Do you dream of living in Spain but want to keep your job in the Netherlands? Working from Spain makes this possible completely legal and risk-free.
Working remotely from Spain involves more than just a laptop and a good internet connection. Think of Spanish tax rules, employment legislation and obligations for employers. Without the right organization, risks can arise here for both employee and employer.
With our EOR and payroll solutions in Spain, we ensure that everything is arranged correctly. In addition, we are also looking at optimizations such as the application of the Beckham Law, which, under certain conditions, allows you to benefit from an attractive tax regime in Spain.
We take care of the legal, tax and administrative process so that you can focus on living and working in Spain. We offer employers a clear and compliant structure to allow employees to work in Spain, without complexity or surprises afterwards.
This is how we make working in Spain easy, safe and financially interesting.
Nevertheless, we notice that many solutions are generic and do not adequately meet the specific situation of Dutch employers and employees who want to move to Spain.
We consciously choose a different approach. No standard software solution, but practical and personal guidance that focuses on the entire situation. We understand both the Dutch and Spanish contexts and translate this into a solution that is legally correct and works in practice.
Our strength lies in the combination of:
- Focus on the Netherlands—Spain instead of a global generic model
- Personal guidance for both employee and employer
- Local expertise through partners for full compliance
- Experience with 150+ emigration processes
We don't just think in terms of structures, but in terms of workable solutions. Whether it's a single employee or a broader strategy for working internationally, we provide clarity, speed and certainty.
Are you moving to Spain to work? Then you may be eligible for the so-called Beckham Law: a special Spanish tax regime for incoming employees and certain other qualifying professionals.
Under certain conditions, you can then be taxed for 6 tax years under a more favourable regime: the year of arrival plus the following 5 years. In principle, employment income is subject to a fixed rate of 24% to €600,000, and 47% over the excess. An important condition is that you have not been a Spanish tax resident in the 5 years before moving.
In addition, your move to Spain must be related to a qualifying employment or professional situation, and the application must be submitted on time. In practice, this usually has a period of 6 months from the start of Spanish activities or social security registration.
The Beckham Law is not automatically the best choice for everyone. The benefit depends, among other things, on your salary, family situation, type of income and whether you also have income or assets outside Spain. That is why we always first assess whether this arrangement really suits your situation.
Please note: the final application always depends on your personal situation and the assessment by the Spanish tax authorities.
When you are going to live and work in Spain, it is important to have properly arranged how your health insurance is organized. In Spain, there are roughly two systems:
• Public Health Care (Seguridad Social)
If you are employed in Spain or work through an EER structure, you are automatically affiliated with the Spanish public health system.
This system is known as:
- Good quality
- Widely accessible
- Solid basic coverage for almost all medical care
An important difference with the Netherlands is the financial set-up. Where in the Netherlands you quickly pay € 150— €200 per month per person in health care allowance (excluding deductible), public care in Spain is included through social charges. In concrete terms, this means: no separate monthly premium, direct benefit on your net salary, fewer administrative actions. For many people, this system is more than sufficient as a basis.
• Private health insurance (premium option)
In addition to public health care, some people opt for private insurance as a supplement.
This isn't a necessity, but a premium choice for extra comfort:
- Faster access to care
- Private clinics
- More flexibility in planning
Private care is therefore seen as a premium addition, not as a replacement for a defective system.The right organization depends on:your work structure/family situation/personal preference in speed and comfort.
We help you clarify this beforehand, both in terms of content and financially.
1. Social Security Tesorería General de la Seguridad Social (TGSS)
Website: https://www.seg-social.es
What do you arrange here: registration, employee, social security, access to public care.
2. Spanish Tax Agency Agencia Tributaria (AEAT)
Website: https://www.agenciatributaria.es
What do you arrange here: Tax matters: Income, Payroll Tax, NIE/NIF number & special regimes (such as Beckham Law).
3. Local Municipality (Ayuntamiente)
What do you arrange here: Registration as a resident (empadronamiento)
4. Public health access (Centro de Salud)
Local GP/Care Center
What do you arrange here: Registration, care, general practitioner, medical access via Seguridad Social number
5. Private health insurers
Major parties:
• Sanitas — https://www.sanitas.es
• Adeslas — https://www.segurcaixaadeslas.es
• Mapfre — https://www.mapfre.es
What do you arrange here: Private health insurance faster access to care and private clinics.
6. Banking
Popular banks:
• Santander — https://www.bancosantander.es
• BBVA — https://www.bbva.es
• CaixaBank — https://www.caixabank.es
Fintech alternative:
• Who — https://wise.com
• bunq — https://www.bunq.com
7. Chamber of Commerce Spain Registro Mercantil
Website: https://www.rmc.es
What do you arrange here: Company Name, Company Registration, Statute & Other Company Information.
Thanks to this collaboration, we combine our commercial and practical approach with in-depth local expertise.
With my background at De Zwedenspecialist, I have helped many people emigrate abroad in recent years. From that practice, a recurring issue arose: how can you live abroad but continue to work legally for your Dutch employer?
With Working from Spain, we specifically focus on this issue. We help both employees and employers with payroll/EOR solutions, so that working across borders can be simple, compliant and risk-free.
Together with Sebastiaan, we are building on the experience we have gained in Sweden, where this model has now proven itself. What started as support for emigration is now growing into a structural solution for working internationally.
Do you have plans to move to Spain but want to keep your current job? Then we are happy to think along with you, practically, clearly and without unnecessary complexity.
For me, Spain has been a country where I love to visit and where I want to move to in the future myself. My parents spend the winter there every year, so I can see up close why so many people are considering this step.
From my role in Business Development and our experience with The Sweden Specialist, we increasingly received the same question, not only from private individuals, but also from brokers and emigration specialists: how do you make it possible to live in Spain while continuing to work for a Dutch employer?
With Working from Spain, we are responding to exactly that issue. We offer Payroll/EOR solutions that organize this legally and fiscally correctly, without risks for both the employee and the employer.
We are now translating what has proven successful in Sweden to Spain with a clear focus on scalability and simplicity in execution.
Are you considering a move to Spain or do you have employees with that ambition? Then we would be happy to look at a practical and workable solution together.
At Working from Spain, Yannick is responsible for the operational and technical implementation of our services. He focuses on setting up and optimizing payroll and EOR processes in Spain, where efficiency and scalability are key.
He ensures that cooperation between customers, partners and systems runs smoothly and that employees who will work in Spain are onboarded correctly and in a structured way. Thanks to his structured approach, working in Spain is not only legally and fiscally well regulated, but also practically feasible in daily practice.
We work closely with Bové Montero y Asociados, a leading Spanish accounting and consulting firm with an international focus.
Bové Montero has extensive experience with:
Within Working from Spain, they play a central role in ensuring compliance and continuity.
With Werken Van Spanje's Employer of Record (EOR) solution, an employee can work in Spain without the Dutch employer having to set up an entity there himself.
Working From Spain acts as a formal employer in Spain and provides the employment contract, payroll and all legal obligations under Spanish law. This includes social security contributions, taxes and compliance with Spanish employment law.
The employee remains substantively employed by the Dutch employer, but is fully legally and fiscally compliant in Spain. This makes working in Spain simple, safe and correct — without complexity for the employer.
With an employer registration in Spain, a Dutch employer can let an employee work in Spain without having to set up a Spanish entity immediately.
Working from Spain guides the entire process of registering with the Spanish tax authorities and social security authorities. The existing employment contract with the Dutch employer remains in place, while the required employer and employee contributions are paid correctly in Spain.
This solution offers a practical and legally correct way to make working in Spain possible, while maintaining the existing employment relationship and fully complying with Spanish legislation.
Working in Spain while your employer is in the Netherlands means that you have to deal with Spanish tax rules, social security and employment law. Once you stay in Spain for more than 183 days a year, you are a tax resident in Spain.
This means that:
- Your salary is taxed in Spain
- Social contributions in Spain must be paid
- The employer must comply with Spanish legislation
Without the right structure, this can lead to risks such as double taxation or fines.
An Employer of Record (EOR) is our solution where a Working from Spain takes over legal employment.
In concrete terms, this means:
- The employee receives a Spanish employment contract
- Payroll, taxes and social security contributions are arranged locally
- The Dutch employer maintains daily management
An EOR makes it possible to allow employees to work in Spain without setting up a local entity. This is a commonly used solution for international companies that want to operate quickly and compliantly.
In addition to EOR, employer registration is an alternative. Here, the employee remains employed by the Dutch employer, but the employer is registered in Spain.
This means:
- Existing contract remains in existence
- Employer registers with Spanish authorities
- Local taxes and contributions are paid
This solution is often interesting when:
- Small numbers of employees
- Existing employment relationships
- Longer term presence
Spain has a progressive tax system that can range up to around 45— 47% depending on income and region.
Key elements:
- Income Tax (IRPF)
- Social security contributions
- Possible wealth tax
In addition, the following applies:
- Salaries are usually paid monthly
- Minimum wage is around €1,221 per month | question: What taxes do you pay when you work in Spain?
answer: The Beckham Law (Special Expats Tax Regime) is a tax regime that makes it possible to be taxed on income in Spain (up to €600,000) at a fixed tax rate of 24%.
Key benefits:
- Fixed and predictable tax rate
- No tax on foreign income
- Valid up to 6 years
Prerequisites include:
- You haven't lived in Spain in the past 5 years
- You're moving to Spain for work
- You have an employment contract (e.g. via EOR)
The Beckham Law is particularly interesting for:
- Expats and remote workers
- Workers who are temporarily living in Spain
Yes, but only if it is properly decorated.
Major risks without the right structure:
- Bogus self-employment (ZZP construction)
- Tax claims from Spain
- Fines for employers
- Double taxation
Spain has strict rules concerning employment relationships and employee classification, making compliance essential.
There is no need for a work visa for Dutch people. However, you must:
- Registering in Spain (NIE number)
- Enroll with social security
- Correctly arrange your tax status
Working with an EOR or payroll solution in Spain offers employers:
- No need for a Spanish entity
- Fast employee onboarding
- Full compliance with Spanish legislation
- Lower legal risks
In addition, it helps companies retain talent and grow internationally.
For employees, working in Spain offers:
- Living in an attractive country with a lower cost of living
- Opportunity for tax optimization through Beckham Law
- Maintaining a job with a Dutch employer
- Flexibility through remote working
Partly because of this combination, Spain has become one of the most popular countries for international professionals.
A typical setup includes:
1. Analysis of the situation (employer + employee)
2. Choice of structure (EOR or employer registration)
3. Setting up a contract and registration
4. Payroll and compliance setup
5. Possible application of Beckham Law
Within a few weeks, an employee can start fully compliant in Spain.
We combine:
- Practical experience with international payroll and EOR
- Knowledge of Spanish and Dutch legislation
- Local compliance partners (such as accountants and lawyers)
As a result, we not only offer advice, but a working solution.
Contact us directly or fill out the contact form and we will get back to you as soon as possible.
