Residence & Work · Employment · International Professionals
When opportunityhas a place in Spain.
A job offer can open the door to Spain. But holding a contract does not, in itself, confer the right to work and reside in Spain.
The initial temporary residence and employment permit (residencia temporal y trabajo por cuenta ajena) requires certain conditions to be met both by the worker and by the company hiring them.
Analyse my case
Subject to fulfilment of the applicable legal requirements.
Who it is for
The contract is only the beginning.
For third-country nationals who have a job offer in Spain and whose hiring can fit within the requirements laid down by the immigration rules.
The permit is built on two inseparable elements:
Profile, qualifications, experience and documentation.
The company, its situation and its capacity to make the hire.
Key requirements
Employer
The company must be in a proper position to hire and must evidence, among other things, compliance with its tax and Social Security obligations and the means to support the hire.
Employment contract
The contract must comply with employment law and the applicable convenio colectivo (sector-wide collective agreement), including the position, duties, working hours, duration and pay.
Professional profile
The worker must meet the conditions required for the position and be able to evidence their training or experience properly, where applicable.
National employment situation
It must be analysed whether the situación nacional de empleo (the national employment situation test) permits the hire, or whether one of the statutory exemptions from this requirement applies.
Documentation
Passport, criminal record certificates, qualifications and other personal and professional documentation, with Apostille/legalisation and translation where required.
What matters
A good candidate does notguarantee a good application.
A company may have found the right professional and yet run into difficulties if:
the company does not properly evidence its position
the contract is not properly structured
the position and the professional profile are not sufficiently consistent
the qualifications are not adequately evidenced
there are problems with the situación nacional de empleo
the foreign documentation is defective
or a route is chosen that does not really fit the case
Person + company + contract. The three must make sense together.
Our approach
Before you file.
We do not begin by filling in forms.
First, we analyse:
- the company
- the position
- the worker
- the contract
- the documentation
- the legal route
- and the possible difficulties in the file
- 01IdentifyWe pinpoint the sensitive points.
- 02StructureWe put the operation in order.
- 03PrepareWe build the documentation.
- 04ApplyWe handle the application.
- 05MonitorWe follow the procedure.
- 06ContinueWe stay with the client after the permit is granted.
Duration
The first step.
The initial permit has a maximum duration of one year.
Its effectiveness is tied to completion of the steps required to begin the employment relationship and the alta en la Seguridad Social (registration with Social Security).
Where applicable, the worker must then apply for their TIE (foreigner’s identity card) within the statutory period.
Renewal
The first yearis not the destination.
The situation can evolve through the corresponding renewal or modification once the prescribed conditions are met.
That is why we analyse in advance:
- continuity of employment
- change of employer
- changes to conditions
- family situation
- new professional opportunities
- and possible future residence routes
We plan beyond the first card.
Consular and documentary care
Preparation matters.
When the procedure begins abroad, we first review:
- competent consulate
- required documentation
- legalisations
- Apostilles
- translations
- criminal record
- qualifications
- and any particular circumstance that may affect the filing
No generic files. No assumptions.
Each file is prepared in accordance with the client’s specific circumstances and the applicable procedure.
Tax · Corporate · Employment
The employment relationshipis only one part of the move.
For certain international professionals, moving to Spain also means analysing:
- tax residence
- taxation
- business structure
- participaciones (shareholdings)
- family
- housing
- and other consequences of the move
That is why, where necessary, we coordinate:
If the application is refused
A refusal requires analysis.
If the authorities refuse an application, we examine:
- the grounds
- the documentation assessed
- the interpretation applied
- the time limits
- and the possible alternatives
New application · recurso administrativo (administrative appeal) · judicial review, where appropriate.
We do not promise approval. We prepare the case to the highest standard and defend your position when necessary.
The Garzalex view
A contract creates an opportunity.
A well-structured application makes it possible to build on it.
Your career can move to Spain.
Your legal structure should move with you.
Analyse your caseRequirements, procedures, administrative criteria, time limits and documentation may vary according to the circumstances of the applicant, the employer and the applicable procedure. The information on this page is for guidance only and does not replace individual legal analysis.