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Starting from January 1, 2025, travelers from visa-exempt countries, including Spain, will be required to obtain an Electronic Travel Authorization (ETA-IL) before entering Israel. This new regulation will apply to major airports such as Tel Aviv-Ben Gurion (TLV), Eilat-Ramon (ETM), and Haifa (HFA), and will be mandatory for both tourists and business travelers.

Initially, this requirement was set to come into effect on August 1, 2024, but its implementation was postponed until January 2025 after a thorough review following feedback from the pilot program that began on July 1, 2024. The delay allows Israeli authorities to fine-tune the system and ensure a smooth transition for travelers.

ETA-IL Requirements and Validity

The ETA-IL must be approved by Israeli authorities at least 72 hours before travelers arrive in Israel. Therefore, it is highly recommended that visitors plan ahead and apply in advance. Once approved, the ETA will be valid for two years, allowing multiple entries with stays of up to three months per visit.

It is important to note that the ETA is linked to the traveler’s passport. If there are any changes to the passport, name, gender, or nationality, a new ETA application will be required.

How to Apply for the ETA-IL

The Electronic Travel Authorization (ETA-IL) application must be submitted online via the official Israeli government website: https://israel-entry.piba.gov.il. During the pilot phase, which runs until December 31, 2024, the application is free of charge, and the ETA will not be required for entry. However, from January 2025, the ETA is expected to have an associated fee, though the amount has yet to be confirmed.

Travel to the West Bank and Additional Permits

For travelers planning non-tourist visits to the West Bank, since October 20, 2022, a pre-entry permit has been required. Generally, entry to the West Bank is made through the Allenby-King Hussein Bridge border crossing, so it is crucial to verify specific requirements before traveling.

Recommendations for Travelers Planning to Visit Israel in 2025

• Check entry requirements: Travelers planning to visit Israel from January 1, 2025, should review the entry requirements well in advance to ensure compliance.
• Apply for the ETA: Complete the ETA-IL application at least 72 hours before departure and ensure that your passport is valid for the duration of your stay.
• Be aware of associated costs: While the ETA-IL is free during the pilot phase, travelers should expect potential fees starting in 2025.

With this new regulation, Israel joins other countries that have implemented electronic travel authorization systems to enhance border security and streamline the flow of tourists. The introduction of the ETA-IL aims to provide a more efficient and secure entry process for both travelers and immigration authorities.

For more information, travelers can visit the official website of the Israeli Population, Immigration, and Border Authority.

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On August 1, Karin Law No. 21,643, commonly known as the “Karin Law,” came into effect. It establishes clear new regulations to prevent and address sexual harassment, workplace harassment, and violence at work.

The law’s regulations establish that employers have the obligation to implement adequate preventive measures and investigation procedures to ensure a safe and respectful work environment.

The law and its regulations also introduce essential definitions:

• Workplace harassment: It is defined as any aggressive or harassing behavior by employers or workers that undermines dignity, generates mistreatment or humiliation, or threatens the working conditions or employment opportunities of a worker.
• Sexual Harassment: It consists of inappropriate sexual advances not consented to by the recipient, with the potential to harm the work situation or employment opportunities of the affected person.
• Workplace Violence: It is behavior directed toward workers by third parties outside the employment relationship, such as clients or suppliers, during the performance of their duties.

The regulation also specifies specific manifestations of workplace and sexual harassment, including horizontal harassment between peers, vertical downward harassment exercised by hierarchical superiors, and vertical upward harassment directed towards superiors. In addition, it addresses complex situations where vertical upward and downward harassment coexist.

An important element of this new regulation is that, unlike what happened before, it will now be possible to report when there is a single act of harassment, and repeated acts will not be necessary.

Among the employer’s obligations in the investigation procedure, the following stand out:

1. Preparation of Protocols: Develop and make available to workers detailed protocols for the prevention of sexual harassment, workplace harassment and violence at work.
2. Investigation Procedure: Establish a formal procedure for the investigation of harassment complaints, guaranteeing the impartiality and protection of the complainants.
3. Information and Training: Inform workers about the available reporting channels and train them in the identification, prevention and management of these situations.
4. Safeguard Measures: Take immediate measures to protect the complainants during the investigation process, which may include physical separation or redistribution of tasks.
5. Report and Conclusions: Submit a detailed report with the investigation findings within a maximum period of 30 days from the filing of the complaint, proposing corrective measures as necessary.

Some additional guidelines for the investigation procedure include:

• Complaint: Complaints may be submitted verbally or in writing to the employer or the Labor Directorate, ensuring the delivery of proof of the action taken.
• Impartial Investigation: Appoint a person with training in harassment, gender or fundamental rights to carry out the investigation, guaranteeing the impartiality of the process.
• Investigation Timeframe: The investigation must be completed within a maximum of 30 days from the filing of the complaint, with a comprehensive report addressed to the competent authority.

This law primarily affects countries in the European Union, where it seeks to improve cooperation between member states to more effectively share criminal records, especially to prevent situations similar to Karin’s.

It is important to note that the Social Security Administration Agencies against Risks of Workplace Accidents and Occupational Diseases (ISL, IST or ACHS) will implement various programs for their members, with a view to preventing and training employers and workers on certain conduct and prevention measures, and, make available to these programs or psychological assistance, which seeks to intervene with their professionals in situations of sexual harassment, workplace harassment or workplace violence at work, which may be extended to the affected parties and the rest of the workers.

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Social integration, or arraigo social, is a way for non-EU foreigners to regularize their stay in Spain after three years of continuous residence.

To apply for arraigo social, applicants must meet several requirements, such as demonstrating three years of continuous residence in Spain, having no criminal record, and presenting a report that certifies their social integration.

Options for Applying for Arraigo Social Without a Work Contract

Although arraigo social is commonly associated with the need for a work contract, there are alternatives for those who do not have one. These options allow applicants to regularize their situation in Spain through other means.

Arraigo Social for Self-Employment

Starting your own business can be a viable route to apply for social arraigo in Spain without needing an employment contract. This option allows applicants to obtain a self-employment work authorization.

Arraigo Social with Own Economic Means

Applying for social arraigo with personal financial means is an option for those who can demonstrate sufficient economic solvency to live in Spain without the need for employment. This route is especially useful for individuals who do not have a job offer but have their own financial resources or those of a third party (each case will be evaluated individually).

Documentation and Processing for Arraigo Social Without a Work Contract

To apply for arraigo social without a work contract, it is essential to prepare and properly present the required documentation. This process involves meeting the formal requirements established.

At ExpatFeliu, we are specialists. Contact us, and we will help you manage your arraigo social application!

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In an increasingly interconnected and globalized world, the non-lucrative residence presents itself as an attractive option for settling in a foreign country. Spain, with its mild climate, rich culture, and relaxed lifestyle, has become one of the most sought-after destinations for those seeking a significant change in their lives. Among the various residency options that Spain offers, the non-lucrative residence stands out as an ideal choice for those who wish to reside in this country without the need to work.

Here, we explain the key aspects that every applicant for a non-lucrative residence in Spain should know.

Requirements and Application Process for Non-Lucrative Residence

To qualify for the non-lucrative residence in Spain, it is essential to meet certain financial and administrative requirements. You must demonstrate that you have sufficient financial means to support yourself and your dependents without the need to work in Spain. This generally involves providing proof of regular income, such as pensions, passive income, or investments.

Additionally, you must have valid private health insurance in Spain and no criminal record in your country of origin.

Application Process

The application process can vary depending on the applicant’s nationality but generally involves submitting the mentioned documents to the corresponding consulate office. Once the application is submitted, the processing time is usually around 3 months on average.

Benefits and Obligations of Non-Lucrative Residence

Holders of the non-lucrative residence in Spain enjoy several benefits, including legal residence for an initial period of one year (renewable), access to public education, and the opportunity to enjoy Spanish culture, gastronomy, and landscapes without the restrictions of employment.

With the non-lucrative residence, certain obligations must be observed: you are not permitted to work in Spain, you must maintain financial independence, renew your residence permit before it expires, and notify the relevant authorities of any changes in your personal situation or address.

Adaptation and Future

Although the non-lucrative residence does not allow you to work, there are ways to change your residency status if you find employment in Spain. You can apply for a work authorization, either as an employee (with a work contract) or as a self-employed individual (freelancer).

Important Update

A recent ruling by the Supreme Court of Spain has introduced a significant change in the regulations for non-lucrative residence. Previously, it was required to stay in Spain for at least 183 days a year to renew the residence. Now, it is no longer necessary to reside in Spain to renew this type of residence. This change makes it easier for those who wish to maintain their residence without being physically present in the country for extended periods.

The Non-Lucrative Residence in Spain offers an exceptional opportunity to enjoy the many advantages this country has to offer without the need to work. However, it is crucial to understand the requirements, benefits, and obligations associated with this type of residence before deciding to apply for it.

At Expat Feliu, we offer personalized advice and assistance for processing your Non-Lucrative Residence in Spain. Contact us for more information!

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The period to apply for Spanish nationality under the Democratic Memory Law has been extended by one more year, until the end of the year 2025.

According to the Democratic Memory Law, those born outside of Spain to a Spanish father or mother, grandfather or grandmother who were originally Spanish, and those born outside of Spain to a Spanish father or mother, grandfather or grandmother who originally were Spanish and who, as a result of having suffered exile for political, ideological, or belief reasons, have lost or renounced Spanish nationality, can apply for Spanish nationality.

Furthermore, Spanish nationality can also be requested by children born abroad to Spanish women who lost their nationality by marrying foreigners before the entry into force of the Constitution of 1978, as well as adult children of those Spaniards who were granted their original nationality under the right of adoption in accordance with the provisions of the Democratic Memory Law or the Historical Memory Law of 2007.

Would you like to apply for Spanish nationality under the Democratic Memory Law? Contact us via email at info@expatfeliu.com or call us at 938 75 46 60.

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SPAIN ANNOUNCES NEW IMMIGRATION REFORM FOR THE FIRST SEMESTER OF 2024: WHAT CHANGES WILL IT BRING FOR FOREIGN RESIDENTS?

The year 2024 begins with high expectations for foreigners residing in Spain, as a new immigration reform is anticipated during the first six months of the year. Previous reforms in immigration regulations have brought improvements in residency procedures, student visas, and work permits. However, there are still areas needing improvement since the last reform in 2022. The new proposal aims to address these gaps and establish a more robust and simplified framework for immigration in Spain.

What are the objectives of the New Immigration Reform in Spain?

The objectives of this reform are:

• Reduction of processing times
• Facilitating procedures and flexibility of requirements
• Transposing two EU directives related to the single permit and long-term residence, to streamline procedures and enhance protection guarantees.
• Improving the rights and conditions of foreigners in Spain.
• Facilitating foreigners’ access to the labour market.

What are the key points of the New Immigration Reform in Spain?

• Streamlining Procedures: The diversity of existing residency permits in Spain has led to long waiting times and confusion. The proposal seeks to simplify and reduce the types of residency authorizations, eliminating unnecessary procedures and making requirements more flexible. This aligns with the European Directive for the creation of a single permit, aiming for greater coherence in the process of obtaining residency permits.
• Protection of Rights: The reform also aims to enhance the rights of long-term foreign residents and their families. While specific details are still unclear, a modification to the directive regulating long-term residency is expected to ensure greater protection and stability for this population.

As the year 2024 progresses, it is expected that the new immigration reform in Spain will bring significant changes that improve the lives of foreign residents. If you want more information on how these changes may impact you as a foreigner in Spain, please contact us.

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More and more countries have implemented the new European Entry/Exit System (EES), revolutionizing the way travelers cross borders within the Schengen Area.

The exact date of implementation of the new EES has not yet been precisely confirmed. Initially slated for 2022, it was later postponed to 2023, and most recently indicated for implementation in 2024. However, specific information regarding the month when the measure will take effect is currently unavailable.

What is the European Entry/Exit System (EES)?

The EES is the new process for travelers from third countries crossing the external borders of the European Union. Instead of traditional methods, this system equips border entries with self-service kiosks that digitize and verify necessary traveler data at air, sea, and land borders.

Who does the EES affect?

All non-European Union citizens and those traveling with or without a visa in the Schengen Area. It does not apply to non-EU citizens with a valid residence permit in the EU.

How does the EES work?

The technology replaces manual control at borders by quickly validating the match between the traveler and documents through a biometric system. The process includes facial scanning, passport scanning, and the collection of biometric data; physical passport stamps will be replaced by digital stamps.

When will the EES be definitively implemented?

Several countries have already incorporated kiosks at their border crossings, and Spain is expected to complete its deployment during 2024. Although the exact date of widespread implementation is yet to be defined, most countries are expected to be ready by 2024.

Impact on immigration and alien procedures

The EES will significantly impact immigration, as digital stamps will replace physical ones, stored in online databases. This implies that foreigners must strictly comply with the 90-day rule, and previous entry denials will be recorded, affecting future border crossing attempts.

In conclusion, the EES will transform the experience of crossing borders in the European Union, with significant impacts on immigration and entry procedures.

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China work visas, specifically Type Z visas, are indispensable for foreign professionals seeking temporary relocation to China for work-related activities or participation in commercial events. In this article, we delve deep into the intricacies of this visa type, covering its duration and key requirements that applicants must meet.

What is the duration of the Type Z visa?

he Type Z visa has a standard duration of 30 days. Within this period, foreign workers can perform their job duties or engage in commercial activities in China. It is crucial to note that for stays exceeding 30 days, applicants must obtain a residence permit from Chinese immigration authorities within that timeframe.

To apply for this visa, workers must submit, in addition to standard identification documents, a work permit provided by the employer in China. This permit is essential, demonstrating the employment relationship between the worker and the Chinese company.

What are the requirements for the Type Z visa?

Key requirements for obtaining the China work Visas type Z visa include the necessity of a job offer from a Chinese employer. Additionally, the foreign worker must possess knowledge, skills, and professional experience aligning with the vacancy for which they are being hired. The job offer not only validates the employment relationship but also indicates that the Chinese employer has completed the necessary processes for hiring a foreign worker, including approval from Chinese labour authorities, ensuring compliance with local regulations and policies.

What is the application process for the Type Z visa?

The Type Z visa application process begins outside of China and concludes in the applicant’s destination country. This involves submitting specific documents supporting the validity of the job offer and demonstrating the alignment of the worker’s skills and experience with the job requirements.

Applicants must be vigilant about deadlines and procedures, as late submissions or errors in documentation could lead to delays or rejections. Once in China, workers must initiate the residence permit application process within the initial 30 days of their arrival in the country.

In summary, the Type Z visa is a crucial tool for foreign professionals looking to make a temporary contribution to the Chinese labour market. With its 30-day duration and specific requirements, applicants must adequately prepare and follow all steps in the application process.

If you seek more detailed information about this visa or require assistance in the process, feel free to get in touch with us.

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