Changing employer on a DNV: what to report to UGE and when

Can you change employer on a digital nomad visa?

Yes, if the new employer is outside Spain. The permit is granted on the basis of specific conditions, and Additional Provision 7 of Ley 14/2013 requires you to maintain them throughout its validity and to report any changes to the UGE within 30 days [1]. As we read it, a change of company changes the conditions of admission: the documents on the company’s activity, the remote work letter and social security all rest on the employer. So it is better to report it, even if your position and salary stay the same.

What counts as a change of conditions on a digital nomad visa

The law has no closed list. Additional Provision 7 of Ley 14/2013 speaks of «any change during residence that affects the conditions of admission»[1]. For the DNV, the conditions of admission are the general requirements of article 62 and the specific requirements of article 74 ter: a company outside Spain with at least a year of genuine activity, permission to work remotely, a contract, income and insurance[1]. Below is our reading of the situations in which these conditions change.

A change of position with the same employer is not in the table: if the company, contract and income stay within the conditions, the law does not say directly whether it counts as a change. If in doubt, report it. The law sets no penalty for an unnecessary notification, while if the conditions stop being met and this comes to light in a check, the permit may be terminated[1].

How soon you must notify the UGE of a change of employer

The UGE lists such notifications together with initial applications: permit holders report any change affecting the conditions of the permit within 30 days of the change taking place [2]. The same deadline is set in the law (Additional Provision 7, paragraph 2) [1]. The notification is filed through the UGE sede electrónica, and all correspondence is electronic only [4].

The document list for such notifications states expressly that the requirement of a relationship with the company of at least three months does not apply if the applicant already holds a permit: it was proven when the permit was granted [2]. The document says nothing about the other requirements and makes no exceptions for them. So it is worth preparing as if they will be checked.

How to notify the UGE: step by step

The UGE accepts notifications of changes only electronically, as with everything under Ley 14/2013: applications, additional documents, appeals and notifications[4]. The steps are:

• Count 30 days from the date the change took place[5].
• Get a certificado electrónico: you cannot file through the sede without one[4]. If a representative files for you, attach the document authorising them to sign and file on your behalf[5].
• Fill in the MI-T form: it is common to all permits under Ley 14/2013[4].
• Gather the documents on the UGE list. There is no separate list for notifications: the list for initial applications expressly covers permit holders reporting a change[5].
• Check the fee question. The list includes the 790-038 receipt, the UGE fee of €73.26 per applicant, with no separate exception for notifications[3][5]. Confirm before filing whether it is needed for a notification.
• File through the ministry's sede electrónica and keep the registration receipt. After that the UGE may ask for additional documents at any time[4][5].

If the UGE sends a requerimiento, reply within the deadline it sets: how this works is explained in a UGE requerimiento on a digital nomad visa. Where to follow your case: how to check the status of a UGE application.

What you need from the new employer and which documents to prepare

The last row is often the bottleneck: the company must be registered before you are enrolled in the Régimen General. How this works is explained in the article social security for an employee on a DNV. The employer letter is covered in the article employer letter for the DNV.

Documents from the new employer according to the UGE list[5]:

• The employment contract with the new company. The three-month relationship requirement does not apply to you: the list says it is not required when the applicant already holds an initial permit, «como es el caso de las modificaciones»[5].
• A certificate from the commercial register or its equivalent in the company's country: genuine and continuous activity for at least a year[5].
• A company letter: position, main duties, an express statement that the work can be done remotely, salary in euros and the conditions of working from Spain[5].
• Proof of income: payslips (nóminas) for the three months before filing and a stamped bank certificate showing the payments for the same months. If the contract income is below the threshold, you need savings covering the difference for the whole term of the permit[5].
• Seguridad Social: registration of the new company as an employer with no workplaces in Spain and a commitment to enrol you in the Régimen General, or a certificate of applicable legislation under an agreement with the company's country[5].

The list does not explain how to show three months of payslips if the new contract is less than three months old. Attach what you have along with a covering letter: the UGE itself recommends explaining documents that do not exactly match the list[5].

Can you move to a Spanish employer?

Not on the basis of the DNV. Article 74 bis allows an employee to work only for foreign companies [1]. For any other work you need to change the permit itself. The UGE FAQ says you can move to another permit under Ley 14/2013 at any time if you meet the conditions of the new basis, and for the general regime Title XI of Real Decreto 1155/2024 on changes in the situation of foreign nationals applies [3]. This is a separate procedure with its own requirements: working for a Spanish company on a DNV.

Switching from employment to freelancing and back

This is a change in the type of relationship, and it affects more documents. The UGE states that evidence of an employment relationship cannot be used to prove a professional one, and vice versa [2]. The insurance regime changes too: an employee pays into the Régimen General, a self-employed person registers with RETA, and carrying over cover under a bilateral agreement is not allowed for the self-employed [2][3]. The sources do not say how the UGE processes such a switch (as a notification of change or as a new application).

Freelancer on a digital nomad visa: a new client or losing a client

For a freelancer the basis of the permit is different: a relación mercantil with one or more companies outside Spain for at least the last three months (article 74 ter d)[1]. According to the UGE FAQ, when working for Spanish clients a freelancer must keep the professional relationship with the company named in the application, and Spanish work must not exceed 20% of all activity (question 14)[3].

• A new foreign client in addition to the existing one. The law has no specific rule. If the main client stays, the conditions of admission, as we read them, do not change[1][3].
• The main client has gone and another foreign one has replaced it. The relationship with the company named in the application has ended, which is a change of conditions: notify the UGE within 30 days[1][3].
• A new Spanish client. It counts towards the 20% limit, and the relationship must be professional, not employment[1][3]. How to calculate the share: the 20% rule on the digital nomad visa.
• Income has fallen below €2,849 gross a month. The 200% of SMI threshold also applies to freelancers; income is proven with invoices (facturas) for three months and a bank certificate[5].

According to the UGE list, three months with the new client are not required when notifying a change, just as for employees[5]. RETA stays the same when you change clients: a freelancer on a DNV pays contributions as an autónomo and cannot carry over coverage under a bilateral agreement[3]. Freelancer documents in detail: the digital nomad visa for freelancers.

What happens if you do not notify, and how to handle a gap between employers

The authority that decides on the DNV may check compliance with the conditions and, if it finds a breach, may terminate the permit by a reasoned decision after first hearing the applicant (Additional Provision 7, paragraphs 3 and 4) [1]. The permit may also suffer at renewal, since it is renewed only if the conditions are still met (Article 76, paragraph 3) [1]. We have not found official information on how often and in which cases this is applied.

We have not found any rule in the law on gaps between employers, and whether you can stay in Spain without a new contract depends on your case. This is a question for a lawyer before you leave your job, not after. The general procedure and the conditions of the status are set out in the DNV route card, and the service page describes our support: digital nomad residence permit.

Neither Ley 14/2013 nor the UGE materials contain a specific rule on a gap between employers[1][3]. There are general rules: the conditions of admission must be maintained for the whole term of the permit (Additional Provision 7, paragraph 1), the authorities may check them (paragraph 3) and terminate the permit if they are breached (paragraph 4)[1]. In a similar example, an autónomo who did not register (alta), the UGE FAQ says termination removes the right to live and work in Spain from both the holder and their family members (question 7)[3].

If you can choose the dates, sign the new contract before the old one ends: that way you have a company outside Spain on every single day. If a gap cannot be avoided, notify the UGE both of leaving and of the new contract, each time within 30 days[1].

There is also a separate rule on notifications. Ley Orgánica 4/2000 classes as a minor offence failing to notify, or notifying late, the authorities of circumstances that determine your employment situation where notification is required (article 52 a); the fine for a minor offence is up to €500 (article 55)[6]. Whether this rule is applied to DNV notifications to the UGE is not defined in the official texts.

Frequently asked questions

Related articles

ReloVictory · Sources reviewed 20.10.2026 · Not a substitute for individual legal advice.