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.