Many companies move their first employees to Spain without a written policy, and every move becomes a negotiation. A short, clear policy saves time, keeps decisions fair and makes the cost predictable. These are the points we recommend covering.
- Eligibility. Which roles and situations qualify, and who approves each move.
- Assignment types. Permanent transfer, long-term or short-term assignment, local hire with relocation support.
- Pre-decision support. Look-and-see trip or virtual orientation before the employee accepts.
- Immigration. Who pays for permits and translations, and cover for family members.
- Travel. Class of travel, number of trips, family included.
- Temporary housing. Number of days and budget by family size.
- Household goods. Volume or weight limits, storage and insurance.
- Destination services. Orientation, home search, school search and settling-in.
- Housing and schooling allowances. Whether they apply, amounts and duration.
- Tax and payroll. Tax advice, the inbound workers regime and gross-up rules.
- Family support. Language classes, partner career support, children's activities.
- Repatriation. Return conditions and support at the end of the assignment.
Lump sum or core-flex? A lump sum gives freedom and a fixed cost but can leave families unsupported. A core-flex model covers the essentials and lets employees choose extras from a menu.