Work remotely from Spain and the tax complexity multiplies. Spain claims worldwide income from residents—yet your employer location, contract terms, and income sourcing determine whether you pay standard IRPF, qualify for Beckham Law's 24% flat rate, or structure as an autónomo. We guide you through income sourcing, residency mechanics, Digital Nomad Visa integration, and cross-border traps, so you comply and optimize your position.
Spain taxes remote workers on worldwide income once they become tax residents—typically triggered by the 183-day rule or other presence tests. The critical driver of your tax bill is not where your employer sits, but where your work is performed, your contract terms, and your residency date. A UK employee working remotely from Barcelona faces Spanish IRPF on that income (19–47% progressive bands) unless they qualify for Beckham Law (régimen de impatriados)—a 24% flat tax for six years on Spanish-source employment income up to €600,000. Post-2023 Digital Nomad reforms allow DNV holders and some remote employees of non-Spanish employers to apply. Remote workers also face permanent establishment risk for their overseas employer, social security coordination pitfalls under EU Regulation 883/2004, VAT/IVA complications on B2C services, and the autónomo route if self-employed. This guide covers all three regimes—standard IRPF, Beckham Law, and autónomo taxation—plus nationality-specific angles (UK post-Brexit, US FEIE/Self-Employment Tax traps, Canadian departure tax, Australian superannuation rules, Irish remittance basis comparison). We address real scenarios, common mistakes, and structural solutions.
Spain deems you a tax resident if you spend 183+ days in Spain in a calendar year, or if your primary economic interests (employment, business) are in Spain, or if your spouse and dependent children are in Spain. Once resident, Spain taxes your worldwide income—including remote work from foreign employers.
Even as a Spanish resident, income sourcing affects Beckham Law eligibility, treaty relief, and filing obligations. Spain applies four tests to classify remote income:
Most remote workers are deemed Spain-source if working from Spain. Rare exceptions: if contracted to a foreign parent as a true foreign employee (not a branch or subdivision), and the contract explicitly excludes Spain performance, foreign classification may hold—but requires detailed analysis and documentation.
Modelo 149 is an opt-in certification filed within 6 months of Spanish Social Security registration (or employment commencement) declaring that you are NOT a Spanish tax resident. This allows your employer to withhold tax in your home country under treaty relief rather than Spain. However, most remote workers on DNV cannot claim Modelo 149 because they ARE Spanish tax residents; they file instead under Modelo 100 (annual IRPF return). Modelo 151 (annual withholding reconciliation) applies if your employer withholds Spanish tax under a specific regime. Most remote workers use neither Modelo 149 nor 151; instead, they manage tax through quarterly payments on account (Modelo 130 if self-employed) or declare everything on annual Modelo 100.
Remote workers in Spain fit into three tax regimes. The right choice depends on employment structure, income source, residency date, and nationality.
For employed remote workers with foreign employers (most common).
Key trap: Missing quarterly Modelo 130 payments on account if income is self-employment; incurs penalties and interest.
24% flat tax on Spanish-source employment income, 6-year regime (extendable).
Huge savings: 24% vs 45% marginal IRPF rate = 21% reduction for high earners. But eligibility is narrow for true remote workers earning wholly foreign-source income.
For freelancers, consultants, and non-employee structures.
Advantage: Expense deductions lower taxable income; tarifa plana reduces early-stage burden. Risk: Social security costs are NOT deductible from IRPF (unlike some countries); they reduce net income but don't reduce tax base.
Selection rule: If employed by a foreign company and income is clearly non-Spanish-source, use Normal IRPF. If newly resident with Spanish-source employment (rare for remote work), explore Beckham Law. If self-employed or a contractor with multiple clients, structure as autónomo and maximize expense deductions.
Beckham Law (régimen de impatriados) offers a powerful 24% flat tax on Spanish-source employment income for new residents in their first six years of Spanish residency. However, it has a critical gap for remote workers: it applies only to Spanish-source employment income. If your remote work is contractually foreign-source (you work for a London fintech, but on a "foreign employee" basis), you don't qualify—even though you're earning it in Spain. Post-2023 Digital Nomad reforms changed this slightly, allowing Digital Nomad Visa holders employed by non-Spanish employers to apply for Beckham Law if their employment is in a "high-value" sector. But the threshold remains: the income must be deemed Spanish-source or the role must be explicitly carved out.
Beckham Law eligibility for remote workers is possible in these scenarios:
If you qualify, the process is:
Beckham Law does NOT apply to:
Spanish tax law applies workday apportionment to stock options and RSUs. If you receive an RSU grant while in Spain, Spain taxes your "economic benefit" (the gain on vesting) using this formula:
Spanish-taxable gain = Total gain × (Spanish workdays / Total workdays from grant to vesting)
Example: You receive 1,000 RSUs on 1 Jan (worth $0) while working for a US company in Spain. They vest on 31 Dec at $100/share = $100,000 gain. You worked 250 days in Spain and 10 days in the US. Spanish-taxable gain = $100,000 × (250/260) = $96,154. Under Beckham Law, this is taxed at 24%; the remaining $3,846 is foreign-source (US taxation may apply). This is complex and requires advance planning.
Read our detailed Beckham Law guide for more on mechanics, extensions, and post-termination rules.
Remote workers structured as freelancers or consultants—not employees of a single firm—are classified as autónomo (self-employed). This is common for:
Income tax (IRPF): You file quarterly Modelo 130 (tax on account) and annual Modelo 100. IRPF rates are 19–47% on net income (revenues minus deductible expenses: home office, software, travel, phone, utilities, insurance, accountant fees, etc.). Deducting expenses significantly lowers your tax liability compared to gross income.
Social Security (Seguridad Social): You must register with Seguridad Social and pay a mandatory monthly cuota de autónomo (self-employment contribution). As of 2024, the contribution ranges from €230 to €590/month depending on your declared income (tramos 1–15). This is NOT deductible from your IRPF tax base; it reduces your net income but not your taxable income. This is a major difference from some countries and a frequent planning oversight.
Tarifa plana (flat-rate reduction): If you're a NEW autónomo (registered within the past 12 months) or UNDER 30 at registration, you qualify for tarifa plana: €80/month for your first 12 months, then €156/month for months 13–24 (estimated 2024 rates; subject to annual updates). This is a massive saving and a primary reason to structure as autónomo if self-employed. After 24 months, you revert to the standard sliding scale.
VAT/IVA (Impuesto sobre el Valor Añadido): If you supply services to EU and non-EU customers, you must register for VAT (IVA in Spain) and file quarterly Modelo 303. Rates are typically 21% standard, 10% reduced, 4% super-reduced. For B2B services to other EU countries, reverse-charge rules apply (customer's country charges VAT, not Spain). For B2C services to EU customers (e.g., online courses to Germany), you may need to register for OSS (One-Stop Shop) or IOSS (Import One-Stop Shop) VAT regimes to simplify compliance. Services to non-EU customers are generally zero-rated (no VAT charged).
As an autónomo, you estimate your annual income in advance and pay IRPF in three quarterly installments (Modelo 130):
On your annual Modelo 100 (filed by 30 June next year), you reconcile total IRPF due against the three quarterly payments. If you over-paid, you receive a refund; if under-paid, you owe the balance. Many autónomos fail to make these quarterly payments or underestimate income, incurring severe penalties (25–300% of unpaid tax) and interest (around 5%/year).
To lower your IRPF base, deduct:
Agencia Tributaria scrutinizes home office claims; maintain detailed records and a lease or mortgage statement showing your address and occupancy percentage.
Read our full autónomo guide for registration, deduction strategies, and compliance calendars.
As a Spanish tax resident employed by a foreign company, you owe Spanish IRPF on the employment income you earn in Spain. Spain does not typically withhold at source (your UK employer does not deduct Spanish tax); instead, you make quarterly payments on account (if self-employed) or declare everything on your annual Modelo 100 return. If your employer does withhold Spanish tax or taxes under a specific regime, they will file a withholding certificate (cert of withholding) which you reconcile on Modelo 100 or Modelo 151.
Remote workers often face double social security contributions: one in their home country (via home-country employer) and one in Spain (if they register and work in Spain). To avoid this, coordination rules under EU Regulation 883/2004 (for EU/EEA citizens) and bilateral totalization agreements (for non-EU citizens like Americans, Canadians, Australians) determine which country's social security applies.
EU citizens: Under Reg 883/2004, if you're employed by a non-Spanish employer and temporarily posted to Spain, you remain covered by your home country's social security. To prove this, your employer (or you) must request an A1 certificate from your home country's social security authority. This certificate exempts you from Spanish Social Security registration, even if working in Spain. If your employer fails to obtain an A1 certificate, Spain will claim you and demand social security registration (Seguridad Social de trabajador por cuenta ajena). This has happened to thousands of remote workers and incurs massive back-contributions plus penalties.
Non-EU citizens (US, Canada, Australia, etc.): US citizens are covered by US Totalization Agreement with Spain (in force since 1988). Under this agreement, if you're employed by a US company and temporarily working in Spain, you remain covered by US Social Security (FICA), not Spanish Social Security. However, you must prove this to Spanish authorities; without an A1 equivalent, Spain will claim you. American remote workers must maintain records (employment letter, contract, timesheets) showing employment by a US company. Similarly, Canada has a CPP/OAS agreement with Spain, and Australia has a Social Security arrangement. Without proof, Spain assumes you're resident and claims full social security registration.
Critical mitigation: Before moving to Spain as a remote worker, contact your home country's social security authority and request an A1 certificate (EU) or equivalent documentation (non-EU). Request this FROM your employer if they have a payroll or HR department abroad. File this certificate with Spanish Seguridad Social within 30 days of arrival to avoid a claim.
UK citizens working remotely for UK employers have special rules under the UK-EU Withdrawal Agreement. If you're employed by a UK company and posted to Spain, you can request an S1 form (UK equivalent of A1) from HMRC. This exempts you from Spanish Social Security and UK National Insurance (you remain covered in the UK). UK workplace pensions (auto-enrolment) are also recognized in Spain; pension contributions are NOT subject to Spanish social security taxes, but you must report the pension income on your annual Modelo 100 return.
Important: Do NOT assume your UK employer will provide an S1 form; it's your responsibility to request it from HMRC. Many UK companies are unaware of this requirement. Also, if you spend >183 days in Spain and are a UK national, you're a Spanish tax resident; your UK employer may still be withholding UK tax. Reconcile on both UK Self-Assessment and Spanish Modelo 100 to claim credit for taxes paid.
While you're managing your personal tax obligations, your overseas employer faces a parallel risk: Permanent Establishment (PE) in Spain. If Spain deems your employer has a PE in Spain, the employer owes Spanish corporate income tax (IS) on profits attributable to that PE. This is a major issue because HR teams at your employer may be unaware, creating years of unfiled liabilities.
What creates a PE? Broadly, a PE is a fixed place of business (office, warehouse, factory) or a dependent agent (employee with authority to conclude contracts on behalf of the employer). For remote workers, the question is: does your employer have a PE in Spain by virtue of you working from Spain?
The remote worker exception: Most tax treaties (including Spain-UK, Spain-US, Spain-Canada DTT) include a "dependent agent" exception for remote workers. If you:
Then no PE is created. However, if your employer establishes a Spanish office, hires additional staff in Spain, or opens a Spanish subsidiary, a PE is created. The employer must then register with Hacienda, file a Spanish corporate return (Modelo 100 for IS), and pay Spanish corporation tax (25% on profits for 2024, temporarily 23% for qualifying SMEs).
Practical impact for remote workers: If your employer is growing and considering a Spanish office or subsidiary, the PE question becomes critical. Some employers structure remote workers as contractors to a Spanish SL (subsidiary) to isolate PE risk. Others remain pure remote and file nil returns with Spanish tax authorities to confirm no PE exists. If you're the first employee from your company in Spain, discuss with your employer's tax team whether a PE risk exists and whether mitigation (contractor status, subsidiary structure) is needed.
Profile: Sarah is a product manager employed by a London fintech. She moves to Spain on a DNV, earning £60,000/year ($76,000 USD equivalent). She spends 200 days/year in Spain.
Tax position: Sarah is a Spanish tax resident (183+ days). Her employment income is classified as foreign-source (she's contracted to the UK company, which employs her as a remote employee). IRPF applies at 19–47% on the £60k; under normal rates, her average effective rate is ~30%, so she owes ~€18k/year (€22k at 2024 rates with inflation). She files Modelo 100 annually. Her employer does not withhold Spanish tax, so Sarah must make voluntary quarterly payments or declare everything on Modelo 100. UK employer's PE in Spain: minimal (no office, no agents), so no Spanish corporate tax filing required. A1 certificate: If Sarah were an employee on an "intra-company transfer," she could request an S1 form from HMRC to stay covered by UK National Insurance. If true remote employee, UK employer is not liable for Spanish Social Security; Sarah may voluntarily register for Spanish healthcare (tramite especial). Beckham Law: Sarah does NOT qualify because her income is foreign-source, not Spanish-source. If her employer had a Spanish subsidiary and re-contracted her as a Spanish employee, she might qualify.
Profile: Marcus is a US-based UX designer. He moves to Barcelona on a DNV and freelances for 5 international clients (US, UK, Germany), earning $150,000/year. He spends all 365 days in Spain.
Tax position: Marcus is a Spanish tax resident. He's self-employed (autónomo), not an employee. He must register with Seguridad Social and pay monthly cuota de autónomo (€250/month, €3k/year). IRPF applies on net business income (after expenses): assume €100k net income = €30k IRPF (30% effective rate) + €3k social security + €3k quarterly filing costs (accountant) = ~€36k/year in tax and social. His US clients likely don't withhold Spanish tax, so Marcus makes quarterly Modelo 130 payments. VAT/IVA: Marcus serves B2B and B2C customers. For B2C (e.g., a US individual buyer), he charges no VAT (non-EU supply). For B2B, he invoices without VAT (reverse-charge). Marcus's revenue likely exceeds €150k, so he files quarterly Modelo 303 (VAT return). US taxation: Marcus is a US citizen and must file a US 1040 on worldwide income, claiming Foreign Earned Income Exclusion (FEIE) up to ~$126.5k (2024). Above FEIE, US tax applies. Self-Employment Tax (SE Tax): Marcus owes 15.3% SE tax in the US (FICA equivalent) on ~75% of his FEIE; this is NOT offset by Spanish social security contributions. The US-Spain Totalization Agreement does NOT exempt Marcus from SE Tax. This is a massive trap: Marcus pays Spanish social security (€3k/year) AND US SE Tax (~€15k/year) on the same income. Many US freelancers are unaware and faced with unexpected US tax bills.
Mitigation: Marcus should explore Entity Formation: operating as a US LLC or Spanish SL to separate personal income from business income and potentially reduce SE Tax. Consulting with a US-Spain cross-border tax advisor is essential.
Profile: Elena is employed by a Toronto-based design studio, earning C$80,000/year. She moves to Spain on a DNV, intending to work for 3 years, then return to Canada.
Tax position: Elena is a Spanish tax resident (if 183+ days). She's an employee of a Canadian company, so her income is Canadian-source. IRPF applies at 19–47% on €50k equivalent (C$80k); assume €15k/year. A1 certificate: Elena should request CPP/OAS coordination documentation from Service Canada to prove she's covered by Canada Pension Plan, not Spanish Social Security. Without this, Seguridad Social will register her. Canada-Spain DTT: The treaty provides relief-from-double-taxation; Elena files a Canadian T1 General (reporting worldwide income) and claims a foreign tax credit for Spanish taxes paid. Canadian employer PE in Spain: Minimal (remote employee, no office). However, if the employer plans to expand in Spain, PE risk is real. Post-departure taxation: When Elena returns to Canada, Canada may assess departure tax on unrealized capital gains if she had Canadian assets (house, investments) at departure. This is a planning issue for later, but relevant to know upfront.
Profile: Klaus founded a tech startup in Germany 5 years ago. He relocates to Spain as a founder/director and continues to draw a salary (€50k/year) from the German SL plus dividends (€100k/year) and some capital gains (€50k/year unrealized gains in his equity).
Tax position: Klaus is a Spanish tax resident (if 183+ days). His salary (€50k) is employment income subject to IRPF at 19–47%; assume €15k tax. His dividends (€100k) are investment income taxed under IRPF at 19% (lower rates for dividends under certain conditions, but 19% is standard); assume €19k tax. His unrealized capital gains: no current tax (gains are only taxed on sale). Total: ~€34k/year. Beckham Law: Klaus does NOT qualify because he's not a new resident; he's been in Spain for 5 years. Also, Beckham Law does not cover dividends; only employment income. German source income: Both salary and dividends are German-source (German SL pays them). Germany-Spain DTT applies; Klaus must report both to both countries and claim credit to avoid double tax. German tax: Germany taxes Klaus on his salary and dividends as a German resident (Germany uses citizenship + center-of-vital-interest tests). Klaus will owe German tax on the same income and must claim credit for Spanish taxes paid. Modelo 720: Klaus must declare his 5% stake in the German SL if it exceeds €600k in book value. Filing is complex and requires tax representation in both countries.
Profile: Zoe is an Australian digital content creator earning income from YouTube ads, Patreon, and brand sponsorships. She moves to Spain on a DNV, earning AUD$200,000/year (€130k equivalent). She spends 150 days/year in Spain, 200 days in Australia (visiting).
Tax position: Zoe is an Australian tax resident (permanent resident, center of vital interests in Australia) even though she works in Spain. She's also a Spanish tax resident (150+ days is below 183, but she may be resident under other tests if she registers, rents, etc.). She faces dual residency and files in both countries. Australia taxes Zoe on worldwide income (Australian citizens are taxed on worldwide income regardless of residence). Spain taxes Zoe as a resident on worldwide income if she's considered resident. Spain-Australia tax treaty: The treaty allocates taxing rights; Zoe must claim residence in one country under the tie-breaker rule (center of vital interests in Australia). Under this claim, Australia has primary taxing rights; Spain allows a credit for Australian tax paid. IRPF in Spain: If Zoe is correctly claimed as Australian resident, she may owe minimal Spanish tax (if any). However, if Spain audits and disagrees on residency, Zoe owes back taxes. Autónomo registration: Zoe's income (YouTube ads, Patreon) is self-employment income, so she should register as autónomo if remaining in Spain >183 days. Temporary resident rules: Australia may tax Zoe as a "temporary resident" if she declares her intent to return to Australia within a set period. This could simplify her US tax obligations (no Australia capital gains tax if non-resident at time of sale). Superannuation: Australia requires that Zoe's employer (herself) contribute 11.5% of earnings to her superannuation fund. If Zoe is self-employed and earning in Spain, she must still fund Australian super, which is a drag on cash flow.
Profile: Niamh is an Irish citizen employed by a UK company. She relocates to Spain on a DNV, earning £50k/year. She maintains property and a bank account in Ireland (but doesn't live there).
Tax position: Niamh is a Spanish tax resident (183+ days). Ireland does NOT claim her as resident (she's not in Ireland). Spain claims her as resident and taxes worldwide income. Her employment income is UK-source (employed by UK company). IRPF applies in Spain at 19–47%; assume €15k/year. Ireland's remittance basis does NOT apply because Niamh is not an Irish resident. (Remittance basis is available only to Irish non-residents with Irish rental income or Irish pensions; foreign employment income of Spanish residents is not subject to Irish tax.) Spain-Ireland DTT: The treaty allocates employment income to the country where the work is performed (Spain) and where the employer is located (UK). Spain likely has primary rights; UK and Ireland do not tax her. Modelo 720: Niamh must declare her Irish bank account (if >€50k) and Irish property (if non-resident, she reports the property's market value on Modelo 720). This triggers scrutiny because Irish property is valuable and Spain wants to assess capital gains tax on any appreciation if Niamh later sells.
Beckham Law requires you to file Modelo 149 within 6 months of becoming a Spanish resident or starting employment. File late, and you lose Beckham eligibility retroactively. Worse, you may owe back IRPF at 45% rates plus penalties.
Failing to obtain an A1 certificate (EU) or S1 form (UK post-Brexit) before moving to Spain leads Seguridad Social to register you and demand years of back-contributions (€5k–€20k+). Fix: Request the certificate BEFORE arrival.
Many remote workers are self-employed under Spanish law but don't register as autónomo. This triggers fines (€3,600+), back-registration penalties, and demand for years of unpaid social security contributions and IRPF.
If you're an autónomo or have self-employment income, Modelo 130 quarterly payments are mandatory. Missing them incurs 25–300% penalties plus interest. Even small amounts (€500) create large penalties.
Misclassifying your income as foreign-source when it's actually Spain-source (because you work in Spain) leads to incorrect tax filings, Beckham Law disqualification, and audit exposure. Get written employer confirmation of income source before filing.
Stock options and RSUs vest are subject to Spanish-workdays apportionment. If you forget to apportion (e.g., claiming 0% Spanish tax on an option vesting while in Spain), Agencia Tributaria audits and assesses back-tax plus penalties on the apportioned gain.
If you serve EU customers (B2C), you must charge their local VAT rate. Many autónomos charge no VAT or Spanish VAT, underpaying or overpaying. OSS/IOSS registration is often needed but complex; hire a VAT specialist.
The Digital Nomad Visa is immigration status, NOT a tax regime. DNV holders pay IRPF on worldwide income like any other resident. No tax benefit is granted; many remote workers are shocked at their first tax bill.
US, Canadian, Australian citizens often pay both home-country and Spanish social security contributions unwittingly. Totalization agreements (FICA, CPP, etc.) prevent double coverage IF documented. Without proof, you're registered in Spain and liable.
US citizens abroad can claim FEIE (~$126.5k), but SE Tax (15.3% on 75% of FEIE) still applies. Spanish social security contributions do NOT offset US SE Tax. Many US remote workers owe €10k+ annually in unplanned US SE Tax.
If you're self-employed in Spain providing services to customers (especially outside Spain), VAT/IVA (Impuesto sobre el Valor Añadido) applies. The rules are complex and depend on your customer's location and the nature of service.
Services to businesses (B2B): The place of supply is where the customer is established. If your UK customer is a business, Spain does NOT charge VAT; the UK charges VAT (reverse charge under UK law). You invoice without VAT.
Services to consumers (B2C): The place of supply is where the customer is located. If your German customer is a consumer (individual), you charge German VAT (19%). If your US customer is a consumer, NO VAT is charged (non-EU supply). This creates massive complexity: you must verify each customer's status and location and apply the correct VAT rate.
If you supply digital services (software, courses, coaching) to EU consumers, the EU's One-Stop Shop (OSS) regime simplifies filing. Instead of registering for VAT in each EU country, you register for OSS in your country (Spain) and file a single quarterly return covering all EU supplies. This is easier than managing 27 separate VAT registrations. Many autónomos ignore this and either under-charge or miss VAT entirely.
Keep detailed records: invoices showing customer location, VAT number (if B2B), nature of service, and VAT treatment (charged, reverse-charged, zero-rated). File Modelo 303 quarterly (VAT return) if revenue exceeds €150k or if you have VAT liability. Many autónomos filing Modelo 303 incorrectly and face audits and large assessments (plus penalties up to 300%).
Remote worker taxation is highly fact-specific. Income sourcing, residency date, nationality, and employment structure all interact. We provide comprehensive advisory and compliance services to help you navigate and optimize your position:
We classify your employment income as Spanish-source or foreign-source in writing, review your contract for language supporting that classification, and advise on amendment options (if beneficial).
We evaluate your eligibility for Beckham Law, advise on Modelo 149 filing within the 6-month window, and structure your income to maximize the 24% flat-rate benefit if you qualify.
We liaise with your home-country social security authority, obtain A1 certificates or equivalent documentation, and file proactively with Spanish Seguridad Social to prevent unwanted registration and back-contributions.
If you're self-employed, we register you as autónomo, explore tarifa plana savings, advise on deductible expenses, and structure your income to minimize tax and social contributions.
We prepare and file Modelo 149 declarations (Beckham Law election, withholding certificates) and Modelo 151 annual reconciliations, ensuring compliance and minimizing withholding errors.
We advise on Modelo 130 (quarterly tax on account for autónomos), Modelo 303 (quarterly VAT), and other periodic filings, calculating correct payment amounts and deadlines.
We prepare your annual IRPF return (Modelo 100), declaring all income (employment, self-employment, investment), claiming available deductions and reliefs, and optimizing your tax position.
For expatriates filing in both home country and Spain, we coordinate filing in both jurisdictions, claim residence in one under treaty tie-breaker rules, and ensure you claim foreign tax credits to avoid double taxation.
If you have B2C EU services, we advise on OSS/IOSS registration, reverse-charge rules, and Modelo 303 filing to ensure correct VAT treatment and minimize audit risk.
We assess whether your overseas employer has PE risk in Spain and advise on mitigation (contractor status, subsidiary structure, nil return filing) to protect your employer from Spanish corporate tax exposure.
We calculate Spanish-workdays apportionment on vesting stock options and RSUs, model tax outcomes, and advise on timing strategies to minimize Spanish tax on equity compensation.
We prepare annual Modelo 720 declarations (foreign assets above €50k), reporting foreign bank accounts, brokerage accounts, foreign pensions, and cryptocurrency to avoid AEAT penalties for non-disclosure.
Remote work taxation in Spain involves income sourcing, tax residency, visa status, nationality, and structural choices—all interacting. Our team of bar-registered solicitors and tax specialists clarify your obligations, maximize available relief (Beckham Law, tarifa plana, expense deductions), ensure compliance with Modelo 100, Modelo 130, Modelo 720, and manage your entire tax profile. We've guided hundreds of remote workers through their first Spanish tax year and beyond.