This is how relocation to Spain will look like in 2030

How Spanish companies and multinationals based in Spain will be impacted

Our perspective on the future of relocation to Spain

After more than 25 years in the global mobility industry and over 1,500 relocations to Spain managed every year, we are sure of one thing: change in mobility is not new, but its pace and complexity are accelerating.

What HR teams are facing today is not a simple adjustment of policies, but a shift in how talent is sourced, moved and retained. In about five years, relocation to Spain will be more strategic, more regulated and far more closely linked to workforce planning, compliance and business continuity than it is today.

Global labor market trends: why mobility is becoming an HR priority

According to the OECD, the working-age population across its countries is expected to shrink significantly in the coming decades. By 2060, there will be nearly two people aged 65+ for every three people of working age, compared to a ratio of one-to-four in 2000.

For HR leaders, this is not a theoretical risk. It directly affects:

• Talent availability for critical roles
• Succession planning and leadership pipelines
• Time-to-hire

In Spain specifically, Eurostat projections show that the country will be among the most affected in Europe by population ageing, with the dependency ratio rising sharply before 2035. The implication is straightforward: companies will not be able to rely on local hiring alone.

Relocation and international assignments will increasingly be used to keep teams fully staffed and business units operational.

Labor shortages are already driving relocation to Spain

Labor shortages are no longer limited to niche profiles. Across Europe, shortages are now structural in sectors such as:

• Technology and digital roles
• Engineering and industrial profiles
• Healthcare and life sciences
• Finance, risk and compliance

In Spain, employers are already feeling the pressure. The Spanish Ministry of Labor has repeatedly highlighted difficulties in covering qualified positions in IT, engineering and healthcare, despite relatively high overall unemployment.

For HR teams, this has translated into a clear trend:

• More inbound relocation to Spain
• Structured mobility programs

Global mobility is no longer a “last resort” when hiring locally fails. It is becoming a planned talent channel, aligned with recruitment, retention and employer branding strategies.

Immigration to Spain: fewer shortcuts, more scrutiny

Looking ahead to 2030, immigration systems are becoming more selective, not more open. Across Europe, governments are prioritising:

• Skills aligned with labour shortages
• Economic contribution and salary thresholds
• Stronger employer accountability

In Spain, this is already visible through:

• More differentiated visa categories
• Increased documentation and justification requirements
• Greater coordination between immigration, tax and social security authorities

For HR and mobility teams, this means relocation to Spain will require earlier planning, better forecasting and closer coordination with legal and payroll teams. Immigration is no longer a standalone process; it is part of a broader risk and compliance ecosystem.

Compliance and risk: A growing concern for HR

One of the most common pain points HR managers raise today is compliance risk. Immigration decisions now directly impact:

• Tax residency and permanent establishment risk
• Social security coverage
• Payroll reporting and employment contracts

A delayed or poorly structured relocation can result in:

• Fines and penalties
• Reputational damage
• Disruption to employee experience and retention

As a result, by 2030, effective global mobility programs in Spain will be characterised by:

• Clear governance models
• Cross-functional collaboration (HR, legal, finance, payroll)
• Standardised yet flexible relocation frameworks

What this means for HR leaders in Spain

By 2030, relocation to Spain will sit at the intersection of talent strategy, compliance and business resilience. Spain will remain a highly attractive destination for international professionals, but accessing that talent will require more structure, foresight and expertise than ever before.

HR leaders who proactively integrate global mobility into workforce planning will be better positioned to:

• Secure scarce skills
• Control compliance risk
• Support growth in a tighter labour market

Those who treat relocation as an operational afterthought may find themselves constrained by talent shortages and regulatory complexity.

Interview with Sonia Martori, Relocation Consultant at BRS Global Mobility

Can you describe your role as a relocation consultant at BRS Global Mobility?

My role as a relocation consultant is to provide a professional service to clients, but above all to transmit a sense of calm, trust, and reassurance. The goal is for clients to feel supported and confident, and ultimately happy with the service they receive. A key part of my work is making sure they feel accompanied throughout the process, that they are not alone and that there is a resilient professional who will help solve any issues that arise.

I cover the entire Barcelona area and its surroundings, working mainly with families with children. This is the profile I enjoy most, as it is also the most comprehensive type of relocation, particularly due to the importance of schooling. Education is the area where I feel most confident, largely because of my own personal experience.

I have been in my clients’ position myself. I lived abroad for ten years and returned from Korea with two children who were not born in Spain. I went through the same challenges they face now, navigating both the public and private school systems. This allows me to explain the local education system, schools, and language options from first-hand experience. What defines me most is being able to say, honestly, “I’ve been through this.” I speak to them not only as a consultant, but also as a mother. Sharing my own experience, my challenges and how I overcame them, adds real value. In addition, I know the country well and understand both the administrative side and the family perspective, which is another important advantage.

What are the key steps in the relocation process for an international employee?

The most important topics are addressed from the very first call, especially housing and schooling, as these are the areas that generate the most concern. Many clients arrive already aware of how challenging the housing market is, so from the beginning I help them put things into perspective, without creating pessimism. I explain that although options may be limited, they will find a home, but that the “perfect house” does not exist. What matters most is learning to visualize how they want to live and identifying the option that best fits their lifestyle.

Alongside housing, documentation is critical. I emphasize the importance of requesting birth and marriage certificates well in advance, as they are only valid for three months and must be apostilled. After the initial discussion, I provide a clear summary outlining the services we will deliver, the documentation required, and an overview of the current housing market.

For families, the first major decision is choosing a school, and housing is then selected accordingly. It is important to consider practical aspects, such as commuting time for children, as no parent wants their child spending an hour on a school bus. During orientation tours, we visit different areas, review options in person, and assess traffic conditions. Ultimately, all decisions belong to the family; our role is to present all viable options. In some cases, temporary accommodation is arranged so they can test an area before committing. Each family decides what works best for them.

What are the biggest challenges expats face when relocating to Spain?

Adaptation in Spain is generally fast. For Europeans, adjusting is usually easy. Americans often find the experience wonderful, while for Latin American families, Spain is perceived as a paradise in terms of safety. Asian expats tend to face more challenges, particularly due to the language barrier.

Japanese and Korean families, for example, greatly appreciate the culture, but often find it difficult to build daily life around a strong community network, as Spain does not have clearly defined ethnic neighborhoods. The same applies to Indian families. Communities are very dispersed. International schools are concentrated in certain areas, such as Sarrià–Sant Gervasi or outside the city, while neighborhoods like Diagonal Mar tend to attract younger families but do not have international schools.

Barcelona has become a very international city, with expats living throughout the metropolitan area. International school bus routes cover the entire city, allowing families to live almost anywhere. One structural difference compared to other countries is that housing is very individual; there are no condominiums or residential complexes with shared services.

What kind of support do you provide for families relocating with children?

Support for families is especially focused on schooling, housing, and overall integration. I help parents understand the education system, compare school options, and assess how these choices impact daily life. I also guide them through neighborhood selection, commuting considerations, and administrative procedures.

Because I have gone through the process myself, I am able to anticipate concerns and explain things in a practical, empathetic way. Families often feel reassured knowing they are supported by someone who truly understands both the emotional and logistical aspects of relocating with children.

How do you help international employees adjust to Spain’s culture and daily life?

Cultural adjustment is closely linked to practical guidance. I help clients understand how daily life works in Spain, from administrative procedures to housing norms and local expectations. Spain’s bureaucracy can be complex and rarely operates in other languages, so having local support is essential. A small mistake, especially in residency or legal procedures, can have serious consequences.

Housing also requires careful guidance. The market can be challenging, and there are risks such as fraud or agencies charging fees just to visit properties. Without a trusted local professional, it is easy to feel lost or taken advantage of. I help clients navigate this environment safely and realistically, ensuring they understand both opportunities and risks.

Can you share a memorable relocation experience?

One of my earliest relocations involved a very senior executive from one of the world’s largest pharmaceutical companies and his family from Brazil. It was July and Barcelona was fully booked. Thanks to my contacts in the hotel industry, we managed to secure a room at one of the best hotels in the city at a reduced rate for a few nights, until temporary accommodation became available.

A few days later, I found them a house in Sant Cugat. Over time, we kept meeting in the neighborhood and they were very happy there. I continued helping them with additional procedures, and despite a difficult start, the relationship turned into a strong and trusting one. Experiences like these, including clients who later send me photos of their children, are especially meaningful to me.

How has the relocation industry evolved over the years?

Relocation services have become increasingly essential as international mobility grows more complex. Administrative requirements, data protection issues, and housing market pressures have all intensified. Today, clients are required to provide very complete personal profiles, particularly for housing, which raises concerns about data vulnerability.

At BRS Global Mobility, we request formal authorization from clients before sharing their information with government bodies or real estate agencies, as transparency and data protection are critical. Without professional guidance, navigating these changes can be overwhelming and risky for international assignees.

What advice would you give to employees or families preparing to relocate to Barcelona?

My main advice is not to face the process alone. Bureaucracy in Spain is complex and unforgiving, and housing can be particularly challenging without local expertise. A trusted relocation partner can prevent costly mistakes, detect potential fraud, and provide realistic expectations.

Flexibility is also key. There may be limited housing options, and properties are not always well maintained, but with the right guidance and a clear understanding of priorities, it is possible to find a solution that works well for each family.

Why is it essential for companies to offer comprehensive relocation services for international employees?

Comprehensive relocation services are essential because they protect both the employee and the employer. Proper support ensures that international employees can focus on their roles instead of struggling with administrative, housing, or integration issues. It also helps companies retain talent by ensuring a smoother, more positive relocation experience.

For example, Sant Cugat is often very appealing to international employees. It has a strong expat community and hosts many international companies. When I show families around the area, they often fall in love with it immediately. This kind of local insight is what makes comprehensive relocation support truly valuable.