Spain Work Visa and Work Permit for UK Citizens
If you are a British citizen planning to work in Spain, you will normally need the appropriate residence and work authorisation before starting employment.
A Spain work visa is not usually the first step. For the standard employed-worker route, the Spanish employer must first obtain permission to hire the worker. Once that authorisation has been approved, the worker applies for the corresponding national visa from the United Kingdom.
Díaz & Associates advises UK citizens, UK residents and Spanish employers on identifying the correct work route, preparing the employer and employee documentation, completing the consular stage and dealing with the formalities required after arrival in Spain.
Why choose Díaz & Associates for your Spain work visa?
Applying for a Spain work visa as a UK citizen involves legal and documentary requirements in both Spain and the United Kingdom.
The process may require action from both the Spanish employer and the applicant in the UK. As Spanish-speaking lawyers advising in both English and Spanish, Díaz & Associates can coordinate both stages and make the process clearer and easier to manage.
Here are some of the reasons why British citizens and Spanish employers choose our team to support their application.
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What is a Spain Work Visa?
A Spain work visa is a national visa that allows an eligible non-EU national to enter Spain for an authorised employment or professional activity.
It must not be confused with the residence and work authorisation that is normally obtained before the visa or with the TIE card issued after arrival.
For a standard employment application, the process generally involves three different documents:
|
Document |
Purpose |
Who obtains it? |
When? |
|
Residence and work authorisation |
Allows a Spanish employer to employ the foreign worker |
The Spanish employer applies |
Before the visa |
|
National work visa |
Allows the worker to enter Spain for the authorised employment |
The worker applies personally |
After the authorisation |
|
Foreigner Identity Card – TIE |
Physical evidence of the holder’s residence status |
The worker applies in Spain |
After entry and Social Security registration |
This distinction is important. A job offer alone does not give a British citizen permission to move to Spain and start working.
Do UK citizens need a Work Visa for Spain?
Since the end of free movement, British citizens are normally treated as third-country nationals for Spanish immigration purposes.
This means that a British citizen who intends to work for a Spanish company will generally need a residence and work authorisation and, where applicable, a national visa before beginning employment.
The position can be different for people protected by the EU–UK Withdrawal Agreement, those who already hold a Spanish residence status that allows work, qualifying family members of EU or Spanish citizens and professionals carrying out an activity covered by a specific exemption.
A different authorisation may also be required when the person is transferring within a group of companies, working remotely for an overseas employer, carrying out a self-employed activity or applying as a highly qualified professional.
A personal assessment is advisable before preparing documents, as entering Spain as a visitor does not normally provide a general right to work.
British citizens must normally obtain the appropriate residence and work authorisation before starting employment in Spain. Entering Spain as a visitor or having an application in progress does not usually provide permission to work.
Business travel is not the same as working in Spain
British citizens may carry out certain business activities in Spain without obtaining a work visa, subject to the Schengen 90-day limit and the nature of the activity.
Attending meetings, conferences, trade fairs, seminars or negotiations may fall within permitted business travel. Taking up employment, carrying out productive work or receiving payment from a Spanish company can produce a different immigration position.
The activity being carried out matters more than the description used by the employer. If there is any doubt about whether a proposed trip constitutes business travel or work, the circumstances should be reviewed before travelling.
Spain Work Visa key facts
The following table summarises the general employed-worker route. Other work permits have different conditions.
| Key point | General position |
| Main applicant | Non-EU, non-EEA or non-Swiss worker |
| Job offer | Normally required before the standard process begins |
| Initial applicant | The Spanish employer |
| Initial form | EX-03 for the general employed-worker authorisation |
| Work-authorisation authority | Competent Immigration Office in Spain |
| Visa applicant | The worker, after the authorisation is approved |
| UK application channel | Competent Spanish consular procedure and BLS where applicable |
| Initial authorisation | Duration of the activity, with a maximum of one year |
| Renewal | Generally four years if the applicable conditions continue to be met |
| Post-arrival step | Social Security registration and TIE application where required |
| Approval | Decided by the competent Spanish authorities; it is never guaranteed |
Which Spanish Work Visa or permit applies to you?
There is no single Spanish work visa covering every professional situation. The correct route depends on who employs you, where the employer is established, the work you will perform, your qualifications and whether you are already legally present in Spain.
Find your potential route
Which situation best describes you?
Select the professional situation closest to yours to identify the Spanish work permit that may apply.
I have a job offer from a Spanish company
Potential routeStandard employed-worker visa
I have been offered a highly qualified position in Spain
Potential routeHighly Qualified Professional permit
My role meets the EU Blue Card qualification and salary criteria
Potential routeEU Blue Card
My employer is transferring me to a Spanish group company
Potential routeIntra-Company Transfer permit
I plan to work independently or establish a business in Spain
Potential routeSelf-employed work visa
I work remotely for an employer or clients outside Spain
Potential routeDigital Nomad Visa
I will undertake temporary or seasonal employment in Spain
Potential routeSeasonal work authorisation
This selector provides general guidance only. The appropriate route depends on the circumstances of each applicant and employer.
Before starting the application, confirm that the proposed role, salary, qualifications and working arrangement correspond to the correct immigration route. Choosing the wrong permit can result in delays or refusal.
Can I apply without a job offer?
Not under the standard employed-worker route.
The procedure is based on an employment contract and an application submitted by the Spanish employer. A person cannot normally obtain this authorisation first and then use it to search for an employer.
There are limited job-search routes linked to specific situations, such as certain graduates or collective recruitment programmes, but these should not be confused with a general Spain job visa available to any applicant abroad.
Díaz & Associates does not act as an employment agency. Our role is to assess the immigration route and advise on the legal and documentary procedure once there is a potential employment or mobility situation.
Spain Work Permit requirements
The application must satisfy requirements relating to the worker, the Spanish employer and the employment itself.
Meeting only one part of the test is not sufficient. A qualified worker can still encounter difficulties if the employer documentation or labour-market requirement is not properly addressed.
Requirements for the worker
The worker must normally be over 16, hold a valid passport and fall outside the EU free-movement regime. They must not be irregularly present in Spain, subject to an entry ban or affected by relevant criminal, public-order, public-security or public-health grounds.
The worker must also demonstrate the training, experience or professional qualification required for the position. If the proposed role involves a regulated profession, formal recognition or homologation may be necessary before the activity can be carried out.
Requirements for the Spanish employer
The employer must be properly registered and up to date with Spanish tax and Social Security obligations. It must demonstrate genuine business activity and sufficient financial, material and personal resources to meet the obligations arising from the employment contract.
The company must also provide the required corporate and representation documents, explain the position to be filled and address the national employment situation where applicable.
Requirements for the employment contract
The contract must be signed by the employer and worker, provide continuous activity during the authorised period and comply with Spanish employment legislation and the applicable collective agreement.
The proposed start date should be conditional on the authorisation becoming effective. The role, working conditions and remuneration must also be stated clearly.
If the contract is part-time, specific minimum-remuneration requirements may apply.
Spain’s labour-market requirement
One of the most important parts of a general Spain work-permit application is the national employment situation.
The employer may be able to recruit the non-EU worker if the occupation appears in Spain’s quarterly Shortage Occupation List. Recruitment may also be possible when the company demonstrates that it has been unable to fill the vacancy with workers already available in the internal labour market.
In other cases, a statutory exception, international agreement or personal circumstance may mean that the national employment situation does not need to be considered.
Where recruitment efforts are required, the employer may need to advertise the position through the corresponding public employment channels and provide evidence of the result.
The fact that a candidate is particularly suitable or has already been selected does not automatically remove the labour-market requirement.
A job offer is necessary for the standard route, but it does not by itself guarantee that the work authorisation will be granted. The position, recruitment process, contract, employer and worker must be assessed together.
Documents required for a Spain Work Visa
The documents should be divided by phase. Combining everything into one checklist can make it difficult to understand who is responsible for each item.
The exact requirements must be checked against the current procedure and London consular checklist.
Documents for the employer’s work-authorisation application
The employer application can include:
- Form EX-03, completed and signed by the Spanish employer.
- Full copy of the worker’s valid passport.
- Evidence of qualifications or professional experience.
- Signed employment contract.
- Company incorporation and identification documents.
- Evidence of the employer’s legal representation.
- Tax, corporate and Social Security documentation.
- Evidence of financial solvency.
- Description of the position and proposed activity.
- Evidence addressing the national employment situation or applicable exception.
- Proof of payment of the corresponding immigration fees.
Documents for the worker’s visa application in the UK
Once the work authorisation has been approved, the worker may need to provide:
- Current national visa application form.
- Valid passport meeting the applicable validity requirements.
- Recent passport photograph.
- Evidence of the approved residence and work authorisation where requested.
- Employment-contract documentation required by the current checklist.
- Criminal record certificates.
- Medical certificate.
- Proof of payment of the visa fee.
- Additional declarations or documents required by the competent consulate or BLS.
The consulate may request further information or a personal interview.
UK criminal record certificate
A UK applicant may need an ACRO Police Certificate. Where the applicant has lived in other countries during the relevant period, certificates from those countries may also be required.
Each certificate must comply with the rules applying on the date of submission. This includes its permitted age, apostille or legalisation, translation and consistency with the applicant’s passport and personal information.
Apostilles and sworn translations
Foreign public documents may need to be issued in the correct form, apostilled or legalised and translated into Spanish by an accepted sworn translator.
The order can depend on the document. Applicants should not arrange translations or apostilles until they have confirmed which certificate and version will be used.
Errors involving names, dates, passport numbers or untranslated stamps can result in further-document requests or delays.
Start preparing criminal record certificates, apostilles and sworn translations early, but coordinate their timing carefully. Some documents have limited validity and must remain current when the application is submitted.
How to apply for a Spain Work Visa from the UK
How to apply for a Spain Work Visa from the UK
Follow these ten stages to complete the employer authorisation, UK visa application and post-arrival formalities in Spain.
-
Route assessment Identify the correct work route
The first stage is to review the employer, proposed role, place of work, salary, qualifications, nationality and current immigration status.
Outcome: Confirm whether the general employment route, HQP, EU Blue Card, ICT or another authorisation applies. -
Labour-market assessment Assess the employment and labour-market position
The employer must determine whether the national employment situation applies and whether the position is included in a shortage list or statutory exception.
Outcome: Establish the legal basis on which the Spanish employer may recruit the worker. -
Document preparation Prepare the employer and worker documents
The company documentation, employment contract, job description, passport and evidence of qualifications must be gathered and checked for consistency.
Outcome: Produce a complete work-authorisation file. -
Employer application Submit the work-authorisation application in Spain
The Spanish employer or authorised representative submits the application to the competent authority, generally through the official electronic procedure.
Outcome: Begin the initial residence and work-authorisation procedure. -
Further evidence Respond to requests from the Immigration Office
The authority may request further evidence concerning the employer, contract, worker or recruitment process.
Outcome: Address outstanding legal or documentary issues within the relevant deadline. -
Authorisation decision Receive the work-authorisation decision
If the application is approved, the worker can proceed to the consular visa stage.
Outcome: Obtain the prior authorisation required for the work-visa application. -
UK visa application Apply for the national work visa in the UK
The worker applies personally through the corresponding Spanish consular procedure and BLS channel where applicable.
Outcome: Submit the visa application, passport and supporting documents. -
Visa collection and entry Collect the visa and enter Spain
If the visa is approved, it must be collected and used within the periods stated by the authority.
Outcome: Enter Spain for the authorised employment. -
Social Security registration Complete Spanish Social Security registration
The employer registers the worker with the relevant Spanish Social Security system within the applicable period.
Outcome: Activate the residence and work authorisation. -
TIE application Apply for the TIE
Where the authorisation exceeds six months, the worker must personally apply for the Foreigner Identity Card within the applicable period after Social Security registration.
Outcome: Obtain the physical card documenting the worker’s residence status.
Do you need support throughout the work visa process?
Our Spanish-speaking lawyers advise British citizens and Spanish employers throughout the work-authorisation, consular and post-arrival stages.
Ask our lawyers to guide your Spain Work Visa processHow long does a Spain Work Visa take?
There is no reliable single processing time covering the complete journey from job offer to starting work in Spain.
|
Stage |
General legal or practical position |
|
Document preparation |
Depends on the employer, worker, recruitment evidence, certificates, apostilles and translations |
|
Initial residence and work authorisation |
Legal decision period of up to three months |
|
Visa application after approval |
Must generally be made within one month of the favourable notification |
|
Consular visa decision |
General legal period of one month, which may be extended |
|
Passport and visa collection |
Subject to the notification and collection instructions |
|
Entry and Social Security registration |
Must take place within the periods attached to the visa and authorisation |
|
TIE appointment |
Depends on local appointment availability in Spain |
These periods should not be added together and presented as a guaranteed completion date. A request for further documents or an interview can affect the overall timing.
Applicants should avoid making irreversible travel or employment arrangements before the required authorisation and visa have been granted.
Spain Work Visa costs
The total cost depends on the type of authorisation, applicant’s nationality, documents required and support requested.
|
Cost category |
Normally paid by |
|
Residence-authorisation fee — form 790-052 |
Worker |
|
Work-authorisation fee — form 790-062 where applicable |
Employer |
|
National visa fee |
Worker |
|
BLS service charge |
Worker |
|
Criminal record and medical certificates |
Worker |
|
Apostilles and legalisation |
Party providing the document |
|
Sworn translations |
Party providing the document |
|
Professional-recognition costs |
Worker, where required |
|
Legal fees |
According to the agreed scope of work |
Official fees and BLS charges can change. The current amounts should be checked immediately before payment.
Legal fees should be distinguished clearly from government fees, BLS service charges and third-party documentary expenses.
After approval: entering Spain, Social Security and the TIE
The work visa allows the worker to enter Spain for the approved employment. The underlying authorisation becomes effective when the required Social Security registration is completed within the applicable period.
The employer should coordinate the employment start date and Social Security registration carefully.
If the authorisation lasts for more than six months, the worker must personally apply for the TIE after Social Security registration.
The TIE is the physical card documenting the holder’s residence status. It is not another visa and should not be confused with the NIE identification number.
The procedure normally involves a police appointment, the current application form, passport, photographs, fingerprints and payment of the applicable fee. Proof of residence, Social Security registration or local registration may also be required depending on the procedure and location.
The applicant should check the current police guidance for residence-and-work TIE applications before attending.
Legal Requeriment
Under the standard employed-worker route, Social Security registration must normally take place within three months of legal entry into Spain. Where the authorisation exceeds six months, the worker must apply personally for the TIE within one month of Social Security registration.
How long is a Spain Work Permit valid?
Under the general employed-worker route, the initial residence and work authorisation has the same duration as the authorised activity, subject to a maximum of one year.
It may initially be limited to a particular occupation and autonomous-community territory unless an exception applies.
If the applicable renewal requirements are met, the renewed authorisation is generally valid for four years unless the worker becomes eligible for long-term residence.
The renewed authorisation allows employment and self-employment throughout Spain without the initial occupational and territorial limitations.
However, if the initial authorisation lasted less than one year, a qualifying renewal may be granted only for the duration of the new activity, up to one year.
A four-year renewed authorisation generally allows employment and self-employment throughout Spain without the initial occupational and territorial limitations.
Can I change employer?
A change of employer may be possible, but it should be reviewed before the worker leaves the approved position or begins working for a new company.
The applicable procedure depends on how long the approved employment has lasted, the reason for the change, the conditions of the new position and whether the original employer has breached the contract or ceased trading.
The new immigration regulation provides greater flexibility in certain situations, but this does not mean that every permit holder can change employer without formalities.
Can family members accompany the worker?
Family rights depend on the work-authorisation category.
Certain highly qualified and intra-company permits may allow eligible family members to apply jointly or in connection with the main applicant.
Under the standard employment route, family reunification is a separate procedure. As a general rule, the sponsor can apply after residing legally in Spain for at least one year and applying for authorisation to remain for at least another year, subject to the applicable requirements and exceptions.
A spouse or child should not assume that they are automatically included in the worker’s visa. The family strategy should be assessed before the main application, particularly when the proposed relocation depends on everyone moving at the same time.
Can I work remotely from Spain for a UK company?
Working remotely from Spain for a UK or foreign company is different from being employed by a Spanish company.
If the person intends to live in Spain while continuing overseas employment or professional activity, the Digital Nomad Visa may be more appropriate.
The assessment should consider where the employer or clients are established, the employment relationship, income, qualifications, Social Security coverage and the amount of work carried out for Spanish clients.
A visa-free stay as a visitor does not generally authorise a British citizen to relocate to Spain and work remotely on an ongoing basis.
What happens if the Work Permit or visa is refused?
A refusal can occur during the employer’s residence and work-authorisation procedure in Spain or during the worker’s consular visa application in the United Kingdom.
Common problems can involve the national employment situation, employer solvency, contractual conditions, salary, qualifications or the validity and consistency of the documents submitted. Criminal, immigration, public-order or public-health issues can also affect the decision.
The appropriate response depends on the authority, reasons, evidence and deadline stated in the decision.
A new application is not always the best first step. The refusal, original application and supporting documents should be reviewed together before choosing between correction, reconsideration, an administrative appeal or another available route.
Appeal and review deadlines can be strict and vary depending on the type of decision and procedure. The notification should be checked as soon as it is received to identify the available remedy and the applicable deadline.
How our Spanish immigration lawyers can help
Clear legal guidance for British citizens and Spanish employers throughout the Spain Work Visa process.
-
Initial consultation
We review your nationality, UK residence, employment situation, proposed role, employer, family circumstances and plans in Spain.
-
Route and eligibility assessment
We assess whether the general employment route, Highly Qualified Professional Permit, EU Blue Card, ICT authorisation or another work route is appropriate.
-
Employer and document review
We review the employment contract, company information, worker documents, qualifications and evidence relevant to the labour-market requirement.
-
Application guidance
We explain the employer application, forms, fees, consular stage, BLS process and post-arrival formalities that apply within the agreed scope of work.
-
Ongoing legal advice
We advise on further-document requests, changes of circumstances, decisions, renewals and subsequent formalities within the agreed scope.
Advice in English or Spanish
Our advice is available by prior appointment at our London office and can be provided in English or Spanish.
Please note: We do not guarantee approval. The competent Spanish authorities decide every application according to the applicable law, individual circumstances and evidence.
Why choose Díaz & Associates for your Spain Work Permit?
Díaz & Associates provides legal advice on immigration matters connecting Spain and the United Kingdom.
Our Spanish immigration lawyers advise British citizens, UK residents and Spanish employers from our London office. Guidance is available in English or Spanish and can be provided through in-person or remote consultations.
We can assess the proposed work route, review the employer and worker documentation and explain the Spanish authorisation, UK consular and post-arrival stages. Where agreed, we can also advise on requests for further evidence, refusals, renewals and TIE formalities.
Official websites provide the general rules and application channels. Our role is to assess how those rules apply to the worker, employer, contract and documents involved in the individual case.
Contact our Spanish speaking immigration lawyers in London
Address: 53 Davies Street, London, W1K 5JH, United Kingdom
Phone: +44 7429 569661
Email: london@diazyasociados.es
Our Spanish speaking immigration lawyers advise clients in London, across the UK and in Spain on visa, residence and immigration matters between both countries.
Frequently asked questions about Spain Work Visas
Do British citizens need a visa to work in Spain?
British citizens normally need the appropriate Spanish residence and work authorisation to take up employment in Spain unless they hold another status that allows work or fall within a specific exemption.
Protection under the EU–UK Withdrawal Agreement or a family-based residence status may change the position.
Can I get a Spain Work Visa without a job offer?
Not normally under the standard employed-worker route. The procedure requires an employment contract, and the Spanish employer applies for the initial residence and work authorisation.
Other routes may apply to remote workers, self-employed professionals, entrepreneurs or people already holding a qualifying status in Spain.
Does the Spanish employer sponsor the application?
Under the general employed-worker route, the Spanish employer submits the initial application and provides the contract, company documentation, evidence of solvency and any evidence required concerning the national employment situation.
The worker later completes the visa stage personally.
What is the difference between a Spain Work Permit and a Work Visa?
The work permit or residence and work authorisation allows the employment. The visa allows the worker to enter Spain after the authorisation has been approved. The TIE is the physical card obtained after arrival where required.
They are connected but legally and procedurally different.
Can I enter Spain as a visitor and apply from there?
Entering Spain as a visitor does not normally allow a British citizen to begin working or convert automatically to the standard employed-worker route.
Some people already legally present in Spain under another status may qualify for an in-country application or modification. This should be assessed before the visitor period expires or any work begins.
Does my occupation need to be on the Shortage Occupation List?
Not in every case, but the national employment situation must normally permit the recruitment unless an exception applies.
This may be demonstrated through the Shortage Occupation List, evidence that the position could not be filled locally or a statutory exemption.
Can I work remotely using a standard Spain Work Visa?
A standard employed-worker authorisation is normally connected to employment with a Spanish employer.
A person working remotely for a UK or overseas company should assess whether the Digital Nomad Visa or another route is more appropriate.
Do UK documents need an apostille and Spanish translation?
UK public documents used in the application may need an apostille and a compliant Spanish translation.
The precise requirement depends on the document, authority and stage. The correct document should be selected before arranging legalisation and translation.
How long does the Work Visa application take?
The initial work-authorisation procedure has a legal decision period of up to three months. After approval, the visa application generally has a legal decision period of one month.
Document preparation, appointments and further-document requests can extend the complete process.
How long is the initial Spanish Work Permit valid?
The initial employed-worker authorisation lasts for the duration of the authorised activity, subject to a maximum of one year.
A qualifying renewal is generally valid for four years unless long-term residence applies
Can my spouse and children apply with me?
It depends on the work route. Certain highly qualified or mobility permits can provide a more direct accompanying-family process.
The standard employment route can be subject to separate family-reunification conditions and timing.
Do I need a TIE after arriving in Spain?
If the work authorisation lasts for more than six months, the worker must obtain a TIE within the applicable period after Social Security registration.
The TIE documents the residence status but does not replace the prior work authorisation or entry visa.
What should I do if my application is refused?
The refusal decision and original application should be reviewed immediately.
The available response depends on whether the refusal concerns the employer authorisation or consular visa, the reasons given, the evidence submitted and the applicable deadline.
