Spain’s Arraigo Social Reforms: What Employers Need to Know

pain has introduced a significant immigration reform that shortens the eligibility period for Arraigo Social and Arraigo por Formación (Sociolaboral) from three years to two years of continuous residence. This change is part of the government’s broader strategy to address labour market shortages and facilitate faster integration of foreign workers already residing in Spain.

For employers and HR teams, this update means that skilled employees who were previously unable to regularize their situation in Spain may now gain legal residence and work authorization sooner.

What Is Arraigo Social or Sociolaboral?

The Arraigo Social and Sociolaboral pathways are Spain’s long-established regularization mechanisms for individuals who have been living in Spain without a legal residence status but have strong social or employment ties to the country.

Previously, candidates needed to prove at least 3 years of continuous stay in Spain, along with either family, community, or employment connections. Under the 2025 reform, the required period is reduced to 2 years, streamlining access to legal residence and work permits.

Key Reform Highlights for Employers

• 2-Year Requirement: Workers can now apply after 24 months of continuous residence.
  
  
• Faster Workforce Regularization: An employee without current work authorization can regularize their status one year earlier.
  
  
• Simplified Employer Process: Employers can issue a job offer contract supporting the application, provided they meet standard labour and salary obligations.
  
  
• Talent Retention: Facilitates the retention of already integrated foreign staff who may be working informally or through non-standard channels.
  
  
• Better Legal Security: Reduces compliance risk for companies employing or planning to hire non-EU nationals awaiting regularization.
  
  

Compliance and HR Impact

For HR leaders, this reform offers a clear opportunity to hire and retain talent that was previously ineligible for immediate legalization. However, companies must stay compliant with the documentation and reporting requirements of the Arraigo process.

Employers need to provide:

• A valid job offer aligned with Spain’s labour standards.
  
  
• Proof of company solvency and business registration.
  
  
• A contract of at least 30 hours per week (20 hours for specific cases).
  
  

HR departments should review employee records to identify individuals who may soon qualify for regularization and can benefit from internal support with their application.

Why This Matters for Global Talent Strategy

Spain’s reform aligns with broader European trends towards inclusive labour migration policies. As workforce shortages impact sectors like IT, hospitality, and manufacturing, legal pathways like the 2-year Arraigo reform create new opportunities for employers to retain international talent already contributing to their businesses.

For mid-sized companies and startups, this means faster hiring timelines, reduced administrative hurdles, and improved employee retention.

How Jobbatical Supports You

At Jobbatical, our immigration technology platform helps companies streamline employee regularization processes, manage documentation workflows, and stay compliant with Spanish immigration laws. Our team ensures your foreign hires transition smoothly from informal or temporary status to full legal employment.

Employers interested in supporting employees through the Arraigo Social or Sociolaboral process can contact our Spain immigration specialists for tailored guidance.

‍