Published: 04-05-2026
Summary
Spain has established itself as one of the most attractive destinations in Europe for international professionals working remotely. Beyond its renowned quality of life, the country offers a specific legal framework that combines a migration path designed for digital workers with one of the most beneficial tax regimes on the continent. For Turkish professionals who work as employees and have the possibility of teleworking from anywhere in the world, Spain today represents a real opportunity, concrete and with regulatory support.
I. The Digital Nomad Visa: legal residency with preferential processing
Spain has a residence permit specifically designed for employees who provide their services remotely for foreign companies. This permit, known as the Digital Nomad Visa, allows them to reside and work legally in Spanish territory while maintaining the employment relationship with the company of origin.
Its initial validity is up to three years, extendable for two additional years, with the possibility of extending it to long-term residence after five years of continuous residence. Among its most relevant advantages are the preferential processing, with a resolution period of only twenty working days, as well as the possibility of including family members in the migratory process and the freedom of movement within the Schengen area during short-term stays. In the long term, this route may also be the starting point for obtaining Spanish nationality.
II. A critical requirement that determines the viability of the process: Social Security coverage and private health insurance.
One of the most relevant -and often underestimated- aspects in the processing of the Digital Nomad Visa as an employee is the accreditation of the employee’s Social Security coverage. This point can completely condition the viability of the process and, therefore, should be clearly understood from the beginning.
Spain and Turkey are signatories to the European Convention on Social Security, which allows the Turkish contracting company to issue the corresponding certificate of coverage, certifying that the worker continues to contribute to the social security system of origin during his/her stay in Spain. This document is essential for the application and must be obtained sufficiently in advance, since the authorities do not accept mere proof of having initiated the process: the final certificate issued is required.
However, it is important to note that this agreement, as is the case with most agreements of this type, does not include health care coverage in Spain. This means that the applicant must take out private health insurance that is equivalent to the Spanish public health system: no co-payments, no waiting periods and full coverage for the duration of the authorization. This is an additional requirement that must be planned in advance and is an integral part of the dossier.
In the absence of the Social Security coverage certificate, Spanish regulations require the foreign company to incorporate as a legal entity in Spain in order to assume the employee’s contributions in the Spanish system. This is an administratively complex and costly procedure, with its own tax and commercial implications, to which foreign companies are usually reluctant, if not directly opposed. In practice, this obstacle has blocked cases which, from an immigration and tax point of view, met all the requirements to prosper.
For this reason, verifying the correct obtaining of the certificate of coverage and managing the private health insurance from the first stages of the process are not minor formalities: they are sine qua non conditions for the success of the application.
III. The Beckham Law: the tax benefit that changes the equation.
What makes Spain a truly differential option is not only the residency, but the possibility of benefiting from the impatriate regime, popularized as the Beckham Law. This special tax regime allows those who move their residence to Spain to be taxed during the first five years and the year of application, at a fixed rate of 24% on worldwide earned income, with a threshold of up to 600,000 euros, being applicable 47% on the amount exceeding the above amount, as opposed to the general progressive system that can exceed 45%. Passive income (interest, dividends, capital gains) will be taxed in the country of origin, therefore, if they are obtained abroad, they will not be subject to taxation in Spain.
The practical implications are significant. For a professional with a competitive salary, the tax savings can mean a difference of tens of thousands of euros per year compared to what he or she would be taxed under the ordinary regime. This advantage, combined with the moderate cost of living compared to other European capitals, the climate, the infrastructure and the quality of the healthcare system, makes Spain a difficult proposition to ignore.
However, access to this regime is not automatic. The application must be made within a strict period of six months from the start of the activity or registration with the Social Security, the eligibility requirements must be met with precision and its compatibility with the Digital Nomad Visa requires coordinated planning from the beginning of the process. An error in timing or documentation may result in the definitive loss of the benefit.
IV. An opportunity that requires expert advice
The combination of the Digital Nomad Visa with the application of the impatriate scheme represents one of the most advantageous international mobility strategies available in Europe today. However, maximizing its benefits requires simultaneously managing different procedures – immigration, tax and social security – each with its own deadlines, requirements and competent bodies.
The time to act is now. The regulatory environment is favorable, but the window to access these benefits is subject to conditions that may change. Having a specialized Global Mobility team with in-depth knowledge of these procedures is not only an advantage: it is the guarantee that the opportunity will not be lost for avoidable reasons.
If you wish to explore this option or require personalized advice on your specific case, at Gentile Law we have a team of experts in international mobility and taxation of impatriates ready to accompany you at every stage of the process.
This publication is for informational purposes only and should not be construed as legal advice.
Contact us:
Elièzer Ruan | eliezerruan@gentile.law |+34 604 516 052
Santiago Randazzo |santiagorandazzo@gentile.law |+34 684 463 082