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With the arrival of summer, millions of people are planning their holidays outside Europe. Road trips across the United States, renting a car in Thailand, driving through the roads of southern Morocco, or exploring Australia behind the wheel are experiences on many travelers’ bucket lists. What is often missing from that list is the document that makes it possible to drive legally in all those destinations.

The International Driving Permit (IDP) is just as essential for holiday travelers as it is for professionals in international mobility who need to travel in their destination country for work. In both cases, the consequences of not having it can be the same: being denied a rental vehicle at the airport, receiving fines from local authorities, or facing complications that ruin the start of a long-awaited trip.

The period of highest demand for this procedure coincides precisely with the months leading up to summer. Applying for it in advance is what makes the difference between arriving at your destination with everything in order or facing unnecessary problems.

What it is and what it is for

The International Driving Permit is a temporary document valid for one year and non-renewable. It allows Spanish drivers to legally drive a vehicle in countries outside the European Union, the European Economic Area, or countries that have bilateral circulation and transport agreements with Spain. It does not replace the national driving licence: it must always be presented together with the original valid Spanish driving licence.

Its validity is recognized in countries that have signed the 1949 Geneva Convention or the 1968 Vienna Convention, covering virtually all common travel destinations outside Europe, whether for tourism or professional travel.

The destinations where it is most needed

Among the countries where it is most commonly required or recommended to drive or rent a vehicle are the United States, Canada, Japan, Thailand, Australia, Morocco, Egypt, Turkey, the Dominican Republic, and the United Arab Emirates. Requirements vary depending on the destination: in some countries it is a formal requirement to rent a vehicle; in others, regulations differ by state or region; and in others, local authorities may request it even if it is technically not mandatory.

Spain’s General Directorate of Traffic (DGT) itself recommends always traveling with the International Driving Permit when driving outside the EU and EEA, even in countries that have bilateral agreements with Spain, in order to avoid complications. One specific case that surprises many travelers is Japan: although there is a bilateral treaty with Spain, reciprocal recognition of national driving licences is not included, making the International Driving Permit mandatory.

The practical conclusion is clear: if you are going to drive outside the European Union, applying for the International Driving Permit before traveling is the safest decision, regardless of your destination or the reason for your trip.

Validity and important considerations

The International Driving Permit is valid for one year and cannot be renewed. Since it is a temporary permit, anyone changing their residence to another country should seek information locally on how to exchange or register their licence according to the rules of the new country.

For professionals in international mobility relocating to a country outside the EU, this is particularly relevant: the Spanish International Driving Permit is not a permanent solution. Managing the driving licence in the destination country is one of the formalities that should ideally be resolved within the first weeks of the new stage abroad, although it is often postponed until an urgent need arises.

Another point worth anticipating for both holiday travel and professional assignments: if the Spanish driving licence expires while staying in a non-EU country, renewal must be requested through the nearest Spanish consulate.

The procedure: simple if handled in advance

The fee for the International Driving Permit is minimal, but what usually creates complications is leaving the process until the last minute. Gathering the correct documentation, verifying the requirements according to the applicant’s profile, and ensuring everything is in order before the travel date requires a process that should be started well in advance.

In the case of foreign workers residing in Spain, the required documentation also includes a residence permit or equivalent documentation, adding an additional verification step.

As members of the Official Association of Administrative Managers (Col·legi Oficial de Gestors Administratius), at Feliu N&I we process International Driving Permits quickly and without complications, both for individuals planning their holidays and for companies managing the international mobility of their employees abroad. We handle the entire process, advise you according to your specific destination, and help you avoid unnecessary travel and waiting times.

Do not leave this process until the last week before your trip. Contact us and we will solve it together.

www.feliu.biz | www.expatfeliu.com

Since 10 April 2026, the Schengen Area operates under an entirely new border control framework. The Entry/Exit System (EES) is an automated IT system for registering non-EU nationals travelling for a short stay, each time they cross the external borders of the 29 European countries using the system. Passport stamping is gone. Every entry and exit is now recorded digitally, together with the traveller’s biometric data.

For companies managing international workforce mobility into Europe, or for non-EU professionals who travel frequently across the Schengen Area, this change is not merely technological: it represents a fundamental shift in the level of enforcement and the consequences of any planning error.

What the EES records and who it affects

The system registers the person’s name, travel document data, biometric data including fingerprints and facial images, and the date and place of entry and exit. Refusals of entry are also recorded.

The EES applies to all nationals of countries outside the EU and the Schengen Area who travel for short stays, regardless of whether they require a visa. Holders of valid residence permits, long-stay visas and citizens of EU member states are outside the system’s scope. For non-EU professionals working in Europe under temporary assignment schemes, or those who combine presence across several Schengen countries throughout the year, the EES fundamentally changes how their time in the European area is monitored and enforced.

The 90/180-day rule is now automatically enforced with no margin for error

The 90-days-in-any-180-day-period rule is not new. What is new is how it is applied. Before EES, enforcement relied on manual passport stamps: a slow, error-prone process that was difficult to verify in real time. After EES, the system calculates days automatically with zero ambiguity. When a traveller arrives at passport control, the border agent or automated gate sees their exact status: days used, days remaining and their complete entry and exit history.

This has a direct implication for companies: any non-EU worker travelling to Europe under a short-stay arrangement must have the calculation of their Schengen days planned with precision. A poorly planned assignment can result in the worker being identified as an overstayer, someone who has exceeded their authorised length of stay, with consequences ranging from administrative fines to a ban on re-entry into the EU.

The consequences of overstaying under the new system

As of 10 April 2026, the EES replaces passport stamping, enabling the automatic detection of overstayers, travellers who have exceeded the maximum duration of their authorised stay. Once identified as an overstayer, the traveller’s data is automatically added to a list accessible to border control authorities, immigration officers and visa-issuing staff across all Schengen countries.

The specific consequences vary by national legislation but may include removal from the territory, financial penalties, administrative detention or refusal of future entry into the EU. These are consequences that cannot be resolved with an explanation at the airport: once an overstay is recorded in the system, correcting the situation requires a formal process before the competent authorities and, in many cases, specialist legal advice.

More change ahead: ETIAS is coming in late 2026

The EES is not the only change to the Schengen access framework. From the end of 2026, visa-exempt non-EU nationals will need to apply for an ETIAS authorisation, a new electronic travel permit, before entering the European Schengen Area. ETIAS is similar to the US ESTA or the UK ETA: it is not a visa, but it is a pre-travel requirement that must be processed online before each journey.

For companies managing frequent assignments of American, Canadian, Australian or Japanese nationals to their European operations, this new requirement adds a further layer of advance preparation that must be built into mobility protocols before the system goes live.

What companies need to have in place now

The shift is clear: Europe has moved from a manual, reactive border control system to one that is digital, automated and operating in real time. Companies that have until now managed non-EU worker assignments to Europe with informal day-count tracking or last-minute planning are operating in an environment where the margin for error has been eliminated.

Reviewing international mobility programmes, updating protocols for non-EU worker assignments and anticipating the impact of ETIAS on established travel routes are tasks that cannot be left until the first problem arises. Because with EES fully operational, the first problem is already recorded in a pan-European database.

At Feliu and ExpatFeliu, we support companies and professionals in the comprehensive management of their international mobility in Europe, including Schengen day-count analysis, planning of non-EU worker assignments and adaptation to the new requirements of both the EES and the forthcoming ETIAS. Contact us for a personalised consultation.

www.feliu.biz | www.expatfeliu.com

The temporary transfer of workers within the European Union remains one of the main tools used by companies to execute international projects, provide cross-border services, or coordinate operations between different entities within the same corporate group.

However, intra-community worker mobility is subject to an increasingly demanding regulatory framework, particularly following the amendments introduced by European legislation on posted workers.

In Greece, the transposition of the EU legal framework in this area has been carried out through several presidential decrees establishing specific obligations for all European companies wishing to temporarily deploy workers to the country.

In this context, proper project planning is essential, as Greek labor authorities have progressively strengthened their control and inspection mechanisms regarding foreign companies providing services on their territory.

When is a worker considered to be posted to Greece?

Greek legislation on posted workers applies primarily in the following situations:

• Companies providing services in Greece under a contract with a local client;
• Intra-group transfers within the same corporate group;
• Assignments carried out by temporary employment agencies to entities established in Greece.

In all cases, an effective employment relationship between the home company and the posted worker must exist throughout the entire period of service abroad.

Main obligations for companies posting workers to Greece

Companies temporarily posting workers to Greece must ensure compliance with certain working conditions established by Greek law for the entire duration of the workers’ stay in the country. Among other obligations, companies must assess, and where applicable align with:

• The minimum wage conditions generally applicable in Greece;
• Collective agreements that may apply depending on the activity to be carried out in the country;
• Obligations regarding working hours and rest periods;
• Conditions relating to annual leave, equal treatment, and occupational health and safety;
• Administrative formalities and mandatory notifications to the designated labor authorities.

Additionally, one of the most sensitive aspects is that applicable obligations may vary significantly depending on the sector of activity, the specific duration of the service provision, and the type of project to be developed in Greece. For this reason, a pre-deployment analysis is key to minimizing risks and avoiding potential administrative penalties arising from labor or documentary non-compliance.

The importance of advance planning

In practice, many issues arise not from the impossibility of deploying workers, but from insufficient planning before the project begins. The absence of a preventive analysis can generate significant risks for companies, including:

• Penalties for labor non-compliance;
• Documentary deficiencies during inspections;
• Incorrect application of the collective agreement actually applicable to the activity performed.

Planning to post workers to Greece? Our support:

At Feliu N&I, we assist national and international companies in the planning and comprehensive management of temporary worker postings within the European Union.

Our multidisciplinary team, specialized in international mobility, corporate immigration, and international labor law, advises companies at every stage of the process:

• Prior feasibility analysis;
• Review of applicable labor obligations in Greece;
• Immigration planning;
• Document preparation and administrative compliance;
• Collective agreement analysis;
• Assessment of tax and social security risks.

We also continuously monitor regulatory developments and legislative changes affecting the international mobility of workers, enabling companies to operate with greater legal certainty and minimize risks during the execution of international projects.

For more information on the temporary posting of workers to Greece and obligations under posted worker regulations, our team is at your disposal.

www.feliu.biz | comunicacion@feliu.biz

Today, 15 April 2026, Royal Decree 316/2026 has been approved, amending the immigration regulations and establishing an extraordinary administrative regularisation process for migrants residing irregularly in Spain. This measure, which will remain in force until 30 June 2026, represents a key opportunity to regularise the situation of thousands of individuals and may have a significant impact on companies managing international talent.

What does the new regularisation involve?

The new decree allows migrants in an irregular situation to obtain a residence and work authorisation through an extraordinary procedure. Applications may be submitted online starting tomorrow, 16 April 2026, and in person by appointment from 20 April. The deadline for submitting applications is 30 June 2026.

One of the main requirements is that applicants must have remained in Spain continuously for the five months prior to submitting the application. In addition, they must have been present in Spain before 1 January 2026. This means that only those who meet both time-related requirements will be eligible for regularisation. When submitting the application, applicants must provide documentation proving their stay in Spain.

Applicants must also have no criminal record in Spain or in any country where they have resided during the last five years. They must submit a criminal record certificate duly legalised or apostilled, with a sworn translation if required.

Additional requirements

The Royal Decree also establishes other key requirements:

• Be of legal age.
• Be in an irregular situation in Spain, meaning not holding any valid stay or residence authorisation.
• Not be in the process of applying for an extension, renewal, or modification of a stay or residence permit.

In addition, regularisation may be requested under one of the following three circumstances:

1. Having worked in Spain, either as an employee or self-employed, or having a job offer.
2. Having family ties, such as minor or dependent children or dependent ascendants.
3. Demonstrating a situation of vulnerability that justifies the regularisation request.

Additional benefit: provisional authorisation to work

One of the most relevant measures of this regularisation process is that, once the application is submitted, applicants will receive a confirmation of initiation of the procedure, which will include provisional authorisation to reside and work in Spain.

If the application is rejected, the provisional work authorisation will be automatically withdrawn. Therefore, it is essential that applicants meet all the established requirements to avoid losing this authorisation.

Pending “arraigo” applications: how does this affect current cases?

An important aspect is that applications for residence authorisation based on “arraigo” (social roots) that are already in process will be resolved favourably, provided that the requirements for the extraordinary regularisation are met. This offers a solution for migrants who have already started their regularisation process but have not yet received a decision.

How does this measure impact companies?

The approval of this extraordinary regularization is especially relevant for companies planning to hire foreign talent currently residing in Spain without legal status and therefore ineligible for employment. If any of these candidates meet the established requirements, they will be able to regularize their legal status in Spain and be hired.

If your company has employees who could benefit from this regularisation or if you are considering hiring new international workers under this framework, it is important to be aware of the deadlines and requirements for submitting applications. At Feliu N&I, we provide comprehensive advice and support in managing these procedures, ensuring that your employees can regularise their status in accordance with current regulations.

Our team specialised in global mobility and immigration handles the entire process: from document preparation to application follow-up.

If you need further information or personalised assistance, please do not hesitate to contact us. We are here to help you manage the entire process efficiently and in full compliance with the law.

www.feliu.biz | www.expatfeliu.com

Malta has been steadily consolidating its position as one of the most solid destinations in the European Union for international professionals, investors and families seeking to establish themselves in a stable environment with a high quality of life and full access to the European single market.

For an international professional or a company evaluating where to base its next European operation, these indicators are not abstract data points: they are the economic context in which professional and personal life will unfold over the coming years.

A labour market that attracts international talent and needs it

One of the most relevant aspects of Malta’s current moment is the state of its labour market. The country records an unemployment rate close to zero, projected to remain around 3.2% over the coming years, well below the Eurozone average of 6.5%. This near-full employment has a direct consequence for international professionals: Malta needs external talent to sustain its growth.

Sectors such as financial services, technology, online gaming, maritime logistics and high-value tourism continuously generate demand for qualified profiles that the local market cannot fully supply. For professionals with experience in these areas, Malta is not only an attractive destination from a lifestyle perspective, it is a market where their skills are in genuine demand.

However, accessing that market correctly, with the appropriate immigration documentation, an optimised tax structure and the most suitable residency scheme for each individual profile, requires precise knowledge of Malta’s regulatory framework and its particularities relative to the rest of the EU.

Malta in the EU: real advantages that need to be properly activated

Malta’s membership of the European Union and the Eurozone is one of its most valued assets for those considering relocation. It means freedom of movement, access to the single market, a common currency and a legal framework aligned with European standards. For nationals of non-EU countries, Malta also offers specific residency pathways and programmes that may be particularly attractive depending on the applicant’s profile.

But EU membership does not eliminate immigration complexity: it simplifies it in some cases and specifies it in others. Registration requirements, available residency programmes, the tax implications of the move, including the possible application of special regimes for new residents, and the management of employment status are all elements that vary depending on nationality, family situation and the type of professional activity involved.

Making the decision to relocate to Malta without having first analysed these factors can mean forfeiting significant tax advantages, incurring unforeseen obligations, or simply facing a longer and more costly process than necessary.

What a relocation to Malta involves in practice

A well-managed international relocation does not begin with searching for housing or booking a flight. It begins with an analysis of the starting position: nationality, current tax residency, employment situation, family structure and the objectives of the move. From there, the most appropriate immigration and tax roadmap is defined.

In the specific case of Malta, some of the aspects that require expert analysis before any decision is taken include the choice of the most suitable residency programme for the individual profile, the implications of the move for Spanish or home-country tax residency, the management of Social Security status during the transition period, and the specific documentation requirements of the Maltese registration process.

Each of these elements has timelines, conditions and consequences that are better understood before the process begins, not during it.

Are you considering Malta as your next professional or residential destination?

At Feliu N&I, we support international professionals and companies across all legal, tax and mobility aspects related to relocation to Malta and other European destinations. Whether you are in the evaluation phase or already have a move date in mind, the right time to address these matters is before making decisions that are difficult to reverse.

Contact us for a personalised consultation.

www.feliu.biz | www.expatfeliu.com

Immigration New Zealand (INZ) has confirmed a series of significant policy changes that will affect visa processing, employer accreditation and minimum wage thresholds throughout 2026. For companies with employees working in New Zealand under the Accredited Employer Work Visa (AEWV) scheme, or those planning to place staff in the country this year, these changes are not administrative background noise, they are operational risks that require immediate attention.

New Zealand has, over the past few years, become one of the more active destinations for international workforce deployment, particularly in the engineering, construction, technology and healthcare sectors. The 2026 policy update reinforces a clear direction from INZ: faster processing on one side, significantly tighter compliance scrutiny on the other. Companies that are not prepared for both sides of that equation simultaneously will encounter problems.

Faster processing does not mean easier processing

INZ has improved its internal systems and is now handling visa applications more efficiently across most categories, including employer accreditations and job checks. On the surface, this sounds like good news for workforce planning. In practice, it raises the bar considerably.

Faster processing means that incomplete or inconsistent applications reach a decision point more quickly and that decision may be a refusal. The margin for error that slower timelines previously allowed has effectively been removed. Every document, every piece of supporting evidence, every declared condition in a job offer must be accurate and complete at the moment of submission.

For companies managing multiple AEWV applications simultaneously, or those dealing with urgent placements, this shift demands a level of preparation and internal coordination that many HR teams are not currently structured to provide on their own.

The April 2026 wage threshold change: a hard deadline with direct visa consequences

Effective 1 April 2026, New Zealand’s minimum wage rises to NZD $23.95 per hour. Any AEWV application submitted on or after that date must reflect this updated rate, regardless of when the role was originally advertised or the offer letter was issued.

This is not a grace period situation. Applications that reference wage rates below the new threshold will be refused. For companies with recruitment processes already underway, particularly those where offer letters have been issued, onboarding is in progress, or visa applications are being prepared, the 1 April date is a hard operational deadline that affects documentation across the entire process.

Managing this transition correctly involves more than simply updating a number on a letter. It requires a coordinated review of all active applications, pending offers and recruitment pipelines to identify exposure and take corrective action before the deadline passes.

INZ is actively auditing employer compliance and the numbers are concerning

One of the most significant signals in INZ’s 2026 announcement is the confirmation that post-decision reviews and employer audits have been intensified. INZ is actively verifying whether employers have genuinely engaged with Work and Income New Zealand as part of the job check process, a requirement that exists to demonstrate that local recruitment options were genuinely exhausted before turning to migrant workers.

A recent INZ review found that approximately 15% of employers had not fulfilled this requirement adequately. That is not a minor footnote. It means that a substantial proportion of companies currently holding accreditation may be exposed to compliance risk, risk that can materialise in the form of delayed accreditation renewals, additional evidence requests, or, in more serious cases, jeopardised accreditation status altogether.

The practical implication is clear: having obtained accreditation in the past does not guarantee that current practices will withstand renewed scrutiny. The standards are being applied more rigorously, and companies that have relied on internal processes established under less demanding conditions may find those processes no longer sufficient.

What this means for your mobility and HR teams

The cumulative effect of these three changes, tighter scrutiny, faster timelines and a wage threshold update, creates a compliance environment that is considerably more demanding than what many companies have been operating in. The margin for reactive management is shrinking. Companies that address these changes proactively will navigate 2026 without disruption. Those that do not may face refusals, delays and accreditation complications at precisely the moment they are trying to deploy or retain key personnel.

Getting this right requires specialist knowledge of New Zealand’s immigration framework, up-to-date understanding of INZ’s current enforcement priorities and the operational capacity to manage documentation, timelines and employer obligations in parallel. It is not a task that sits comfortably within a generalist HR function.

Does your company need to relocate staff to New Zealand or are you planning to hire workers in New Zealand this year?

At Feliu N&I, we work with companies managing complex international mobility programmes across multiple jurisdictions. If New Zealand is part of your workforce picture for 2026, whether you are managing existing AEWV holders, planning new placements, or preparing for accreditation renewal, we can help you assess your current position and ensure your processes are structured to meet INZ’s updated requirements.

The right time to review your exposure is before a refusal or an audit, not after.

Contact us for a personalised consultation.

www.feliu.biz | www.expatfeliu.com

Syria has opened its doors to Spanish nationals under a new visa policy in force since January 2025. For Spanish companies with active projects or in the evaluation phase in the country, this opening represents a genuine opportunity, but also a new and specific immigration landscape, with requirements and timelines that leave no room for improvisation.

The context is significant: in 2025, the Syrian transitional government has signed memoranda of understanding with foreign companies worth 14 billion US dollars across sectors including infrastructure, international airport, energy, urban transport and residential construction. The European Union, for its part, lifted all economic sanctions on Syria on 28 May 2025 through Council Implementing Regulation (EU) 2025/1094, removing the restrictions that had blocked European companies from operating in the country for over a decade. The Syrian market is, technically and legally, open to Spanish business.

But an open market does not mean a straightforward one. And managing the mobility of the personnel who will deliver those projects is one of the first operational bottlenecks companies encounter.

A new visa regime, but with conditions that need to be properly understood

The new access policy allows entry via visa on arrival or e-visa. It sounds simple. In practice, it is not, not for a company that needs to plan technical missions with fixed dates, specific worker profiles and guaranteed regulatory compliance.

The right type of visa, the appropriate entry method, the actual processing timelines, the documentation that must accompany the worker and the restrictions affecting certain profiles or passports are all variables that must be assessed case by case. A processing error cannot be resolved at the airport: it may result in denied boarding and a delayed project.

Furthermore, the fee structure has already been revised twice during 2025, and processing timelines can extend to several weeks depending on the traveller’s profile. Planning workforce mobility to Syria using the same tools one would apply to a European destination is a mistake with direct operational consequences.

Air access carries a prior requirement that many companies are unaware of

One of the most critical points, and least known among companies approaching this market for the first time, is that a visa on arrival does not allow travellers to arrive at the airport without prior documentation when travelling by air. There is an approval procedure that must be completed before the flight. Without that document, the airline will deny boarding.

Processing times for this approval can reach three to four weeks in certain cases. It is not a procedure that can be resolved in a matter of days when there is urgency involved. And urgency, in international technical projects, is frequently the norm.

Knowing this requirement in advance, and having an established process to handle it with full guarantees, is part of the value that a specialist international mobility team brings to companies operating in complex markets.

Beyond the visa: what a company needs to have resolved

The visa is the first barrier, but not the only one. Companies deploying technical staff to Syria under medium or long-term projects must have addressed, among others, the following:

• Social Security compliance for posted workers in a country with which Spain has no bilateral agreement currently in force.
• Tax treatment of the worker during the assignment and applicable withholding obligations.
• Contractual framework for the posting: assignment letter, return conditions, mandatory insurance coverage.
• Risk management in an environment where the Spanish Ministry of Foreign Affairs maintains permanent travel alerts and where local healthcare infrastructure cannot guarantee adequate medical attention.
• Adaptation of the company’s mobility protocol to the country’s specific conditions: passport restrictions, local registration obligations, regulatory variability.

None of these elements is optional. And all of them must be resolved before the first employee steps onto a plane.

Is your company evaluating projects in Syria, or do you already have staff on the ground?

At Feliu N&I, we have over 20 years of experience managing the international mobility of Spanish companies in complex markets. We know that every destination has its own particularities, and Syria, at this moment of transition, combines opportunity and complexity in a way that requires expert guidance from day one.

Whether your company is evaluating projects in Syria, already has personnel deployed there, or simply wants to have a mobility protocol in place before the first contract arrives, the time to address these matters is now, not once a flight has already been booked.

Contact us for a personalised consultation. We will analyse your specific situation and provide a mobility plan tailored to the needs of your project.

www.feliu.biz | www.expatfeliu.com

On 29 January 2026, the European Commission published Recommendation (EU) 2026/311, focusing on attracting talent to strengthen innovation within the European labour market.

Through this document, the Commission highlights the strategic need to attract and retain third-country nationals with high qualifications or strong innovative potential as a key element to sustain economic growth, reinforce competitiveness and consolidate the European Union’s technological leadership.

The attraction of international talent is particularly relevant in sectors considered critical for European competitiveness and strategic autonomy. Among these, the Commission explicitly identifies:

• Information technologies
• Communications
• Artificial intelligence
• Advanced materials manufacturing
• Cybersecurity
• Biotechnology

This initiative forms part of a broader vision: positioning the European Union as an attractive and stable environment for the development of high value-added projects and for the consolidation of highly specialized professional profiles.

The Commission’s statement comes at a particularly sensitive moment for the European economy. The initiative is justified by the persistent shortage of skilled labour in sectors that are strategic for the development and competitiveness of the internal markets of the Member States.

Available data show a worrying trend: since 2015, the shortage of qualified personnel has doubled, and without corrective measures the deficit of talent in the identified critical sectors is expected to continue increasing.

Among the structural causes of this situation, the Commission highlights the obstacles that prevent the full use of the potential of third-country nationals. Although highly qualified professionals are available worldwide, complex migration procedures, regulatory fragmentation and limited coordination among Member States continue to represent significant barriers to planning and implementing labour mobility to the European Union.

In this context, the Recommendation calls on Member States to strengthen cooperation with partner countries in order to improve talent attraction and facilitate both the relocation and effective integration of skilled professionals into the European labour market.

Enhanced cooperation is presented as a key instrument to:

• Build mutual trust between countries of origin and destination
• Simplify and harmonise migration procedures
• Reduce the existing regulatory fragmentation among Member States

The Commission also identifies structural shortcomings that currently reduce the EU’s attractiveness as a professional destination:

• Slow processing of visas and permits
• Limited access to consulates abroad
• Lack of clear, transparent and easily accessible information on immigration requirements

In practice, these factors often lead highly qualified professionals to choose other markets that offer faster and more predictable procedures, diverting both investment and human capital away from the European Union.

As a response, the Commission proposes a range of measures and invites Member States to adopt concrete initiatives aimed at reducing administrative barriers, accelerating procedures and strengthening the competitiveness of the European labour market in attracting international talent.

Measures to speed up visa processing

The Commission stresses the need to facilitate both the submission and assessment of applications for long-term visas and residence permits. Member States are encouraged to move towards procedures that are:

• Faster and with predictable processing times
• Fully digitalised
• Transparent and easy to understand, particularly for applicants abroad

The objective is to reduce administrative burdens and improve the applicant’s experience, thereby increasing the EU’s attractiveness as a professional destination.

Measures to simplify admission conditions

According to the Commission’s recommendations, Member States should reduce the number of documents required when submitting visa applications, limiting requirements to those strictly necessary. Legislators are also encouraged to promote dialogue aimed at aligning requirements across different countries in order to facilitate intra-European mobility.

With specific reference to the EU Blue Card, which is designed for highly qualified workers, Member States are invited to consider reducing salary thresholds for occupations or sectors currently experiencing structural labour shortages.

Measures to streamline admission procedures

The Recommendation also focuses on simplifying documentation requirements. Member States are encouraged to limit documentation requests to those strictly necessary for the evaluation of applications, avoiding duplication and disproportionate administrative burdens.

Greater alignment between national frameworks is also promoted in order to reduce regulatory differences that currently hinder the mobility of highly qualified professionals within the EU.

Review of salary thresholds under the EU Blue Card

With regard to the EU Blue Card — a mechanism designed to attract highly skilled workers — the Commission encourages Member States to consider lowering salary thresholds in sectors or professions affected by structural shortages.

This measure aims to better adapt the instrument to current labour market realities and increase its effectiveness as a tool for attracting talent in strategic areas.

Measures to strengthen administrative capacity

The Commission identifies the limited operational capacity of certain national administrations as a critical issue. Consequently, it recommends that Member States:

• Increase human and technical resources dedicated to migration procedures
• Expand the availability of appointments and reduce waiting times
• Improve internal administrative management in order to shorten processing times

The objective is to ensure that third-country workers can regularise their situation within reasonable timeframes and with greater legal certainty.

The Commission also emphasises the importance of investing in the specialised training of staff within the competent authorities, in order to improve the technical quality of assessments, harmonise decision-making criteria and strengthen the overall efficiency of the system.

Our support

At Feliu N&I, we understand that attracting international qualified talent is not merely an operational matter but a strategic factor for business growth. For this reason, we provide comprehensive advisory services to our clients in the identification, hiring and mobility of highly qualified professionals, regardless of their country of origin.

We continuously monitor legislative developments and regulatory changes affecting international mobility, both in Spain and across the European Union, as well as in other relevant jurisdictions. This approach allows us to provide updated and structured advice, supporting informed decision-making with full legal certainty.

Our multidisciplinary team, specialised in corporate immigration, visas and work permits, supports companies throughout every stage of the process: initial feasibility assessment, migration planning, document preparation, submission of applications and follow-up until resolution.

For detailed information regarding the hiring of foreign qualified professionals in Spain or assistance with the processing of permits for highly skilled professionals, please feel free to contact our teams.

www.feliu.biz │ www.expatfeliu.com

The Dutch Government has announced a major reform of the Highly Skilled Migrant Scheme (kennismigrantenregeling), the system that enables the Netherlands to attract highly qualified professionals from outside the European Union. The goal of this reform is to maintain the Netherlands as an attractive hub for international talent while preventing misuse of the system and strengthening control over labor migration.

Main proposed changes in the regulation

1. Increase in salary thresholds
   • Professionals aged 30 and over: the minimum gross monthly threshold remains €5,688, in line with the EU Blue Card standard.
   • Professionals under 30: the required salary will rise to approximately €4,551, up from the current €4,171.
   • Recent graduates: the current threshold of €2,989 will be revised to align with the average salary of Dutch graduates (between €3,373 and €4,231 depending on education level).

In addition, the duration of reduced thresholds will be restricted:

• Upon turning 30, the higher threshold will automatically apply.
• Recent graduates may benefit from the reduced threshold for a maximum of three years after completing their studies, even if they change employers.

1. Stricter requirements for sponsoring companies
   Companies wishing to maintain their recognized sponsor status with the Immigration and Naturalisation Service (IND) will be subject to more thorough checks regarding their financial solvency, stability, and credibility.
   • The IND may withdraw sponsor status if a company has not applied for a highly skilled migrant permit for two consecutive years (previously three).
   • The salary compliance test will be reinforced, in coordination with the Employee Insurance Agency (UWV), to ensure that the conditions offered to highly skilled migrants are truly in line with market standards.
2. Objectives and next legislative steps
   With these measures, the Dutch government aims to continue attracting high-level professionals, prevent fraudulent hiring practices, and maintain a sustainable balance in migration flows.
   The reforms have been submitted to Parliament and are subject to consultation with the Social and Economic Council (SER). Some provisions may be enacted through Royal Decrees, though the main elements of the reform are not expected to take effect for at least a year.

Impact on employers and international workers

These reforms represent a significant shift for Dutch companies employing international talent. Employers will need to adjust salary policies, update employment contracts, and regularly verify their recognized sponsor status.
For foreign professionals interested in moving to the Netherlands, access to the program will become more demanding, making it essential to carefully assess compliance with the new salary thresholds and sponsorship requirements.

How Feliu N&I can help you prepare

At Feliu N&I, we specialize in international mobility, immigration, and global taxation. This regulatory change in the Netherlands may affect both companies seeking to attract foreign talent and professionals planning to develop their careers there.

We can assist you with key aspects such as:
• Reviewing employment contracts and ensuring compliance with the new salary thresholds.
• Managing recognized sponsor status with the Dutch authorities.
• Migration and tax planning for seconded employees.
• Comprehensive support for immigration procedures and labor compliance.

Our team of specialists can help you anticipate the impact of these reforms and ensure that your organization or professional project is fully aligned with upcoming Dutch regulations. Contact Feliu N&I, and we will guide you through every step of the process.

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The mobility of third-country national workers in the context of the provision of services within the European Union continues to be a complex legal field, marked by the coexistence of immigration obligations arising from European rules and national systems. In this context, the judgment of the Court of Justice of the European Union in case C–540/22 SN provides decisive clarification regarding the limits and scope of the freedom to provide services within the Schengen Area, with a specific focus on the labour mobility of third-country nationals.

The core of the Court’s analysis focuses on determining whether Articles 56 and 57 of the TFEU can generate a derived right of residence for third-country workers temporarily posted to another Member State. The Court’s conclusion is very clear: the freedom to provide services established in Article 56 TFEU does not, in itself, confer an autonomous right of residence on third-country workers.

According to the content of Article 56 TFEU, the freedom to provide services protects the economic activity of the undertaking providing the service, but does not automatically alter the individual legal status of the worker for immigration purposes. Consequently, the fact that a company operates lawfully in another Member State does not imply that its third-country workers are exempt from complying with the immigration requirements established by the national legislation of the host State.

Additionally, the Court addresses a key operational issue for companies’ strategic planning: the duration of the posting.

• In the case of short stays (less than 90 days within a 180-day period), the Schengen Borders Code allows for intra-European mobility without the need to obtain additional residence and work permits;

• Where the stay of third-country workers in the host Member State exceeds this period, Member States may require the obtainment of a residence permit.

The power of Member States to impose additional obligations or require residence and work permits is not absolute, but is subject to the principle of proportionality, which acts as a limit on Member States. Additional immigration procedures adopted by each Member State must not duplicate checks already carried out under other obligations arising from EU legislation on the provision of services, such as posting declarations under the EU Posted Workers Directive.

According to the CJEU, it is essential that Member States ensure that their internal systems are consistent with the logic of cross-border service provision. The procedures established by the competent authorities of the different EU countries must be:

• Efficient

• Predictable

• Adapted to the temporary nature of worker postings

The relevance of the CJEU judgment lies in the balance it establishes.

While it validates the possibility of imposing certain additional requirements, it warns that their application may result in concrete obstacles that, in practice, restrict the freedom to provide services for EU companies. In reality, administrative procedures across different Member States show significant dysfunctions: fragmented competences, lack of coordination between authorities, excessive processing times, and documentary requirements that fail to take into account the specific needs of companies.

From a business perspective, these limitations translate into concrete operational risks:

• Delays in project execution;

• Potential breaches of contractual obligations with clients;

• Difficulties in planning the international mobility of personnel

In this context, the judgment does not expand the residence rights of posted workers, but it does redefine the framework within which Member States may regulate them. For companies, this implies the need to adopt a more strategic approach, combining regulatory compliance with a critical analysis of national administrative practices.

Our support

At Feliu N&I, we understand the challenges companies face when reconciling their operational needs with the various immigration requirements established by Member States, especially in planning the posting of third-country national workers.

We are fully aware that the key to effective management lies in anticipating the requirements of the host country and properly integrating administrative timelines into project planning. In this regard, we continuously support companies in adopting a strategic approach, based on tailored audits that align their business needs with the applicable immigration requirements in each Member State.

Our multidisciplinary team, specialised in corporate immigration, visas and work permits, supports companies at every stage of the worker posting process: prior feasibility analysis, immigration planning, document preparation, application submission, and follow-up until resolution.

We continuously monitor legislative developments and regulatory changes impacting international mobility, both in Spain and across other EU countries. This approach enables us to provide up-to-date and structured advice, facilitating decision-making with full legal certainty.

For detailed information on immigration, labour and tax requirements for posting third-country workers for the provision of services within the European Union, please feel free to contact our teams for any assistance you may need.

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