How to Apply the New Immigration Regulation When Hiring Foreign Talent in SMEs

The entry into force of Royal Decree 1155/2024 on May 20, 2025, marks a significant change for small and medium-sized enterprises seeking to attract and retain international talent. The new Immigration Regulation streamlines procedures, expands residence and work permit options, and offers more flexible pathways to regularize the status of foreign professionals.

In this article, you will find a practical summary of the main updates and a guide to help your company leverage them safely and strategically.

 

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Overview of the new regulation

The reform aims to modernize and speed up immigration procedures, strengthen rights, and adapt the rules to the real needs of the labor market. Key improvements for SMEs include:

• Faster and simpler processes for residence and work authorizations.
• New types of permits, both for employees and self-employed workers.
• Facilitated access for temporary and seasonal work.
• Regularization pathways for individuals already in Spain.

Opportunities for SMEs

• Access to a larger pool of candidates: qualified and specialized profiles not always available in the domestic market.
• Flexibility in hiring: different types of authorizations tailored to each need.
• Reduced administrative costs thanks to simplified procedures.

Types of authorizations and when to use them

The new regulation provides several ways for SMEs to bring in foreign talent, tailored to different profiles and business needs.

On the one hand, employee work authorizations allow the hiring of foreign nationals aged 16 or over for periods of up to one year, within a specific geographic and occupational scope. They are especially useful for filling vacancies in high-demand sectors such as industry, logistics, or certain services.

Self-employed work authorizations are designed for individuals aged 18 or over who wish to start their own economic activity in Spain. This option can be particularly appealing for SMEs looking to collaborate with entrepreneurs or develop joint projects.

For temporary activities, such as residence and work for seasonal activities, permits of up to four years are available to perform work for a maximum of nine months per year. Sectors such as agriculture, hospitality, or tourism can benefit significantly from this arrangement.

Additionally, new regularization pathways have been created for individuals already in Spain. Social-labor ties (“arraigo sociolaboral”) allow obtaining residence and work authorization through the signing of an employment contract, while social-training ties (“arraigo socioformativo”) link regularization to the completion of vocational training programs. These options facilitate hiring people already familiar with the country’s environment and work culture.

Recommendations for safe and efficient hiring

1. Plan staffing needs in advance to anticipate administrative timelines.
2. Check the requirements for each visa or authorization before starting the process.
3. Comply with the minimum wage (SMI) and legal working conditions to avoid penalties.
4. Support integration of new employees through training and cultural assistance.
5. Work with specialized advisors in international mobility to minimize legal risks.

Common mistakes to avoid

• Starting the hiring process without confirming the candidate’s eligibility for the required permit type.
• Not aligning the contract with the authorized occupation and conditions.
• Forgetting renewal deadlines, which may interrupt the employment relationship.

✅​ How we can help you

At Adlanter, we are specialists in international mobility and the management of foreign personnel. We support SMEs throughout the entire process—from strategic hiring planning to processing visas and work authorizations—ensuring regulatory compliance and minimizing the time it takes to onboard talent.

Check out our international mobility and expatriate services to optimize your workforce’s mobility.