How to convince your UK employer to let you work from Spain remotely
Convincing your employer to let you work remotely from Spain requires a well-prepared approach. Many UK companies now embrace flexible working, but securing approval for an international remote setup takes more than a casual request. Addressing your employer’s concerns and presenting a solid case can significantly increase your chances of success.
Understand your employer’s concerns
Before making your request, consider what might make your employer hesitant. Common concerns include legal and tax implications, time zone differences, productivity, and communication. Employers may worry about compliance with UK and Spanish regulations, whether you can maintain performance standards, or how collaboration with colleagues will work across borders.
Anticipating these concerns and preparing solutions in advance shows initiative. If you can reassure your employer that remote work from Spain won’t cause disruption or additional costs, they’ll be more open to the idea.
Present a strong business case
A well-structured business case is essential. Your employer will want to know how remote working from Spain benefits both you and the company. Consider these key points:
Productivity and efficiency – If you’ve already been working remotely from the UK, provide evidence of your performance. Highlight how working from Spain could improve your efficiency, such as fewer distractions or better work-life balance.
Cost savings – Some businesses may save money if employees work remotely, especially if office space can be reduced. If your role doesn’t require an office presence, this could be an advantage.
Technology and communication – Show that you have the right tools to stay connected, such as video conferencing, project management software, and secure access to company systems.
Time zone compatibility – Reassure your employer that Spain operates in the same time zone as most of Western Europe, meaning minimal disruption for collaboration.
Trial period option – Offering to start with a short trial period can make your request seem lower risk. This gives your employer a chance to see how it works before making a long-term commitment.
Address the legal and tax implications
One of the biggest barriers to working remotely from Spain is ensuring compliance with employment laws and tax regulations. Your employer may worry about whether they would need to register as an overseas entity or whether you’d become liable for Spanish employment taxes.
It’s worth seeking advice from an international employment specialist before making your request. Some key considerations include:
Tax residency – If you spend more than 183 days per year in Spain, you may become a tax resident there, which has implications for both you and your employer.
Social security contributions – Depending on how long you intend to stay, you may need to remain in the UK’s social security system or register with Spain’s.
Employment contracts – Some companies may need to adjust your contract or set up a Spanish payroll arrangement, particularly if your stay is long-term.
Working Visas - citizens from non EU countries now needs visas to work in Spain, you should contact our partners at Entre Tramites to find out which you need.
If you can provide initial information about how these challenges can be managed, your employer is more likely to consider your request seriously.
Suggest a remote work agreement
A formal remote work agreement helps set clear expectations. This document should outline key aspects such as working hours, performance expectations, data security, and how any legal or tax issues will be handled.
If your employer is hesitant, offering a flexible approach—such as agreeing to return to the UK for certain periods or maintaining an office presence when needed—can help ease concerns.
Highlight the benefits to the company
While your main motivation may be personal, your employer will be more interested in how remote work from Spain benefits the business. Some advantages to highlight include:
Access to a wider talent pool – If your company embraces international remote work, it could attract a more diverse workforce in the future.
Potential for expansion – If your employer has plans to grow into European markets, having employees based in Spain could be useful.
Employee satisfaction and retention – Remote working flexibility can lead to higher job satisfaction and lower staff turnover.
Make your request professionally
Timing and presentation matter when making your case. Choose a moment when your employer is more likely to be open to discussion, such as after a successful project or positive performance review. Arrange a formal meeting and present your request confidently, using a written proposal to support your points.
Being flexible in negotiations will also help. If your employer is unsure, suggesting a compromise—such as starting with a three-month trial—can make them more willing to say yes.
Follow up and be patient
Even if your employer is open to the idea, they may need time to consult legal or HR teams. Follow up professionally, providing any additional information they require. If they refuse outright, ask for feedback and see if there are ways to adjust your proposal.
Working remotely from Spain is a realistic option for many UK employees, but it requires careful planning. By addressing employer concerns, presenting a strong business case, and offering practical solutions, you can increase your chances of getting approval.
