Spain Digital Nomad Employer Letter: What to Prepare

Agree the facts before asking for a signature

Start by identifying the entity that actually employs you. Its legal name may differ from the brand on your email signature. Record your job title, employment start date and the person authorised to confirm the arrangement.

Explain that the document supports an immigration application involving work from Spain. An employer’s ordinary domestic work-from-home policy may not address an international move. Do not ask HR to sign a statement they cannot verify or to backdate permission.

Give the signatory a factual brief

UGE’s current main-applicant document instructions ask for a letter from the foreign company authorising work from Spain, describing the role, principal duties, ability to use remote means, salary in euros and the other conditions of remote activity.

Use those subjects to prepare questions for HR and your legal provider. The provider should confirm the wording and supporting documents required for the actual procedure. A downloadable generic letter cannot resolve every employment, company or Social Security arrangement.

• Which legal entity employs the applicant?
• What does the role involve in an ordinary week?
• Can the duties be performed remotely from Spain?
• What pay and working conditions will apply?
• Who can sign and confirm the information?

Check the letter against contracts and payment evidence

Before requesting the final version, compare names, dates and pay with the employment contract and recent evidence. Where salary has changed, identify when and why, and retain the record supporting the change.

Keep payment frequency explicit. A monthly bank receipt, an annual salary and a contract expressed in another currency are not directly interchangeable. Ask how the application should document the euro amount rather than quietly inserting an unsupported conversion.

Do not bury the Social Security question in the letter

Permission to work remotely and the applicable Social Security arrangement are separate issues. For employees, UGE describes Spanish registration or qualifying imported coverage under an applicable agreement and certificate. Whether that alternative is available needs individual confirmation.

Bring the employer’s payroll or HR team into the conversation early. A friendly permission letter does not itself establish that the contribution arrangements are compliant. If extra employer work is needed, identify the owner, lead time and any separately agreed professional support.

Keep the final version controlled

Ask the provider to review the planned evidence before paying for formalities or translations. Save the signed version with a clear date and retain the underlying records. If the employer changes the role or remote permission later, tell the provider.

This article is a briefing checklist, not a legal template. Its purpose is to help you request accurate evidence and avoid repeatedly asking an employer to sign incomplete versions. Start with the employee landing page for the wider application plan.