If they have one family member living with them, they must provide an additional 75% of the SMI. They must then provide 25% of the SMI for each additional family member or dependent living with them.

How to Apply for Spain’s Digital Nomad Visa

The application process for a Spanish digital nomad visa varies depending on the applicant’s specific circumstances. Employment law and procedures can also change over time, so applicants should verify instructions with the Spanish government before getting started. 

Employers are involved in the application process, so it’s helpful to understand every step an employee takes to get a digital nomad visa.

Step 1: Apply for an NIE number

Workers interested in a digital nomad visa must first apply for a Foreigner Identity Number (NIE) through a Spanish Consular Office in their home country. If the applicant is already in Spain, they can apply through the Unidad de Grandes Empresas y Colectivos Estratégicos (UGE). Whether in Spain or abroad, the applicant must make an appointment(opens in a new tab) and apply in person with the proper documentation. 

Required documents include:

• The EX-15 standard application form

• Form 790, code 12

• Proof of the need to obtain an NIE

• Original passport and a copy of the passport’s biographical data page

• Document proving residence in the Consular area

The NIE application process also includes a small fee to be paid on the day of the appointment. Applicants can typically expect to receive their NIE via email within three weeks of their application day, though the Spanish public administration says delays are possible. 

Step 2: Gather Documentation and Begin the Digital Nomad Visa Application

During the application process, applicants need to provide documents proving they meet Spain’s digital nomad visa requirements, including

• National visa application form(opens in a new tab)

• A recent passport-size photograph in color

• A valid passport from their home country

• A criminal record certificate from their most recent country of residence

• Proof of residence in the consular district

• Proof of health insurance

• Proof of qualifying remote work, such as an employment contract

• Explicit employer consent to work remotely in Spain

• Proof of financial means, such as pay stubs or bank statements

• Copy of university degree or other qualifying professional certificate

If your employee wants to apply for a digital nomad visa in Spain, you can help them by providing copies of their employment agreement, pay stubs, and other work-related documents. If your organization is headquartered in the U.S., you’re also responsible for helping them procure a certificate of coverage from the Social Security Administration (SSA). 

Step 3: Submit the Application to the Appropriate Spanish Authority

Applicants must submit all required forms and documentation in person at the Spanish consular office in their home country, or the UGE if they’re already in Spain. Applicants also need to pay the visa fee in their local currency. The exact cost of Spain’s digital nomad visa depends on where the consular is located, but applicants can look up the fees on the official website of Spain’s Ministry of Foreign Affairs(opens in a new tab).

Step 4: Complete any Required Post-Approval Steps and Collect the Visa

Once an applicant submits their forms and documents, they receive a proof of receipt from the Consular Office. They can then track the status of their application online. The Consulate may ask for additional documents or set up a personal interview to complete the application process. The official decision deadline is 10 days, but the Consulate reserves the right to extend this deadline if it needs more information to review the applicant.

Once an applicant is approved, they have one month to pick up their visa in person at the Consular Office. They can then get an official TIE resident ID card, register their Spanish address with the local government, and set up accounts with the tax and Social Security offices.

If the Consulate denies the visa request, the applicant has one month to submit an appeal for reconsideration to their local Consular Office. 

What Should Employers Consider When an Employee Wants to Work Remotely from Spain?

Allowing employees to work remotely from a location of their choice can support their work-life balance, which may boost retention. In fact, employees cite work-life balance as the second-most important reason (just behind job security) that they stay with their current employer, according to McKinsey’s HR Monitor 2025(opens in a new tab) report.

But your organization has unique tax obligations and compliance standards to adhere to if you want to support an employee working remotely in another country. You should understand how these may affect your business before allowing your employees to work from Spain.

Your employee getting approved for a digital nomad visa is just one part of the process. For the arrangement to be legal, you may still need to make Social Security contributions, pay other taxes, or register with Spanish employment authorities. 

Exact requirements depend on a variety of factors, such as the type and duration of employment and laws in the employee’s home country. If your employee fails to get the appropriate visa but works in Spain anyway, your company may incur legal or financial risk.

Here are a few things to consider before allowing employees to work remotely from Spain: 

• Can your employee legally perform the work under a digital nomad visa? A digital nomad visa won’t cover all types of work. For example, if part of their job involves substantial in-person assignments in Spain, they may need a different visa type.

• Do you need to process payroll tax or other taxes on behalf of your employee? Your organization may be responsible for filing and paying Spanish payroll taxes. Using an EOR to re-hire employees in Spain may reduce some of the administrative burden involved in this process. 

• Are you prepared to request a certificate of coverage? For U.S. citizens to get a digital nomad visa in Spain, they need a certificate of coverage for Social Security. According to the bilateral Social Security agreement (also called a Totalization agreement(opens in a new tab)) between the U.S. and Spain, the employer is required to request a certificate of coverage with the SSA, which can be done online(opens in a new tab).

• Are there any employment laws that are directly relevant to your situation? Spain has strict local labor laws. If you misclassify a full-time remote employee as a contractor or freelancer, it comes with harsh penalties. 

• Would the arrangement have an impact on your business structure or tax strategy? In some cases, having an employee working remotely in Spain may not be worth the risk or financial investment. This situation could also open your business up to more international tax scrutiny.

• How might this transition affect your day-to-day routines? If the rest of your team works in the same time zone, having one employee working abroad could make meetings more difficult. However, if you already work asynchronously, a remote employee is unlikely to change your schedule or affect productivity.

If you have remote workers interested in moving to Spain, consider consulting with an international employment lawyer about your specific situation. 

Support Your Team in Spain with Justworks

Allowing employees to work remotely from Spain or other countries can help improve their job satisfaction and improve retention. But the process creates new tax and legal concerns for your organization. The same is true if you want to expand your talent pool and hire workers around the globe.

That’s where Justworks can help. With Justworks EOR, you can hire international employees without having to register your business as a legal entity in that country. While employees will still need to obtain their own digital nomad visa or work permit, Justworks EOR handles international payroll, benefits, and HR compliance. 

Get started with Justworks today to see how we can help you build an international workforce. 

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.

FAQ

How Long Does Spain’s Digital Nomad Visa Last?

Spain’s digital nomad visa is valid for one year if you apply from outside of the country through a consulate. If you apply from within Spain, you can get a three-year telework residence permit instead of the one-year visa. 

Can an Employer Refuse an Employee’s Request to Work Remotely from Spain?

Yes, employers can generally refuse any employee’s request to work remotely in any foreign country, including Spain. When employees work internationally, it opens up possible tax liability for the company, which is why some employers don’t allow it.