Order 1457\/2025, published in the Official State Gazette on 23 December, regulates the collective management of recruitment at origin for the year 2026. It allows Spanish companies to hire foreign workers in their countries of origin to meet specific labour needs, especially in seasonal activities. Its aim is to adapt the system to the current social and economic reality, strengthen the protection of labour rights, provide legal certainty, and simplify administrative procedures. The regulation is fully integrated into the Immigration Regulation in force since May 2025, permanently incorporating criteria that were previously renewed on an annual basis.<\/p>\n
The Ministry of Inclusion, Social Security and Migration will establish an annual forecast of recruitment, determining occupations and the number of positions, and including job-search visas aimed at descendants of Spaniards or specific sectors. Job offers are classified into stable migration and circular migration. Stable migration is intended for workers who will reside and work continuously in Spain, while circular migration allows work for up to nine months per year for a maximum of four years through permanent seasonal (fixed-discontinuous) contracts, which may be ordinary (a single employer), unified (several employers), or concatenated (workers move between different jobs and regions).<\/p>\n
Job offers must specify details such as the type of contract, salary, place of work, duration, and other working conditions, and must also provide a translation of the conditions when the language of the country of origin is not Spanish.<\/p>\n
Collective management may be requested by companies or business associations, especially in seasonal sectors such as agriculture. Applications may be submitted electronically.<\/p>\n
The order strengthens guarantees for foreign workers, ensuring equal treatment with Spanish workers, clear information on their rights and obligations, employer responsibility for travel costs, compliance with health regulations, and, where applicable, adequate accommodation. In circular migration, there is an obligation to return to the country of origin at the end of the activity, and this return must be accredited within one month of completion, under consular supervision. The administration may verify compliance with requirements and conditions, and sanctions and exclusion from future projects are \u043f\u0440\u0435\u0434\u0443\u0441\u043c\u043e\u0442\u0440ed in cases of non-compliance.<\/p>\n
The regulation aligns with the principles of the Global Compact for Safe, Orderly and Regular Migration, promoting international cooperation and regional programmes with support from the European Union.<\/p>\n
In circular migration programmes, the conditions of entry are regulated, as well as the employer\u2019s mandatory call-back of workers and the communication of such call-back to the competent authorities, the duration of the work activity (up to a maximum of nine months per year), the mandatory registration of workers with the Social Security system, the compulsory return to the country of origin at the end of the employment activity, and the administrative verification of compliance with requirements.<\/p>\n
The regulation also covers exceptional extensions of seasonal activities (which may be extended in exceptional situations), the renewal of circular migration authorisations (which may be renewed for a further four years, provided certain requirements are met), the possibility of modifying these authorisations into ordinary residence and work permits under the General Regime, and the possibility of changing employer or geographical scope under certain conditions.<\/p>\n
With regard to stable migration, a procedure is established for non-temporary activities, in accordance with Articles 73 and 74 of the Regulation of Organic Law 4\/2000. Initial authorisations will have a duration of one year and will be renewable. Autonomous Communities with delegated powers in collective management may propose specific occupations in collaboration with trade union and business organisations, and for certain occupations included in the annex, proof of the national employment situation is waived, although Article 116.1 of the Regulation of Organic Law 4\/2000 must still be complied with.<\/p>\n
The order also regulates nominative job offers, that is, offers in which specific workers are selected for a particular job.<\/p>\n
Nominative offers may be requested in the following cases: when they involve companies within the same corporate group; when they concern former temporary workers (workers who previously held an authorisation and have returned to their country); or when the offers are addressed to workers from countries without migration flow agreements with Spain.<\/p>\n
These offers must be previously published with the Public Employment Service and may require additional documentation depending on the case. Applications are submitted electronically, subject to payment of fees and within the established deadlines.<\/p>\n
To optimise management, unified or concatenated management is \u043f\u0440\u0435\u0434\u0443\u0441\u043c\u043e\u0442\u0440ed, especially through business groupings. In the case of concatenated management, a detailed plan is required including the participating companies and locations, dates and duration, description of activities, working conditions, accommodation and subsistence plans for workers, financing of travel between activities and return to the country of origin, and finally, the health and occupational welfare measures envisaged. Employers must bear the costs of travel and health insurance, with the possibility of an agreed cost-sharing arrangement.<\/p>\n
Regarding visas, clear deadlines are established for applications (which must be submitted within one month of the authorisation being granted) and for visa issuance (approval within five working days, or up to fifteen in the case of a large number of applications). Grouped applications for collective recruitment are permitted, and registration with the Social Security system is mandatory for the validity of the authorisation.<\/p>\n
Finally, monitoring and evaluation mechanisms are created through periodic reports. The Directorate-General for Migration Management will report quarterly to the Tripartite Labour Commission on applications and approvals. The Commission will analyse the implementation of the order on a quarterly basis, and periodic reports will be prepared every six months to assess management, as well as provincial migration flow commissions to oversee the correct application of the order and the protection of labour rights.<\/p>\n
The order will enter into force on 1 January 2026 and will remain in force until 31 December 2026. It does not entail any increase in public expenditure.<\/p>\n
In conclusion, this order represents a profound update and adaptation to Royal Decree 1155\/2024 of 19 November (the new Regulation of Organic Law 4\/2000), which entered into force on 20 May 2025, and it guarantees the protection of labour rights, provides legal certainty, and simplifies administrative procedures.<\/p>\n
www.feliu.biz<\/a>\u00a0\u2502\u00a0www.expatfeliu.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":" Order 1457\/2025, published in the Official State Gazette on 23 December, regulates the collective management of recruitment at origin for the year 2026. It allows Spanish companies to hire foreign workers in their countries of origin to meet specific labour needs, especially in seasonal activities. Its aim is to adapt the system to the current […]<\/p>\n","protected":false},"author":2,"featured_media":7951,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"rop_custom_images_group":[],"rop_custom_messages_group":[],"rop_publish_now":"initial","rop_publish_now_accounts":[],"rop_publish_now_history":[],"rop_publish_now_status":"pending","mc4wp_mailchimp_campaign":[],"footnotes":""},"categories":[19],"tags":[],"class_list":["post-7952","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/posts\/7952","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/comments?post=7952"}],"version-history":[{"count":1,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/posts\/7952\/revisions"}],"predecessor-version":[{"id":7953,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/posts\/7952\/revisions\/7953"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/media\/7951"}],"wp:attachment":[{"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/media?parent=7952"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/categories?post=7952"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.expatfeliu.com\/en\/wp-json\/wp\/v2\/tags?post=7952"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}