How to Hire Childcare Workers and Nannies from Abroad in Spain (2026)

7 min

1. The reality of hiring non-EU childcare workers in Spain

Hiring childcare workers or nannies directly from non-EU countries into Spain is legally possible, but it is not the standard or easiest pathway for most employers. Spanish immigration regulations strictly protect the national labor market through the Situación Nacional de Empleo. Before you can hire an individual from outside the European Union, the job position must generally be offered locally and listed on the national shortage occupation list (Catálogo de Ocupaciones de Difícil Cobertura) managed by the public employment service, SEPE (Servicio Público de Empleo Estatal).

Childcare workers, nannies, and household staff rarely appear on this catalog. Consequently, unless you meet specific exceptions, bringing a nanny or childcare worker from abroad requires demonstrating that no eligible worker in Spain or the EU could be found to fill the position. Because of this hurdle, many employers in Spain turn to alternative local options rather than direct overseas recruitment:

Hiring workers already in Spain: Employers frequently hire non-EU nationals who are already residing in Spain under regularized status, student visas with work permission, or through social integration pathways (arraigo social or arraigo socioformativo).
Bilateral labor agreements: Spain maintains specific bilateral migration agreements with countries such as Colombia, Ecuador, the Dominican Republic, Morocco, and Ukraine, which can streamline individual recruitment in specific structured programs.
EU/EEA candidates: Hiring citizens from other EU or EEA countries avoids immigration sponsorship entirely, as EU workers hold immediate rights to work in Spain.

Demand for childcare services is heavily concentrated in major metropolitan regions such as Madrid and Barcelona, as well as suburban residential zones in Valencia, Seville, Malaga, and the Balearic Islands. Peak recruitment for formal childcare facilities aligns with the academic year starting in September, while demand for live-in or seasonal nannies often spikes before summer (May-June).

2. Legal routes and permit application process

If you decide to proceed with sponsoring a non-EU childcare worker from their home country, you must follow the initial work and residence permit route (Autorización inicial de residencia y trabajo por cuenta ajena). The legal process follows a strict order, and the employer must initiate it in Spain before the worker enters the country.

The administrative process consists of four main stages:

Step 1: The labor market test (SEPE certificate): You must submit a job offer to your regional SEPE office. If no suitable candidates apply within 15 to 30 days, SEPE issues a certificate confirming that the position cannot be filled locally. This certificate is mandatory for your permit application unless the worker is a national of Chile or Peru (due to specific international treaties) or fits specific family exemption criteria.
Step 2: Employer application at Extranjería: You submit the visa petition to the provincial immigration office (Oficina de Extranjería) where the work will take place, or online through the MERCURIO platform. You must provide your identity documents, proof of financial solvency to afford wages and social security contributions, the signed employment contract, and the SEPE certificate.
Step 3: Worker visa application: Once Extranjería approves the application, the worker receives a favorable resolution (Resolución Favorable). The worker then has one month to apply for a work visa at the Spanish consulate in their country of residence. They must submit medical clearance and a police background check covering the previous five years.
Step 4: Social Security registration and TIE card: Upon entry into Spain, you must register the worker with the Social Security system (Tesorería General de la Seguridad Social - TGSS) before they start working. Within 30 days of registration, the worker must schedule an appointment at the Policía Nacional to register fingerprints and obtain their physical foreigner identity card (Tarjeta de Identidad de Extranjero - TIE).

Always verify current procedural requirements with the Ministerio de Inclusión, Seguridad Social y Migraciones or an accredited immigration lawyer (gestor administrativo), as immigration guidelines are updated regularly.

3. Regulatory rules and qualification recognition

The regulatory requirements for childcare staff in Spain depend entirely on whether the employee works in a private household or an accredited educational facility.

Private household nannies: Private nannies working in home environments do not require formal legal qualifications or licensing under Spanish law. However, they fall under the special legal framework for household employees (Régimen Especial de Trabajadores del Hogar).
Educators in early childhood centers: Formal childcare centers (escuelas infantiles) caring for children aged 0-3 must hire qualified professionals (Técnico Superior en Educación Infantil or university graduates in Educación Infantil). Foreign qualifications for formal teaching roles must undergo official recognition (homologación or convalidación) through the Ministerio de Educación y Formación Profesional y Deportes. This process is rigorous and can take between 6 and 18 months, making direct foreign recruitment for licensed nursery roles impractical unless qualifications are recognized in advance.

4. Timeline from recruitment decision to first day

Hiring a non-EU childcare worker from outside Spain requires advance planning. You should expect the process to take anywhere from 4 to 8 months from the moment you initiate local job advertising.

Local recruitment advertising (SEPE): 1 month.
Immigration processing (Oficina de Extranjería): 2 to 3 months (provinces like Madrid and Barcelona often take longer due to processing backlogs).
Consular visa processing and travel: 1 to 2 months.
Social Security registration and arrival logistics: 1 to 2 weeks.

Because of this long timeline, direct foreign hiring is not suitable for urgent or immediate staffing needs.

5. Pay standards, contract terms, and housing obligations

Employers in Spain must comply strictly with national statutory wage baselines or relevant collective bargaining agreements (Convenios Colectivos).

Minimum wage requirements: Pay cannot fall below the statutory minimum wage (Salario Mínimo Interprofesional - SMI). In Spain, the SMI is updated annually by the government. For full-time employees (40 hours per week), compensation must meet or exceed this statutory baseline, calculated across 14 payments annually (12 monthly payments plus two extra holiday bonuses, or pro-rated across 12 months).
Sectoral agreements for nurseries: Formal childcare facilities must adhere to the national collective agreement for private early childhood education centers (Convenio colectivo estatal de asistencia a la infancia y educación infantil), which sets specific salary scales based on job classifications.
Household employee rules and housing: For private household nannies employed under the Régimen Especial de Empleados de Hogar, specific rules govern live-in arrangements (interna). If you provide housing and meals, deductions for board and lodging cannot exceed 30% of the total gross wage, and the remaining net cash payment must never fall below the statutory SMI minimum. Adequate, private accommodation must be provided.
Social Security contributions: Employers are required to contribute to the worker's Social Security benefits. Employer contributions generally add approximately 28% to 33% on top of the worker's gross salary.

6. What this costs you, roughly

Below is a summary of the standard initial setup and recruitment costs associated with bringing a non-EU childcare worker to Spain:

Administrative immigration fees (Tasa 790 062 / 052): €20 to €100.
Document translation and legalizations (Apostille): €150 to €400 (paid for official translations of certificates).
Consular visa fee: €80 to €150 (varies depending on worker nationality).
Legal or administrative representation (Gestoría/Lawyer): €500 to €1,500 (optional but common for navigating Extranjería filing).
Relocation and travel expenses: €400 to €1,200 (customarily paid by the employer to secure non-EU recruitment).
Qualification homologation (if required for formal nurseries): €100 to €300 in administrative fees.

7. Employer liability and ethical recruitment practices

Under Spanish law and international labor standards (such as ILO Convention 181), legitimate recruitment must never involve charging candidate workers for their employment placement or visa processing. Employers are fully responsible for administrative filing fees and legal costs associated with sponsoring a work permit.

Employers who utilize intermediaries or agencies that extract fees, deposits, or wage deductions from workers face serious legal liability under Spanish labor law. Involving a worker in financial recruitment debt can lead to severe fines from the Labor Inspectorate (Inspección de Trabajo y Seguridad Social) and invalidation of the work permit application. Ensuring that candidates do not pay recruitment costs protects your organization from liability and ensures compliance with national legal standards.

8. How to search Workuro for childcare workers

Workuro operates an open directory where candidates worldwide publish profiles indicating their qualifications, language skills, and desire to relocate to Spain. If you decide to explore foreign candidates directly, you can search the registry without intermediary recruitment fees.

To find potential childcare workers and nannies on Workuro:

Filter candidate profiles by target location (Spain) and job category (Childcare / Nannies).
Review experience levels, spoken languages (such as Spanish or English proficiency), and current residence status.
Contact suitable candidates directly through the platform to conduct interviews and discuss employment terms.

Please note that the Workuro registry is young and continuously growing. Candidate availability varies by region and trade. Workuro provides direct candidate contact details but is not a recruitment agency; you as the employer manage screening, contract generation, and the visa sponsorship application through official Spanish channels.