The renewal may be requested within the 60 days prior to the expiration date of the authorization and, exceptionally, up to 90 days after. Late submission may result in an administrative penalty.

The authorization may be renewed as long as the requirements continue to be met. After a total of 5 years of legal residence in Spain, long-term residence may be requested.

Income must be calculated based on the Interprofessional Minimum Wage (SMI 2026 = €1,424.5):

• Main applicant (digital nomad):
  200% of SMI → €2,849.00 per month
• Second family member:
  75% of SMI → €1,068.38 per month
• Each additional family member:
  25% of SMI → €356.13 per month

Income must be proven through valid documentation (contracts, payslips, company certificates, invoices, or bank statements) and must be real, continuous, and sufficient to cover the stay in Spain during the renewal period.

IMPORTANT UPDATE FOR REMOTE EMPLOYEES OF U.S. COMPANIES

An official notice has confirmed that the UGE (Unidad de Grandes Empresas) has changed its interpretation and assessment criteria regarding employees of U.S. companies hired under a W-2 employment structure who attempt to demonstrate Social Security coverage through a U.S. Certificate of Coverage.

Under the updated criteria, the UGE now expressly states that:

1. The Bilateral Social Security Agreement between Spain and the United States does not apply to employees working under an international remote work (telework) arrangement.
2. The Agreement does not contemplate the figure of a remote worker providing services from Spanish territory, nor is this situation covered under the exceptions set out in Article 7 of the Agreement.
3. Consequently, the U.S. Certificate of Coverage is no longer considered valid to prove Social Security coverage in these cases.

New Requirements Established by the UGE

Under the new criteria, the following is now required:

1. The U.S. employer must register with the Spanish Social Security system as a foreign company without a work center in Spain.
2. The employer must provide a formal written commitment confirming that the remote employee will be registered with Spanish Social Security once the residence permit is granted.

Additional Option: Employer Assignment Letter

As an alternative legal strategy, the U.S. employer may issue a formal assignment letter confirming that:

• The employee is being assigned to Spain to perform work remotely on behalf of the U.S. company.
• The employment relationship remains governed by U.S. law.
• The employer’s intention is that the assignment should qualify as a temporary posting under the U.S.–Spain Bilateral Social Security Agreement.

If the Spanish authorities accept this interpretation, the U.S. Certificate of Coverage may be accepted as proof of Social Security coverage.

⚠️ Important: This document does not replace the new UGE requirements. Spanish authorities may still require mandatory registration with Spanish Social Security.

In general, all documents issued outside Spain that are not written in Spanish must be apostilled or legalized and translated by an authorized sworn translator, including:

• Commercial registry certificates or equivalent documents of the foreign company
• Social Security certificates from the country of origin
• Academic degrees and documents proving professional qualifications
• Official certificates issued by foreign authorities
• Corporate documentation in the case of partner-workers

Determining which documents require an apostille depends on the country of origin and the type of document. Incorrect translations or unnecessary apostilles may delay the application.