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Germany has announced an important update to the salary thresholds required for the EU Blue Card, the residence and work permit designed for highly qualified professionals from non-EU countries. These new thresholds will apply from 1 January 2026 and will affect both the standard EU Blue Card category and the reduced-threshold category for shortage occupations.

The EU Blue Card remains one of the most relevant tools for attracting highly skilled international talent, particularly in European labour markets facing structural shortages of qualified professionals. As one of the countries that issues the largest number of Blue Cards within the European Union, Germany periodically reviews and adjusts its salary requirements to ensure alignment with national labour conditions and with the country’s economic environment. This process seeks to maintain fair remuneration standards for incoming talent while supporting the needs of sectors with significant labour gaps.

According to the latest update, the minimum annual salary for the regular EU Blue Card will increase to EUR 50,700 as of 1 January 2026. This threshold applies to most highly qualified occupations that are not classified as shortage professions. In practical terms, any employer in Germany wishing to hire a non-EU professional under the standard EU Blue Card route must offer at least this salary level in order for the application to be eligible.

At the same time, Germany maintains a reduced threshold for certain shortage occupations, commonly referred to as the Small Blue Card category. This applies to fields experiencing particularly high demand for qualified professionals, including information technology, engineering, natural sciences, and healthcare. For these occupations, the updated minimum annual salary requirement from 1 January 2026 will be EUR 45,934.20. The reduced threshold exists precisely to facilitate the recruitment of international talent in areas where the domestic supply of workers is insufficient to meet the needs of the labour market.

This dual-threshold system allows Germany to strike a balance between maintaining competitive and fair salary standards for international professionals and addressing critical labour shortages in essential sectors. It also helps ensure that Germany continues to attract qualified workers while preserving alignment with national wage structures.

The implementation of these new thresholds has direct implications for companies currently employing EU Blue Card holders as well as for those planning to hire international talent in 2026. Employers must carefully review the remuneration packages they offer to ensure they meet the updated minimum salary requirements. Failure to comply may lead to delays in processing, requests to amend employment contracts, or potential rejection of the application by the authorities. For this reason, companies are strongly encouraged to assess their offers in advance of the new thresholds taking effect.

This regulatory update also presents an opportunity for organisations to review their internal procedures relating to international recruitment and mobility. Maintaining compliance with evolving immigration requirements is essential not only to avoid administrative complications but also to ensure competitiveness in attracting highly skilled talent. For sectors such as technology, engineering, and healthcare—where competition for talent is global—being prepared for regulatory changes is crucial.

At Feliu N&I, we have extensive experience in international mobility, corporate immigration, tax compliance, and advisory services for multinational companies. We support both organisations and professionals in adapting to the new German EU Blue Card requirements and in managing all phases of international hiring processes.

Whether your organisation needs to assess the impact of these updates, implement internal adjustments, or begin new international recruitment procedures in accordance with the 2026 requirements, Feliu N&I is ready to provide tailored, expert support.

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In recent years, remote work has profoundly transformed the way professionals approach their working lives. This structural shift has given rise to a global phenomenon: digital nomads, individuals who leverage new technologies to perform their jobs from anywhere in the world. Following the well-established success of destinations such as Bali or Thailand, Vietnam is now emerging as a solid, attractive, and sustainable alternative for those seeking a safe, affordable, and culturally enriching environment from which to work.

A more flexible legal and migration framework for expatriates

Until recently, obtaining visas was one of the main obstacles for those wishing to work remotely from Vietnam. However, the country has made significant progress in updating its immigration legislation. Today, there are several visa options tailored to different profiles, including short-stay 90-day visas, business visas, and temporary residence permits for expatriates.

These measures demonstrate the Vietnamese Government’s commitment to attracting international talent and promoting professional mobility, an essential step toward consolidating Vietnam as a leading destination in the region.

A high standard of living at a reduced cost

One of Vietnam’s most appealing features is its excellent value for money. Foreign professionals can live comfortably in major cities on an approximate monthly budget of between €800 and €1,200, including accommodation, transportation, food, and leisure.

Local cuisine is a core element of everyday life. Eating at street stalls or small traditional restaurants allows residents to enjoy fresh, authentic dishes for less than two euros. In addition, wellness services such as massages, spa treatments, and personal care are highly affordable, making it easier to maintain a healthy work–life balance and overall physical and mental well-being.

Culture, hospitality, and incomparable landscapes

Living in Vietnam means constant immersion in a rich and diverse culture. The blend of ancient traditions, urban modernity, and genuine hospitality creates a truly unique atmosphere. The vibrant flow of motorbike traffic, colorful local markets, and the ever-present smiles of the Vietnamese people are part of the country’s daily charm.

Vietnam also offers extraordinary geographical diversity: from the northern mountains (Sapa, Ha Giang) and the rice fields of Ninh Binh, to the central beaches (Hue, Da Nang, Hoi An) and the dynamic south (Ho Chi Minh City and the Mekong Delta). Opportunities for outdoor activities are virtually endless.

Ready to start your digital nomad experience in Vietnam?

At Expat Feliu, we specialize in comprehensive advisory services for international professionals and digital nomads. We support you at every stage of the process, from visa and residence permit management to international taxation, health coverage, and relocation services in your new destination.

If you are considering taking the step to settle in Vietnam, or any other country, our team of experts will guide you to do so safely, legally, and efficiently.

📩 Contact us and discover how we can help you live and work abroad with complete peace of mind.

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As of November 2025, the European Union has applied more restrictive criteria for granting multiple-entry Schengen visas to Russian citizens who reside in the Russian Federation and submit their applications from there. This is not a general ban, but it does represent a significant limitation affecting certain profiles and situations.

What has the European Commission decided and why is it relevant?

On 6 November 2025, the European Commission—the executive body of the European Union responsible for implementing EU legislation and common policies, currently chaired by Ursula von der Leyen—adopted a decision introducing stricter rules for the issuance of multiple-entry Schengen visas to Russian citizens.

This decision specifically affects Russian nationals who reside in the Russian Federation and apply for a visa from within the country.

What is a multiple-entry Schengen visa?

A multiple-entry Schengen visa allows the holder to enter and exit the Schengen Area several times during its period of validity, provided that the maximum stay of 90 days within any 180-day period is respected.

This type of visa is commonly issued to individuals who travel frequently for professional, family, or personal reasons.

Which types of visas are affected by this decision?

The measure applies to short-stay Schengen visas, both for tourism and business purposes, when requested as multiple-entry visas.

It is not a general suspension of visas nor a ban on entry into the Schengen Area, but rather a specific limitation on the granting of visas that allow multiple entries.

What is the reason for tightening these rules?

The European Commission considers that developments arising from the conflict between Russia and Ukraine have altered the security risk profile associated with certain visa applications submitted by Russian nationals.

For this reason, Member States are required to apply stricter criteria and a higher level of scrutiny in order to mitigate potential risks to the public and internal security of the European Union.

Who does this decision apply to exactly?

The decision applies exclusively to applications submitted by:

• Russian nationals
• Who reside in the Russian Federation
• Who apply at Schengen State consulates located in Russia
• Who request a short-stay Schengen visa

What if I am a Russian citizen but reside outside Russia and apply from another country?

In this case, the decision does not apply.

The new rules apply solely to applications submitted by Russian citizens residing in the Russian Federation and applying from within the country. Russian nationals who legally reside in another country and apply for a Schengen visa at a consulate outside Russia will continue to be subject to the general rules of the Schengen Visa Code, without prejudice to the individual assessment carried out by the consular authority in each case.

Which countries apply these new rules?

The new rules apply in the following States:

• Belgium, Bulgaria, Croatia, Czech Republic, Germany, Estonia, Greece, Spain, France, Italy, Cyprus, Latvia, Lithuania, Luxembourg, Hungary, Malta, the Netherlands, Austria, Poland, Portugal, Romania, Slovenia, Slovakia, Finland, and Sweden.

They also apply in Norway, Iceland, Switzerland, and Liechtenstein.

Does this mean that multiple-entry visas are no longer granted to Russian citizens?

No. The decision does not completely eliminate the possibility of obtaining a multiple-entry visa, but it limits their issuance to specific profiles considered to be lower risk.

In practice, this means that:

• Fewer multiple-entry visas will be granted
• Single-entry visas or visas with shorter validity periods will be prioritised
• Each application will be subject to more stringent scrutiny

Who is exempt from this restriction?

The decision establishes two main categories of exemptions.

1. Who qualifies as close family members?

Close family members of EU citizens or of Russian citizens legally residing in a Member State may be eligible for a multiple-entry Schengen visa. Close family members are considered to be:

• Spouses or registered partners
• Children under the age of 21, whether their own or those of the spouse or partner
• Parents

In these cases, the visa may be granted for up to one year, provided that the applicant has obtained and lawfully used three visas within the previous two years.

2. Which transport workers are included?

Transport workers applying for a visa in the course of their professional activity are also exempt, including:

• Seafarers
• Truck drivers
• Bus drivers
• Railway crew members

For this group, the visa may be granted for up to nine months, provided that the applicant has obtained and lawfully used two visas within the previous two years.

Can multiple-entry visas be granted in other cases?

Yes, on an exceptional basis. Member States retain the discretion to grant multiple-entry visas where the applicant can:

• Justify the need for frequent travel
• Demonstrate reliability and integrity
• Prove that they do not pose a risk to public or internal security

Each application will be assessed on a case-by-case basis.

What does it mean that the visa validity cannot exceed the passport’s validity?

If the applicant’s passport expires earlier, the multiple-entry visa must expire at the latest three months before the passport’s expiry date.

This means that even if all requirements are met, the validity of the visa will always be limited by the validity of the travel document.

Does this decision affect visas that have already been issued?

No. This decision applies only to new visa applications and does not affect multiple-entry visas that have already been issued and are currently valid, unless individual circumstances justify their withdrawal in accordance with the general rules.

Does this decision affect citizens of other countries residing in Russia?

No. The new rules do not apply to nationals of other visa-required countries who reside in the Russian Federation, provided that they do not also hold Russian nationality.

How can Feliu N&I help in this new scenario?

At Feliu N&I, we continuously monitor European regulations and their practical impact on the international mobility of professionals, companies, and families.

We assist our clients in analysing their specific situation, identifying potential exemptions, and preparing visa applications in compliance with current regulations, with the aim of reducing risks and providing legal certainty in an increasingly demanding regulatory environment.

You can read the European Commission’s decision here:
https://home-affairs.ec.europa.eu/document/download/409a8179-9885-49f8-ab40-9c1a07b1f581_en

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Saudi Migration Regulations

In light of the significant business opportunities offered by the Saudi market, many entrepreneurs have decided to strengthen their presence in the Kingdom by opening operational offices and increasingly deploying highly specialised foreign personnel to contribute to the implementation of the numerous industrial projects promoted by the Saudi government.

Although business opportunities are abundant, it is important to remember that Saudi migration regulations are particularly strict. Therefore, it is essential to have a precise understanding of the different types of visas required in order to travel to and operate regularly in the country.

First of all, it is important to highlight that Saudi Arabia issues different types of visas for transit or visits to the country, each with specific requirements. In all cases, visas must be applied for and obtained prior to entering Saudi territory, as it is not permitted to apply for a visa directly at the border or at airports.

The Business Visit Visa

On this occasion, we focus on the description of the Business Visit Visa required to carry out business visits, participate in conferences or training activities, without establishing a subordinate employment relationship with a Saudi company or acquiring resident status in the country.

Although this specific type of visa is mainly used for business or representative travel, it should be noted that holding this visa also allows highly qualified personnel to carry out specific technical interventions in Saudi Arabia.

Thanks to the numerous bilateral agreements that Spain maintains with many countries, Spanish citizens can often benefit from business visa exemptions when travelling abroad. However, in the case of Saudi Arabia, it is mandatory to apply for and obtain a Business Visit Visa in advance, in order to avoid penalties for both the traveller and the Saudi entity where the professional activity will be carried out.

Requirements and Documentation for Applying for the Business Visit Visa

The documents required to submit a Business Visit Visa application are various and must be provided by:

• the employee
• the Saudi company
• the Spanish company

The employee must attach to the application their employment contract with the Spanish company, their passport, and proof of private medical insurance contracted to cover healthcare during the period of stay in Saudi Arabia.

The Saudi company must provide the employee with an invitation letter certifying the relationship between the applicant and the company and explaining the purpose of the visit. It is advisable for the invitation letter to explicitly refer to the applicant’s specific competencies in order to justify the need for the applicant’s travel to Saudi Arabia. In addition, the Saudi company must provide the applicant with the company’s commercial registration contract.

The Spanish company must provide the visa applicant with a letter on company letterhead detailing the company’s information, contact details, and formally requesting the employee’s travel based on their position and competencies. We recommend explicitly stating the reason for the need to travel to Saudi Arabia. If the travel arises from a contractual obligation between the Spanish and Saudi companies, the relevant contract must be submitted. It is essential that the Spanish company declares that it will assume responsibility for the expenses related to the employee’s travel and stay in the country.

Duration of the Business Visit Visa

The duration of the Business Visit Visa varies depending on the type requested:

• Single-entry Business Visit Visa: valid for 30 days
• Multiple-entry Business Visit Visa: valid for 90 days

If it becomes necessary to extend the stay in Saudi Arabia, it is possible to apply for an extension for the same duration as the initial stay. The extension may only be granted once.

Procedure, Processing Time and Fees

The application must be submitted at the Embassy of Saudi Arabia in Spain, together with all the required documentation.

The approximate processing time to receive a response is 3 days.

The fee for processing this visa is EUR 90. In addition, private medical insurance must be contracted as indicated above.

Labour Aspects to Consider for the Assignment

Please note that there is no Bilateral Social Security Agreement between Saudi Arabia and Spain. Consequently, to ensure comprehensive protection for the posted worker, it is essential to comply with the provisions of Order ISM 835/2023, which regulates the scope and conditions of assignments to countries with which Spain does not have a social security agreement.

Our Support

At Feliu N&I, we closely monitor legislative developments affecting the international mobility of professionals, both in Spain and in the rest of the European Union and worldwide. Our commitment is to ensure that our clients are always well informed and able to make strategic decisions based on up-to-date knowledge of the applicable regulations.

We provide our clients with a specialised, multidisciplinary team with extensive experience in managing international assignments, visas and work permits, offering support at every stage of the process to ensure tailored and efficient solutions. At Feliu N&I, our priority is to facilitate professional mobility in a safe manner and in full compliance with the law, contributing to our clients’ success in a global and dynamic environment.

Contact us for more information on Saudi migration regulations and for assistance in preparing the necessary documentation to ensure a safe journey in compliance with current legislation.

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On October 16, the Portuguese Republic enacted the new Portuguese Immigration Law (Aliens Act), introducing significant changes to the regulations governing international immigration. The reform has raised numerous questions and concerns among sector professionals and interested citizens.

We will analyze the main modifications introduced by the new law, focusing on the most relevant issues and their implications for workers, companies, and non-EU citizens. To clarify the legislative developments, we will examine the most critical aspects and opportunities arising from this reform, in order to better understand how these changes will affect immigration policies and the economic and social context in Portugal.

Expiration of residence permits

According to recent statements from representatives of AIMA (Agency for Integration, Migration and Asylum), the right of residence remains valid for six months after the expiration of the residence document. For those who have not yet submitted their renewal application, an irregular migration situation will only be considered in the following cases:

• For permits expiring up to 30/06/2025, it will be possible to reside legally until April 15, 2026.
• For permits expiring after 30/06/2025, it will be possible to reside legally for another six months from the permit’s expiration date.

The six-month period is deemed sufficient to complete the renewal process at AIMA. However, given the high volume of applications and possible organizational challenges within the Agency, citizens who have not yet scheduled an appointment for their residence permit renewal are strongly advised to do so as soon as possible to avoid inconveniences, irregular status, or even rejection of the application.

The new visa for highly qualified job seekers: what has changed?

The recent reform of immigration legislation has caused concern among non-EU citizens who were planning to apply for the job-seeking visa in Portugal. This type of authorization was introduced by the government to meet the growing demand for labor, particularly in the hospitality and construction sectors. However, the October amendments have led to the suspension of consular appointments for job-seeking visas, as this permit, previously widely used, has been replaced by the new “highly qualified job seeker visa.”

The Portuguese government has chosen to focus on an economy centered around highly qualified professionals, although it remains unclear which professions will be included in this new category. The publication of a joint ministerial order defining the eligible professions is still pending.

For highly qualified workers choosing Portugal as their destination for job seeking, there will be several benefits. AIMA has announced the creation of a specific department dedicated to the management and processing of these applications. We await further ministerial instructions to fully understand the scope and applicability of these new measures.

More restrictive rules on family reunification

The regulations governing family reunification in Portugal have become more restrictive. Foreign residents will no longer be able to immediately reunite with family members residing abroad; they must now complete a period of two years of continuous legal residence in Portugal before submitting a family reunification application.

However, there are some exceptions to the new regulation:

• Families with minor or dependent children;
• Reunification applications submitted by holders of residence permits for investment, highly qualified professionals, or EU Blue Card holders;
• De facto partners who have lived together abroad for at least 18 months may apply for family reunification after 15 months of legal residence in Portugal.

Nationality

We conclude by referring to the recent reform of the Nationality Law, which introduces new requirements and, in particular, new limitations for obtaining Portuguese citizenship.

For citizenship by residence, the new regulation increases the required period of residence from five to ten years. An exception applies to citizens from Portuguese-speaking countries, for whom the requirement is set at seven years.

In the case of children born in Portugal to foreign residents, the parents must have resided legally in the country for at least three years for the child to obtain Portuguese nationality.

Our support

At Feliu N&I, we continuously monitor legislative developments affecting the international mobility of professionals, both in Spain and across the European Union and the world. Our commitment is to ensure that our clients are always informed and able to make strategic decisions based on up-to-date knowledge of current regulations.

We offer our clients a specialized, multidisciplinary team with extensive experience in managing international assignments, visas, and work permits, providing support at every stage of the process to ensure personalized and efficient solutions. At Feliu N&I, our priority is to facilitate professional mobility safely and in full compliance with the law, contributing to our clients’ success in a dynamic global environment.

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China has reaffirmed its commitment to global connectivity by extending its unilateral visa-free entry policy through 31 December 2026. This move provides greater certainty and eases short-term access, underscoring a continued strategy to foster international business and exchange.

First launched on 1 December 2023 for nationals of France, Germany, Italy, the Netherlands, Spain, and Malaysia, the policy has been progressively expanded. It now covers citizens from over 40 countries for visa-free stays of up to 30 days for business, tourism, family visits, or transit. Notably, the list will further expand to include Sweden, effective 10 November 2025.

Our Perspective: Facilitating Connections, Reducing Friction

This extension sends a clear message: China is streamlining entry to strengthen international ties. For businesses, it significantly reduces the administrative overhead for exploratory visits, client meetings, and on-site project oversight, allowing for more agile engagement with the Chinese market.

What This Means for Businesses and Travelers

• Business Travelerscan now plan short-term trips for meetings, negotiations, and factory inspections without the lead time and paperwork required for a business (M) visa.
• Tourism and Hospitalitysectors stand to benefit from a sustained boost in inbound travel from key international markets.
• Companies with existing China operationswill enjoy greater flexibility in dispatching staff for short-term training, market research, or supervisory missions.

Travelers must still comply with all entry conditions, including holding a valid passport and being prepared to present details of their itinerary and accommodation. Overstaying the 30-day limit is strictly prohibited.

How Feliu N&I Can Support You

At Feliu N&I, we help you translate policy updates into strategic advantage. This extension may be an ideal opportunity to reassess your mobility plans for China. Our specialists provide comprehensive support, including:

• Strategic Travel and Assignment Planning:Designing compliant and efficient short-term assignment and business travel frameworks for your teams.
• Visa and Entry Pathway Guidance:Securing the appropriate visa type when the visa-free policy does not apply, such as for longer-term postings.
• Local Liaison and Compliance:Coordinating with local authorities and consulates to facilitate smooth entry and operations.
• Market Entry Support:Providing end-to-end guidance for companies establishing a commercial presence or representative office in China.

If your organization is actively engaging with the Chinese market, our team is here to offer tailored legal and practical advice to ensure your cross-border movements are both seamless and fully compliant.

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As of October 12, 2025, the Entry/Exit System (EES) has been launched, a new border control mechanism designed to modernize the management of entries and exits at the external borders of the Schengen area. This system represents a structural change in how European states record and monitor the movement of international travelers, replacing the traditional manual passport stamps with an automated electronic registration.

The EES is part of the European strategy to strengthen the security of external borders and improve the efficiency of migration procedures, while ensuring greater agility and accuracy in tracking the movements of third-country nationals.

Who does the EES affect?

The system will digitally record the entries and exits of all third-country nationals traveling to the Schengen area for short stays — that is, up to 90 days within a 180-day period. This measure applies to both visa-required travelers and those exempt from visa requirements.

EU citizens and residents of Schengen-associated countries (Norway, Iceland, Liechtenstein, and Switzerland) will be exempt from registration, as will nationals of Ireland and Cyprus, where manual passport stamping will continue.

The EES will also not apply to holders of long-term visas, residence permits, or EU family member residence cards, nor to nationals of Andorra, Monaco, San Marino, and the Vatican City State.

Exemptions also include diplomats, cross-border workers covered by bilateral agreements, and air, sea, and rail crew members performing their professional duties.

Data collected and system operation

The EES will gather biometric and travel data to enhance security and prevent irregular entry or overstays. The information recorded includes:

• Facial images of all travelers
• Fingerprints (for visa-exempt travelers)
• Biometric data contained in the passport
• Dates and places of entry and exit from the Schengen territory

Children under 12 years of age will be exempt from fingerprint collection but will have a photograph taken.

The system will automatically calculate each traveler’s duration of stay within the Schengen area and determine the remaining time available before reaching the 90-day limit. Data will be stored for three years, or five years in cases of overstaying.

Gradual implementation and transitional period

The rollout of the EES will be progressive, with Member States given until April 10, 2026, to achieve full implementation. During this transitional period, some border points will operate under the new system, while others will continue using manual stamping.

For the first 180 days of adaptation, in the event of discrepancies between digital records and manual stamps, passport stamps will prevail.

Impact on border controls

The EES will affect the external borders of the 25 EU countries belonging to the Schengen area, as well as Iceland, Liechtenstein, Norway, and Switzerland.

It is expected that, especially during the initial weeks of operation, control times at major entry points, particularly international airports such as Madrid-Barajas (MAD), Paris-Charles de Gaulle (CDG), Amsterdam-Schiphol (AMS), Rome-Fiumicino (FCO), and Frankfurt (FRA), will increase.

However, in the medium term, the European Commission anticipates that the system will improve the efficiency and transparency of border checks, reduce document fraud, and enhance the detection of overstays.

Recommendations for travelers

Feliu N&I advises international travelers planning to travel to or within the Schengen area from October 2025 onward to consider the following recommendations:

• Plan your trip in advance and anticipate possible longer waiting times at border controls.
• Arrive at airports or checkpoints with sufficient time in advance.
• Check the entry and stay requirements of each Schengen country during the gradual implementation phase, as different control systems may coexist.
• Ensure that your passport is valid and up to date, and that you hold the necessary visas or permits.
• Follow official updates from European border authorities or the European Commission.

A step towards the digitalization of European border control

The Entry/Exit System (EES) is part of a broader set of technological initiatives promoted by the European Union to digitalize migration and border management, alongside the forthcoming ETIAS (European Travel Information and Authorization System), which is expected to launch after the full implementation of the EES.

With the entry into force of this new system, the EU takes a decisive step toward a more secure, modern, and coordinated border control model, balancing international mobility with the protection and security needs of the European territory.

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The Council of Ministers has approved Royal Decree 773/2025, dated 2 September and published in the Official State Gazette (BOE) on 3 September 2025 (BOE-A-2025-17510). This decree introduces amendments to Royal Decree 581/2017, of 9 June, on the recognition of professional qualifications obtained in other Member States of the European Union.
The reform responds to the obligation to transpose Directive (EU) 2024/505 of the European Parliament and of the Council, dated 7 February 2024, concerning the recognition of professional qualifications of nurses responsible for general care trained in Romania.
Royal Decree 773/2025 entered into force on 4 September 2025, the day after its publication in the BOE.

European regulatory framework and context

Directive 2005/36/EC forms the cornerstone of EU legislation on the recognition of professional qualifications. Subsequent amendments — including Directive 2013/55/EU — adapted the framework to new training and labor mobility requirements.
Within this context, Romania developed a special revalorization program for nursing degrees to align its training system for general care nurses with European standards. In 2020, the European Commission certified that this program fully met the minimum training requirements.

The recent Directive (EU) 2024/505 expressly recognizes these revalorization programs, allowing professionals who have completed them to benefit from the automatic recognition of their qualifications, without needing to prove prior professional experience in Romania.

Key changes introduced by Royal Decree 773/2025

The new decree amends Article 45 of Royal Decree 581/2017, incorporating into Spanish law the provisions introduced by the European directive. Among its main innovations are:
• Recognition of Romanian nursing diplomas accompanied by professional experience certificates issued in the country of origin.
• Inclusion of the special revalorization program as a sufficient pathway to demonstrate training and obtain automatic recognition.
• Guarantee of validity and equivalence of Romanian-European nursing titles in Spain, provided they meet the criteria set out in the regulation.
• Preservation of acquired rights: recognitions already granted remain fully valid.

The decree also confirms that the implementation of these measures does not entail increased public expenditure or new administrative burdens, thereby reinforcing legal certainty and facilitating the mobility of healthcare professionals within the European Union.

Impact on professionals and employers

This reform represents progress in aligning Spanish law with EU legislation and has a direct impact on both healthcare professionals trained in Romania and the institutions and companies employing them:
• Simplification of qualification recognition procedures.
• Greater legal certainty for professionals and employers.
• Acceleration of labor mobility within the European single market.
• Strengthening of professional qualification guarantees in the healthcare sector.

Our support

At Feliu N&I, we closely monitor legislative developments that affect the international mobility of professionals and the recognition of qualifications in Spain and the European Union.
We offer our clients a specialized team in validation, equivalence, and recognition of professional qualifications, providing comprehensive advice throughout every stage of the administrative process.
Whether for healthcare professionals seeking to work in Spain or for healthcare companies aiming to hire qualified talent, we help ensure the legal validity of qualifications and provide expert guidance to navigate the applicable regulatory framework with confidence.

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Consult us and we will advise you on the correct choice of visas depending on the duties to be performed, the duration of the assignment, and the permitted activities.

The recent changes announced in the United States regarding immigration regulations reinforce the importance of carefully planning any work-related assignment to this country.

More and more Spanish companies are considering sending professionals to the United States to carry out projects, strengthen teams, or open new markets. However, before taking this step, it is essential to understand the legal framework and the requirements associated with this type of international assignment.

Beyond Immigration: Labor and Tax Aspects

An international assignment requires a comprehensive analysis. In addition to the immigration dimension, the following aspects must be considered:

• Labor aspects:
  o Determine under which labor regulations the employee will be subject.
  o Review obligations regarding the employment contract, salary, working hours, vacations, insurance, and social security contributions.
  o Ensure that the employment relationship with the Spanish company remains properly documented.
• Tax aspects:
  o Analyze tax residency during the assignment.
  o Consider the application of the double taxation treaty between Spain and the U.S.
  o Plan tax withholdings and obligations in both countries.
• Social security and medical coverage:
  o Confirm the application of bilateral agreements regarding social security contributions.
  o Assess necessary medical coverage and supplementary insurance.

Plan Ahead and Seek Expert Advice

Each assignment is unique. The key is to plan ahead, properly evaluate the company’s needs and functions, and rely on professionals with experience. This approach helps minimize risks, optimize costs, and ensure that the employee relocates with full guarantees.

At Feliu N&I, we have a team specialized in international mobility that can support you throughout the entire process, from selecting the appropriate immigration route to managing labor and tax aspects.

Are you planning to assign employees to the United States? Contact us, and we will help you make the best decision.

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As of July 21, 2025, acquiring French nationality will no longer result in the automatic loss of Spanish nationality.

Legal context: Article 24 of the Spanish Civil Code

Article 24 of the Civil Code regulates one of the most sensitive aspects of nationality law: the loss of Spanish nationality after voluntarily acquiring another. Until now, the general rule stated that any Spaniard who voluntarily acquired a foreign nationality would lose their Spanish nationality unless they expressly declared their intention to retain it before the Civil Registry within three years.

This legal mechanism was based on the principle of “unity of nationality,” conceived in a very different historical context. However, international reality has evolved toward greater acceptance of dual nationality, reflecting migration, multiculturalism, and cross-border personal and professional ties.

To adapt to this reality, Article 24 already provides a series of exceptions: nationals of Ibero-American countries, Andorra, the Philippines, Equatorial Guinea, and Portugal do not lose their Spanish nationality when acquiring that of their country of origin. As of July 21, 2025, France will officially be added to this list.

What does the amendment imply?

Through this reform, the Spanish legislator explicitly recognizes French nationality as one of the exceptions to the general regime of nationality loss. This means that:

• Spanish citizens who acquire French nationality will not automatically lose their Spanish nationality, even if they do not expressly declare their intention to retain it.
• The three-year deadline to manifest the will to keep Spanish nationality after acquiring another foreign one will no longer apply.
• The legal recognition of dual Franco-Spanish nationality is reinforced.

This change is not retroactive, so it does not automatically affect situations prior to the effective date (July 21, 2025). However, it may have future implications in processes of recovery or in consultations regarding the conservation of nationality.

A reform with human, economic, and legal impact

This legislative amendment is not just a technical matter but has tangible and positive effects on the lives of thousands of individuals and entities:

For individuals:

• People with family ties in both countries will be able to acquire French nationality without giving up Spanish nationality—something that until now created uncertainty or required additional formalities.
• The measure will especially benefit Spaniards residing in France and French citizens of Spanish origin who wish to formalize their dual identity without legal risks.

For companies and professionals:

• It facilitates labor and executive mobility between Spain and France, avoiding nationality conflicts or legal uncertainties.
• It fosters the internationalization of human resources, allowing professionals to maintain their legal and administrative ties with both countries.

For the institutional and European environment:

• It strengthens the historical and cultural ties between France and Spain, countries that share close bonds within the European Union.
• It is consistent with a regulatory trend that favors dual nationality among Member States, recognizing the multiple identities of European citizens.

What can Feliu N&I SL do?

From our firm, specialized in international mobility, immigration, and nationality, we support individuals and companies with procedures related to obtaining, retaining, and recovering Spanish and French nationality.

Our services include:

• Personalized advice on dual Franco-Spanish nationality.
• Management of files before the Civil Registry and the French administration.
• Consulting services for companies with transnational staff.
• Resolution of questions regarding situations prior to the reform.

Conclusion: an opportunity to simplify and protect

The reform of Article 24 of the Civil Code represents progress in recognizing the transnational realities of many citizens. Including France as an exception to nationality loss is a decisive step toward a more modern, inclusive, and coherent legal framework within the current European context.

At Feliu N&I SL, we remain committed to keeping our community informed and to providing professional support in these key processes for the personal and professional lives of our clients.

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