Hiring foreign workers from their country of origin: how it works and what companies need to consider

Hiring foreign workers from their country of origin has become one of the main ways for companies in Spain to meet staffing needs when they cannot find candidates in the local market. Especially in sectors with high seasonality or structural hiring challenges, this mechanism enables access to foreign talent in an orderly manner and in compliance with regulations.

However, it is not a simple process. Recent regulations have introduced significant changes that affect both business planning and employer obligations.

What is hiring at origin and when is it used?

Hiring at origin is part of the system of collective management of hiring at origin, which allows companies to recruit foreign workers who do not yet reside in Spain.

This system is designed to fill positions where there is a proven need and not enough candidates available in the domestic labor market.

It is commonly used in:

• Agricultural campaigns.
• Tourism and hospitality sector.
• Seasonal activities or peak-demand periods.
• Certain hard-to-fill roles.

Types of hiring: permanent, circular and job-seeking

The regulations establish several ways to structure this type of hiring, depending on business needs:

• Permanent migration: for indefinite positions.
• Circular migration: focused on seasonal or campaign-based work.
• Job-seeking visas: for specific cases.

In practice, the most commonly used model is circular migration, which allows companies to rely on recurring workers season after season.

The circular migration model: permits of up to 4 years

One of the most significant changes introduced by Order ISM/1547/2025 is the consolidation of a multi-year system.

Permits can last up to four years, allowing workers to carry out their activity for a maximum of nine months per year, generally under permanent seasonal (fixed-discontinuous) contracts.

This approach introduces a different logic:

• It enables worker retention.
• Reduces turnover during campaigns.
• Provides greater operational predictability.

At the same time, it requires more structured planning from companies.

 

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How the process works: from application to onboarding

The procedure follows several stages that are important to understand:

1. Planning and forecasting. The Administration may establish an annual forecast of positions that can be filled through this system.
2. Employer application. The company submits the job offer to the relevant Immigration Office.
3. Selection in the country of origin. The process is carried out in collaboration with local authorities and must be free of charge for the worker.
4. Authorization and visa. Once the application is approved, the authorization is granted and the worker applies for the visa.
5. Arrival and Social Security registration. The authorization only becomes effective once the worker is registered with Social Security.

Key obligations for companies

The regulations significantly strengthen employer responsibilities, especially regarding worker protection.

Main obligations include:

• Ensuring adequate accommodation during the employment period.
• Respecting limits on accommodation costs (linked to IPREM).
• Providing a written and translated contract before relocation.
• Covering, in certain cases, travel expenses.
• Registering the worker with Social Security within a very short timeframe.

Additionally, equal treatment must be guaranteed compared to national workers.

What it means for companies: more planning and more control

Hiring at origin is not just a solution to fill vacancies. It represents a shift in how international talent is managed. For companies, it implies:

• Anticipating staffing needs further in advance.
• Meeting more demanding formal requirements.
• Properly managing labor, immigration, and logistical aspects.

At the same time, it offers clear advantages:

• Access to a recurring workforce.
• Reduced turnover in seasonal campaigns.
• Greater operational stability.

Do you need help with hiring at origin?

At Adlanter, we help companies manage international hiring processes end-to-end, from workforce planning to processing permits and ensuring compliance with labor and immigration obligations.

If you are considering hiring foreign talent or want to optimize your current processes, you can contact our team to analyze your specific case and define the best strategy.