Digital Nomad Visa in Spain: All You Need to Know in 2026

Spanish law does not formally use the term “digital nomad.” The correct legal designation is international teleworker (teletrabajador de carácter internacional), as set out in the Fifth Final Provision of Law 28/2022, which amends Law 14/2013 on the support of entrepreneurs and their internationalisation.

In essence, an international teleworker is a professional who carries out their work or professional activity remotely, using exclusively computer, telematic, and telecommunications means, for companies located outside Spanish territory. The legislation distinguishes between two categories:

Employees: workers with an active employment contract with a company based outside Spain. Under this category, all work must be performed for foreign entities.

Self-employed professionals (freelancers): independent professionals providing services to international clients. In this case, the law permits up to 20% of the total professional activity to be carried out for companies based in Spain.

Additionally, applicants must demonstrate sufficient qualifications: a university degree or postgraduate qualification from a recognised institution, or a minimum of three years of professional experience in the relevant field of activity.

The Digital Nomad Visa is open to citizens of any country that is not a member of the European Union or the European Economic Area. There is no closed list of eligible nationalities: any non-EU professional who meets the requirements may apply.

In practice, the most common profiles we handle at Klevvera come from the United States, the United Kingdom, Canada, Australia, Latin America (Colombia, Mexico, Argentina, Brazil), India, Pakistan, and Southeast Asian countries. We are also seeing a growing number of applications from citizens of the Middle East and Africa.

It is worth noting that EU/EEA citizens and their direct family members already enjoy freedom of movement and residence in Spain and do not need this visa.

To properly understand the value of the Digital Nomad Visa, it is useful to compare it with the alternatives that existed prior to its creation and that remain in place:

Non-Lucrative Visa (NLV): designed for individuals who wish to reside in Spain without carrying out any employment activity. It requires proof of passive income (approximately €2,400/month in 2026) but prohibits work of any kind. It does not grant access to the Beckham Law tax regime.

Standard work and residence visas: traditional employment-based immigration routes typically require a job offer from a Spanish company or the establishment of a business in Spain, and do not accommodate international telework as a qualifying activity.

Golden Visa (eliminated in 2025): the real estate investment residency programme was abolished following housing market reforms. As of 2026, no new applications are accepted under this pathway.

The Digital Nomad Visa offers several distinctive advantages: it allows you to legally work from Spain for foreign employers or clients, it grants a possibility to access to the Beckham Law special tax regime (flat 24% rate), it opens a direct pathway to permanent residency and citizenship, and it provides for family reunification from the initial application.

The income threshold is one of the central requirements of the application. The law requires the applicant to show proof of income equivalent to 200% of Spain’s Minimum Interprofessional Salary (SMI).

In January 2026, the Government approved a new annual SMI of €17,094 (a 3.1% increase over 2025). This places the minimum monthly income thresholds at:

• Primary applicant: €2,849/month (€34,188/year)
• First dependent family member (e.g. spouse or partner): +€1,069/month (75% of the SMI)
• Each additional family member (e.g. children): +€356/month (25% of the SMI)

As an example, a family of two adults and one minor child would need to demonstrate a minimum monthly income of approximately €4,274 before taxes.

These earnings must be demonstrable, regular, and derived from the applicant’s remote work activity. At Klevvera, we recommend demonstrating income above the legal minimum to strengthen the application — ideally 20–30% above the threshold.

The legislation contemplates two main applicant profiles:

Employees of foreign companies: this is the most straightforward profile. The applicant maintains an employment contract with a company located outside Spain. They must demonstrate a minimum tenure of three months in the employment relationship and have express authorisation from their employer to work remotely from Spain. However, the real challenge lies not in the visa itself, but in social security compliance. Specifically, the issue revolves around the certificate of coverage issued by the U.S. Social Security system under the totalization agreement with Spain. While these certificates were previously issued for remote workers abroad, U.S. authorities have largely stopped doing so, taking the position that fully remote work performed from Spain is not covered by the agreement.

Freelancers and self-employed professionals: professionals who provide services to international clients through consulting or service agreements. At least 80% of their income must come from clients outside Spain. Once residence is approved, they must register as self-employed (autónomo) in the Spanish system.

In all cases, it is essential to demonstrate that the activity is carried out exclusively through computer and digital means, without the need for physical presence at an office in Spain.

Spanish authorities require documentation that clearly and unambiguously demonstrates the remote nature of the activity:

For employees: an official letter from the employer confirming the duration of the employment relationship, the remote nature of the position, and express authorisation to work from Spain. This letter must be translated into Spanish by a sworn translator. It should be accompanied by the current employment contract.

For freelancers: active service agreements with current clients, detailing the scope, duration, and conditions of the remote work. We recommend submitting at least two or three active contracts to demonstrate income stability.

Based on our experience at Klevvera, the quality of this documentation is decisive. A significant percentage of the rejections we are asked to review as a second opinion or to appeal, are attributable to ambiguous employer documents, insufficiently detailed contracts, or inconsistencies between the submitted documents.

In addition to contracts and letters, applicants must provide bank statements demonstrating the actual receipt of the declared income. Authorities typically request statements from the last three to six months, although practice varies by consulate or UGE office.

Statements must clearly show regular income from remote work activity, with amounts consistent with the contracts submitted. It is advisable for the bank account to be in the name of the primary applicant and for the transactions to reflect a stable income history.

In certain cases, applicants may also submit tax returns from their country of origin, audited financial statements (for freelancers with corporate structures), or income certificates issued by the employing company.

This visa requires to be registered in the Spanish Social Security and thus gives you access to public healthcare. 

However, before you are able to register in the public system you must have your health risks covered. For this reason the applicant must purchase private health insurance from an insurer authorised to operate in Spain, with the following characteristics:

Minimum coverage of €30,000, although in practice we recommend comprehensive coverage. No co-payments or deductibles on essential services. Coverage valid for the full duration of the visa or residence permit advisable. Coverage extending to all family members included in the application.

Once the residence permit is granted and depending on Social Security contributions, the holder in most cases is also able to access Spain’s public healthcare system. However, private insurance is indispensable at the time of application.

Applicants must provide a criminal record certificate from every country in which they have resided during the past two years. This document must:

Be issued by the competent authority in the relevant country (for example, the FBI in the United States, ACRO in the United Kingdom, etc.). Bear the Hague Apostille if the issuing country is a signatory to the 1961 Hague Convention. Otherwise, it must be legalised through diplomatic channels via the relevant Spanish consulate. Be translated into Spanish by a sworn translator.

Additionally, the applicant must sign a sworn declaration of the absence of criminal convictions over the past five years. It is crucial that certificates are no more than three to six months old at the time of submission (depending on the applicable Consulate), as older documents may be rejected.

Law 28/2022 establishes a differentiated framework depending on the international teleworker’s mode of activity:

Employees: holders of an international telework authorisation who work under an employment contract may only provide services for companies located outside Spanish territory. There is no legal margin to work directly as an employee of a Spanish company under this category.

Self-employed professionals: freelancers with international telework authorisation may provide services to companies located in Spain, provided that the percentage of such activity does not exceed 20% of their total professional activity.

This distinction is fundamental and generates numerous enquiries at our firm. Understanding it correctly from the outset avoids problems both during the application and throughout the duration of the permit.

The 20% rule for freelancers is not a suggestion — it is a binding legal limit. Exceeding it may constitute a breach of the conditions of the residence authorisation and, in a worst-case scenario, could lead to revocation of the permit.

For employees, the restriction is absolute: the holder cannot maintain an employment relationship with any company based in Spain. If they wish to work for a Spanish company, they would need to obtain a different type of work and residence authorisation.

If you are a freelancer and your client portfolio includes or may include Spanish clients, we recommend the following approach:

Maintain rigorous control over your billing by client geography, ensuring that revenue from Spanish companies does not exceed the 20% threshold at any point. Properly document all contracts, clearly differentiating international activity from work with domestic clients. Plan any expansion of activity in Spain with prior legal advice, to assess whether a transition to a different type of residence and work permit may be necessary.

At Klevvera, we advise our clients on structuring their activities in full compliance with current regulations, helping them navigate opportunities in the Spanish market while safeguarding their immigration status.

This is the standard route for applicants located outside Spain. The general process is as follows:

Step 1: Document preparation (4–8 weeks). Gather all required documentation: completed national visa application form, passport and two blank pages, recent passport-sized photographs, employer letter or client contracts, bank statements, apostilled criminal record certificate, health insurance, and proof of professional qualifications. All documents in a language other than Spanish must be accompanied by a sworn translation.

Step 2: Consulate appointment (1–8 weeks). Request an appointment at the Spanish consulate in your consular district. Waiting times vary significantly by location: some consulates offer appointments within days, while others have waiting lists of six to eight weeks.

Step 3: In-person submission of the application. Attend the appointment with all original documents and copies. Biometric data (photograph and fingerprints) will be collected and the consular fee will be paid. Some consulates may ask you to send the documents by post. 

Step 4: Decision (15–45 days). The consulate has a statutory deadline to issue its decision. In practice, most decisions are made within two to six weeks. If the decision is favourable, the visa is stamped in the passport.

Step 5: Entry into Spain and TIE application. Once in Spain, the visa holder must apply for the Foreigner’s Identity Card (TIE) at the relevant police station.

Step 6: Social Security Registration. The visa holder must register in the Spanish Social Security (as autónomo if you applied as a freelancer), or through your company or Certificate of Coverage (if you applied as a payroll employee). 

The visa granted through this route has a maximum validity of one year. Before it expires, the holder may apply for a residence permit through the UGE, valid for up to three years.

Foreigners who are legally present in Spain may submit their application directly to the Unidad de Grandes Empresas y Colectivos Estratégicos (UGE-CE) — the Large Companies and Strategic Groups Unit — under the Ministry of Inclusion, Social Security, and Migration. “Legally in Spain” includes, among other situations:

Citizens of countries with Schengen visa-free access (such as the United States, Canada, the United Kingdom, Australia, Japan, etc.) who are within their legal 90-day stay. Holders of any type of valid visa (tourist, student, etc.).

This route offers significant advantages:

Permit duration: the residence authorisation is granted directly for a period of up to three years, compared to the one-year maximum of the consular visa. If your job contract is for a shorter period, the residence/visa will be issued accordingly. 

Processing time: the UGE has 20 business days to issue its decision. Moreover, positive administrative silence applies: if no decision is notified within the statutory deadline, the application is deemed approved.

More streamlined process: as a general rule, the complete process from within Spain is usually finalised in two to three months, compared to the three to seven months typical of the consular route.

On the other hand, the applicant must be physically present in Spain for the process and must be able to manage the procedure before the Spanish administration, which often requires legal representation.

From abroad: the application is submitted at the Spanish consulate or embassy in the applicant’s place of habitual residence. Each consulate may have procedural particularities, so it is essential to verify the specific requirements of the competent consular office.

From Spain: the application is submitted electronically to the UGE-CE, preferably through a legal representative with a valid electronic certificate, since foreign applicants without residence in Spain are unlikely to have a digital certificate or Cl@ve access.

Regarding actual processing times in 2026, the UGE has experienced a notable increase in application volume, resulting in somewhat longer waiting times. At Klevvera, we recommend submitting applications with sufficient time in advance, in the case of renewals, initiating the document collection process at least 3 months before the expiry of the current permit.

If you are an employee of a foreign company, you will need:

A current employment contract reflecting the nature of the position, remuneration, and preferably some reference to the remote work arrangement.

An official employer letter specifically drafted for the visa application, confirming the duration of the employment relationship, the remote nature of the work, express authorisation to work from Spain, and the conditions under which the work will be performed. Payslips from the last three to six months, demonstrating the actual receipt of the declared salary. Bank statements corroborating the deposit of those payslips.

A Certificate of Coverage from the social security system of the country of origin, which is particularly relevant for employees of U.S., Canadian, or other companies in countries with bilateral agreements with Spain.

All of these documents must be submitted translated into Spanish by a sworn translator and, where applicable, apostilled.

Self-employed professionals must provide:

Active service agreements with their main clients, detailing the scope of the activity, the financial terms, and the expected duration. Invoices issued over the last three to six months, demonstrating regular professional activity and income received.

Bank statements reflecting the actual receipt of payment for those invoices. A description of the professional activity and, if applicable, a portfolio or evidence of completed projects.

Bank statements are an essential piece of the application. They must show a consistent income history that is coherent with the rest of the documentation submitted. Authorities verify that the amounts deposited reasonably correspond to the contracts, payslips, or invoices presented.

For freelancers with corporate structures, it may also be necessary to provide the company’s financial statements or tax returns from the previous fiscal year. In the case of applicants with multiple income sources, all flows must be documented and traceable.

In our professional experience, the most frequent grounds for rejection relate to documentation, not the applicant’s profile. The most common errors include:

Generic employer letters that fail to explicitly mention authorisation to work from Spain. Inconsistencies between contract amounts, payslips, and bank statements. Translations carried out by non-sworn translators or without proper accreditation. Expired criminal record certificates or certificates lacking an apostille.

Health insurance policies that do not meet the minimum coverage requirements or that include co-payments. Incomplete documentation for dependent family members included in the application.

A professional legal review prior to submission can make the difference between approval and rejection. At Klevvera, we carry out a thorough review of each case file before submission to minimise the risk of issues.

As a general rule, anyone who remains in Spanish territory for more than 183 days during a calendar year is considered a tax resident in Spain. However, tax residency may also arise if Spain constitutes the main centre of the taxpayer’s economic interests, or if their legally non-separated spouse and minor children habitually reside in Spain.

For Digital Nomad Visa holders who effectively reside in Spain, tax residency is in practice unavoidable: the permit renewal itself requires demonstrating minimum stay in the country, which de facto aligns immigration residency with tax residency.

It is important to plan the timing of your arrival in Spain from a fiscal perspective. The year of entry and the day count have direct implications for that year’s taxation, making prior tax advice highly advisable.

The Special Impatriate Tax Regime, colloquially known as the Beckham Law, is one of the main fiscal attractions of the Digital Nomad Visa. Since the reform introduced by the Startup Act, holders of the international telework visa who are employees may opt into this special regime, which offers:

A flat rate of 24% on employment income earned in Spain, up to a maximum of €600,000 per year. Income above that threshold is taxed at 47%.

Exemption from taxation on foreign-source income: dividends, interest, capital gains, and other income generated outside Spain are, with certain exceptions, exempt from Spanish taxation.

Duration of six tax years: the regime applies during the year of acquisition of tax residency and the following five years.

Wealth tax exemption with respect to assets and rights located outside Spain (with certain nuances).

To benefit from the regime, the applicant must meet the following requirements: not having been a tax resident in Spain during the five tax years prior to arrival, relocating to Spain for employment purposes (now including international telework for employees), and submitting the application to the Tax Agency within six months of the start of the activity or registration with Spanish Social Security.

Important note for freelancers: self-employed professionals generally cannot access the Beckham Law unless their activity falls within the categories of innovative entrepreneurship or highly qualified professionals with activities linked to startups. This is an aspect that must be analysed on a case-by-case basis with specialist tax advice.

The Beckham regime may also extend to the applicant’s spouse and children under 25, provided certain conditions are met.

There is widespread confusion surrounding the taxation of digital nomads in Spain. The most common misconceptions we encounter include:

“The Digital Nomad Visa is a tax-free visa.” False. The visa grants the right to reside and work legally in Spain, but it does not exempt you from tax obligations. Anyone residing in Spain is subject to its tax laws.

“All digital nomads pay only 24%.” Incorrect. The 24% rate applies exclusively under the Beckham Law, which has specific eligibility requirements and must be actively applied for. Those who do not opt into this regime will be taxed under the general progressive rates (19% to 47%).

“If my clients are outside Spain, I don’t have to pay taxes here.” Wrong. The tax obligation is determined by tax residency, not by the location of your clients. A Spanish tax resident is taxed on worldwide income (unless they have opted into the Beckham Law).

“I pay Social Security contributions only in my home country.” It depends. If a bilateral Social Security agreement exists between Spain and the employer’s country, home-country coverage may be maintained. Otherwise, the employer must register with Spanish Social Security and contribute in Spain.

The duration depends on the application route:

Application from abroad (via consulate): the visa is granted for a maximum period of one year. During that year, the holder must enter Spain and may apply for the residence permit (TIE) through the UGE, which is granted for up to three years.

Application from Spain (via UGE): the residence authorisation is granted directly for a period of up to three years.

In both cases, the residence permit may be renewed for an additional period of two years, allowing a total legal stay of up to five years as an international teleworker.

To renew the residence authorisation, the applicant must demonstrate that they continue to meet the requirements that led to the initial grant:

Maintaining international telework activity with income equal to or exceeding the minimum threshold in force at the time of renewal. Holding valid health insurance. Having no criminal record.

Having effectively resided in Spain: if you were outside for more than 6 months the UGE won’t renew your visa. This minimum-stay requirement is a point that must be carefully planned, particularly for professionals who travel frequently.

The renewal application must be submitted to the UGE-CE, ideally at least 60 days before the expiry date of the current permit. We recommend that you start collecting the necessary documents at least 3 months before the expiry date of your TIE.

Yes. After five years of continuous legal residence in Spain, the Digital Nomad Visa holder may apply for long-term residency (permanent residency). This permit has no time limitation and allows the holder to work as an employee or self-employed person in Spain without restrictions.

Obtaining long-term residency requires demonstrating the five years of residence, absence of criminal records, and sufficient financial means. It is a natural step for those who decide to settle permanently in Spain.

Spanish citizenship by residence requires, as a general rule, ten years of continuous legal residence in Spain. However, reduced timelines apply for certain nationalities:

Two years for nationals of Ibero-American countries (Colombia, Mexico, Argentina, Peru, Chile, etc.), Andorra, the Philippines, Equatorial Guinea, Portugal, and persons of Sephardic origin.

Five years for refugees.

One year for those born on Spanish territory, those married to a Spanish citizen (with at least one year of marriage and residence), or widows/widowers of a Spanish citizen, among other cases.

The Digital Nomad Visa therefore constitutes the first link in an immigration chain that can lead to Spanish citizenship and, with it, European citizenship — including full rights of free movement, residence, and work in any EU Member State.

The direct administrative costs of the application are moderate:

Consulate visa application fee (one-year visa): approximately €90. Different rates may apply on a reciprocity basis for nationals of certain countries (the U.S., the U.K., Canada, Australia, Bangladesh). UGE application fee (three-year permit): €73.26 per applicant. Foreigner’s Identity Card (TIE): €16.08 (first issuance) or €19.30 (renewal). Residence permit renewal fee: €78.67.

Health insurance is a significant variable cost. Premiums depend on the applicant’s age, the number of insured individuals, and the level of coverage, but as a rough guide:

A young adult (25–35 years old) can find suitable policies from €50–80/month. For families, costs may range from €150 to €400/month depending on family composition and selected coverage. It is essential that the policy meets the specific regulatory requirements (insurer authorised in Spain, no co-payments, minimum coverage of €30,000).

Professional fees vary depending on the law office and complexity of the case and the scope of services engaged. In the Spanish market, typical ranges are:

Initial consultation: between €50 and €300. Full-service application management (document preparation, legal review, submission, and follow-up): between €1,500 and €5,000, depending on whether the case involves an individual or a family, the complexity of the case, and any additional services included (tax advisory, autónomo registration, etc.).

Specific Beckham Law tax advisory: typically between €200 and €1000 for the application to the Tax Agency, but depends on complexity.

The costs most frequently underestimated include:

Sworn translations: between €30 and €80 per document, depending on length and language pair. A complete application may require between three and six translations.

Hague Apostille: costs vary by issuing country, but typically range from €10 to €50 per document.

Criminal record certificate: free in some countries (such as Spain itself) and subject to a fee in others (the FBI charges a processing fee in the U.S., for example).

Travel expenses: if applying from abroad, costs of travel to the consulate and subsequently to Spain must be considered.

Empadronamiento and accommodation: upon arrival in Spain, a residential address (rental or owned property) is required for the TIE process and municipal registration.

As an overall estimate, an individual applicant managing the process with professional advisory support should budget a total cost of between €2,000 and €5,000, including fees, insurance (first three months), translations, apostilles, and legal fees.

Spain offers an exceptional diversity of destinations for the remote professional. These are the cities we most commonly recommend to our clients:

Barcelona is, without doubt, one of the world’s capitals for remote work. It combines a first-rate technology and startup ecosystem, an extraordinary cultural and gastronomic offering, urban beaches, excellent international connectivity, and an already well-established digital nomad community. As a firm based in Barcelona, we have firsthand knowledge of the ecosystem and can help you integrate from day one.

Valencia has become the great revelation for digital nomads in Europe in recent years. It offers a significantly lower cost of living than Barcelona or Madrid, an extraordinary climate, accessible beaches, and a growing network of coworking spaces. Its size makes it manageable and pleasant for day-to-day life.

Madrid, as the capital, offers the greatest professional networking opportunities, an inexhaustible cultural life, and the best national and international transport connections. Its cost of living is higher than other Spanish cities, but lower than comparable European capitals.

Málaga and the Costa del Sol are attracting a growing number of tech professionals, with initiatives like the Málaga Tech Park and a Mediterranean lifestyle that is hard to beat.

Alicante, Las Palmas de Gran Canaria, Tenerife, and Seville are also increasingly popular destinations, each with its own particular appeal in terms of climate, community, and cost of living.

As a guide, these are the monthly expenditure ranges our clients typically report (one person, comfortable but not luxurious lifestyle):

Barcelona: between €1,800 and €2,800/month (rent for a one-bedroom apartment in a central area ranges from €900 to €1,500).

Madrid: between €1,700 and €2,600/month (rents comparable to Barcelona in similar areas).

Valencia: between €1,300 and €2,000/month (notably more affordable rents, between €700 and €1,100).

Málaga: between €1,400 and €2,200/month.

Las Palmas de Gran Canaria: between €1,200 and €1,800/month.

These budgets include rent, food, transport, leisure, health insurance, and coworking, but not taxes or savings.

Spain’s coworking ecosystem is one of the most developed in Europe. Barcelona is home to spaces such as OneCoWork, MOB, Itnig, and Aticco. Madrid offers options including WeWork, Impact Hub, Google for Startups Campus, and Utopicus. Valencia stands out for spaces like Wayco, La Pinada, and Lanzadera (the accelerator of Juan Roig, founder of Mercadona).

In Málaga, The Living Room and La Térmica are key reference points. And in Las Palmas, Restation and The House are regular meeting points for the nomad community.

Beyond physical spaces, online communities and networking events are a fundamental part of the ecosystem. Meetups, industry conferences, and communities on Slack or Telegram allow you to build professional connections of great value.

Language: although Spanish (castellano) is the official language throughout Spain, co-official languages exist in Catalonia (Barcelona), Valencia, the Basque Country, Galicia, and the Balearic Islands. In major cities, English allows you to get by with reasonable comfort in professional settings and everyday life, though fluency in Spanish greatly enriches the experience and makes administrative procedures considerably easier.

Culture: the Spanish pace of life differs from the Anglo-Saxon model. Mealtimes are later, social life carries significant weight, and work-life balance is a deeply rooted cultural value. For the digital nomad, this translates into an environment that actively fosters equilibrium between work and leisure.

Climate: Spain enjoys over 300 days of sunshine per year across most of its territory. The Mediterranean coast and the Canary Islands benefit from mild winters, while Madrid, in the interior, has a continental climate with warm summers and cooler winters. Climate is, without question, one of the most influential factors in the decision to settle in Spain.

Find further details on how to get a Digital Nomad Visa in Spain for UK residents.

Find further information on the matter here.

Find further information on the matter here.

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We are a law firm based in Barcelona with direct experience in processing international telework visas since the Startup Act came into force. We know the legislation, the administrative practice, and the real criteria applied by the UGE because we work with them every day.

Our approach combines legal rigour with a personal, client-focused service. Every case file is reviewed by our legal team before submission, and we guide clients through every stage of the process: from the initial case assessment through to obtaining the TIE and, where applicable, filing the Beckham Law application.

If you are considering relocating to Spain with a Digital Nomad Visa, get in touch with our team at klevvera.com for a personalised assessment of your case.

This guide is provided for informational purposes only and does not constitute individualised legal advice. Immigration and tax regulations are subject to change. For an assessment of your specific situation, we recommend scheduling a consultation with our team.