The work environment in Spain has changed significantly with recent legislative reforms. These modifications are designed to attract and retain foreign talent, offering companies new hiring opportunities. In this article, we analyze the main legal changes, how they impact companies and international professionals, and how Orience can support you at every step of the process.
Main labor and immigration reforms
Streamlining of work permits
The new measures reduce waiting times for work and residence permits, facilitating authorizations for highly qualified or STEM profiles.
Visa for digital professionals and remote work
The new digital nomad visa allows working from Spain with more flexibility, including an extension to remote workers operating for foreign companies.
Reduction of bureaucracy for startups
The initial physical presence requirements for startups hiring talent from abroad are eliminated, speeding up direct hiring.
Tax incentives for employees and employers
Incentives for expatriates (Beckham Law) and tax reductions when hiring international profiles in strategic sectors.
Flexibilization of quota compliance
Mandatory quotas for foreign workers in sectors with shortages have been made more flexible, adapting them to real needs.
Impact on hiring foreign talent
- Faster processes: the reduction of procedures speeds up the incorporation of foreign professionals, minimizing risks.
- Greater competitiveness: incentives attract both junior and senior international profiles.
- Expansion of the remote work market: opens the opportunity to hire digital nomads residing in Spain.
- Internationalization of startups: possibility of hiring remote talent without pre-existing physical presence.
- Improved retention: tax benefits make it more attractive for workers to stay longer.
How Orience helps you take advantage of the reforms
With Orience you get a comprehensive service at every stage:
- Personalized legal assessment: we evaluate your type of company, sector, and hiring goals.
- Documentation and procedures: we manage work permits, digital nomad visas, family reunification, and registration.
- Specialized tax advisory: maximize available incentives by applying the Beckham Law or expatriate regime.
- Implementation of internal policies: inclusive work structures, contracts adapted to international workers.
- Ongoing support: subsequent renewals, visa changes, and future adaptation.
Practical cases: success stories
Tech startup in Valencia
Hired Russian and Ukrainian software engineers within two months, thanks to streamlined permits and planning with Orience.
Consulting firm in Madrid
Onboarded a Colombian expert with a digital nomad visa; Orience managed the visa, tax registration, Social Security enrollment, and benefits plan.
Challenges to consider
- Regulatory updates: reforms are rolled out in successive phases, so staying updated is essential.
- Competition between companies: demand for international talent is rising, making differentiation necessary.
- Cultural adaptation: integration of foreign professionals requires cultural, language, and community support.
- Maintenance of tax incentives: depends on correct implementation and monitoring over the years.
Recommendations based on the reforms
- Advance planning: prioritize strategic profiles and sectors with relevant regulatory advances.
- Flawless documentation: avoid rejections due to minor errors in digital visas and work permits.
- Definition of benefits: enhance your job offer with incentives and support for relocation or remote work.
- Proactive communication: inform HR and leadership about the changes and opportunities.
- Ongoing legal monitoring: set up internal audits on expirations, renewals, and status changes.
Conclusion
The recent legal reforms offer a window of opportunity for companies seeking to relocate international talent. With Orience, you can take advantage of streamlined processes, tax benefits, and flexible hiring models. Our comprehensive support ensures legal, tax, and cultural adaptation, turning corporate immigration into a true competitive advantage.
Frequently asked questions
What is the difference between a digital nomad visa and a traditional work permit?
The digital nomad visa allows working for international clients from Spain without a direct local employer, while the traditional permit does require one.
Can my European employees switch directly to the new fast-track permits?
Yes, EU citizens do not need a visa, but if they stay longer than 6 months, they must register locally and can benefit from administrative simplifications.
Which sectors are considered strategic and can obtain tax incentives?
ICT, biotechnology, renewables, R&D+i, fintech, and healthcare. Orience advises on identifying your sector and securing a competitive tax advantage.
Is a digital nomad visa mandatory if hiring from Latin America?
Only if the professional resides in Spain. If they work from their country, it is not necessary. The visa is required for legal residence in Spain with labor freedom.
Can remote workers be hired directly without staying in Spain?
Yes, thanks to the elimination of physical presence requirements, they can be hired with local contracts or as remote freelancers, guided by Orience.