Modelos

EX-06 Form Spain: Seasonal Residence and Work Authorization

EX-06 is Spain’s official immigration form for residence and work authorization for seasonal activities. It is used when a qualifying Spanish employer recruits a non-EU foreign worker for genuine seasonal employment under Spain’s current immigration framework.

The current seasonal authorization is very different from an ordinary short-term work permit.

Under the rules established by Royal Decree 1155/2024, a qualifying seasonal residence and work authorization can generally remain valid for four years, while allowing the worker to perform authorized seasonal employment in Spain for a maximum of nine months during each calendar year.

The worker must normally be outside Spain when the initial authorization is requested and must commit to returning to the country of origin after the authorized work period ends.

For the broader employment-immigration system, read our Spain Work Permit Visa guide.

You can also compare EX-06 with the other Spanish immigration forms in our Spain Immigration Forms: EX-00 to EX-32 guide.

What Is Form EX-06?

EX-06 is officially used for:

Solicitud de residencia y trabajo para actividades de temporada

or an application for residence and work authorization for seasonal activities.

It is intended for employment that occurs during specific recurring periods rather than permanent continuous employment throughout the year.

The authorization is primarily employer-led.

The Spanish employer normally submits EX-06 electronically rather than the foreign worker independently applying for a permit.

EX-06 at a Glance

Question	Answer
Form	EX-06
Main purpose	Residence and work for seasonal activities
Work type	Employment — trabajo por cuenta ajena
Initial applicant	Employer
Worker location for initial application	Normally outside Spain
Authorization validity	Generally 4 years
Maximum work period	Up to 9 months per calendar year
Main contract structure	Fijo-discontinuo
Initial submission	Electronically through Mercurio
Initial filing timing	At least 2 months before work begins
Initial decision period	Generally 1 month
Return obligation	Yes
Annual employer call	Yes, after the first year
TIE required	Yes
Renewal possible	Yes, normally for another 4 years

What Counts as Seasonal Work?

Seasonal work is employment linked to recurring periods of activity.

Typical examples may include sectors such as:

agriculture;
harvesting;
fruit and vegetable production;
food processing;
packing;
certain tourism activities;
hospitality;
other genuinely seasonal industries.

However, a contract being temporary does not automatically make it seasonal employment for immigration purposes.

The legal nature of the activity matters.

For example, a company hiring an employee for six months because another employee is temporarily absent does not necessarily create a seasonal EX-06 case.

The work should genuinely correspond to recurring seasonal or intermittent activity.

EX-06 Is Not a Generic Temporary Work Permit

This distinction is important.

EX-06 is specifically linked to Spain’s seasonal-work framework.

A foreign worker with a normal employment offer may instead fall under the standard employee residence/work route using EX-03.

EX-06	EX-03
Seasonal activity	Ordinary employee work
Recurring seasonal periods	Standard employment relationship
Maximum 9 months activity per calendar year	Different duration rules
Return obligation	No equivalent seasonal return system
Fijo-discontinuo structure	Wider range of qualifying contracts
Annual llamamientos	Not part of ordinary EX-03 structure

For standard employee immigration, see our EX-03 Work Permit guide.

Who Can Qualify as an EX-06 Seasonal Worker?

The worker generally must satisfy several requirements.

These include being:

over 16;
outside Spain and not residing in Spain when the initial authorization is requested;
a third-country national who requires Spanish immigration authorization;
free of disqualifying criminal convictions;
not prohibited from entering Spain;
outside any applicable no-return period resulting from a previous voluntary-return commitment;
not considered a threat to public order, public security or public health;
medically eligible under applicable public-health requirements;
professionally qualified where the occupation requires specific qualifications or licences.

The worker must also sign a commitment to return to the country of origin after completing the authorized seasonal employment.

Can Someone Already Living in Spain Apply for Initial EX-06?

The ordinary initial seasonal-work route is designed for recruitment from abroad.

The current requirements state that the worker must not be in Spain or residing in Spain when the initial authorization is requested.

Someone already legally residing in Spain who wants to work should therefore identify the immigration authorization that applies to their existing status rather than automatically using EX-06.

Who Submits EX-06?

The employer submits the initial application.

The application can be filed:

directly by the employer; or
by a person legally authorized to represent the employer.

The foreign worker generally does not independently file the initial application.

The practical sequence is:

Employer identifies seasonal need → Worker selected → Contract prepared → EX-06 → Mercurio → Approval → Visa → Spain → Social Security → Work → Return

Employer Requirements for EX-06

The employer has substantial responsibilities under the seasonal-work system.

It is not enough simply to offer the worker a job.

The employer generally needs to:

satisfy the national employment situation rules;
prepare a qualifying written employment contract;
identify the first year’s expected activity period;
comply with tax obligations;
comply with Social Security obligations;
demonstrate sufficient financial, material and personnel resources;
provide adequate accommodation;
organize and pay certain travel costs;
arrange temporary healthcare coverage before Social Security registration;
provide the worker’s signed return commitment;
pay the applicable employer immigration fee.

These requirements make EX-06 considerably more structured than an ordinary job offer.

The Fijo-Discontinuo Contract

The current seasonal regime requires a written contrato fijo-discontinuo.

This form of employment is particularly suited to activities that recur during certain periods while not operating continuously throughout the year.

The contract should contain the information legally required for the employment relationship, including matters such as:

workplace;
type of work;
duration of the seasonal period;
working hours;
starting date.

The employer must also indicate the expected period of activity for the first year of the four-year authorization.

If several seasonal employment periods are being coordinated, the relevant contractual arrangements also need to be reflected properly.

Does Spain’s National Employment Situation Apply?

Yes.

The employer generally needs to demonstrate that Spain’s situación nacional de empleo allows recruitment of the foreign seasonal worker.

The immigration authorities may therefore examine whether suitable workers are available within the Spanish labour market.

For the ordinary EX-06 application, documentation can include certification from the public employment services showing insufficient jobseekers available to fill the position.

This is another reason EX-06 should not be treated as an open seasonal visa that any worker can request independently.

Employer Travel Obligations

One of the distinctive features of EX-06 is the employer’s responsibility for travel.

The employer must generally assume the cost of the worker’s journey to Spain from the country where recruitment took place.

The employer must also cover the necessary travel between the worker’s arrival point and the accommodation provided for the seasonal employment.

This obligation should be taken into account when employers calculate the real cost of international seasonal recruitment.

Health Coverage Before Social Security Registration

The employer must arrange insurance covering the worker’s healthcare needs from the start of the journey to Spain until the worker is registered in the appropriate Spanish Social Security system.

This avoids a gap in healthcare protection between international travel and the activation of Spanish Social Security coverage.

After the worker enters Spain, Social Security registration becomes a critical next step.

Our Social Security Number in Spain guide explains the Spanish Social Security identification system.

Employer Accommodation Requirement

The employer must make adequate accommodation available to the seasonal worker.

The accommodation must satisfy applicable legal and health requirements.

In particular, adequate standards of:

habitability;
hygiene;

must be guaranteed.

This is not simply a recommendation.

Evidence that suitable accommodation has been made available forms part of the seasonal-work application documentation.

Employers should therefore arrange housing before filing EX-06 rather than waiting until the worker is about to arrive.

Worker Return Commitment

Seasonal immigration is based on temporary periods of work followed by return.

The worker must sign a commitment to return to the country of origin once the seasonal employment period ends.

After completing the authorized services, the worker must leave Spain.

The current procedure also requires the worker to report to the Spanish diplomatic mission or consular office that issued the visa within the applicable period after the seasonal work authorization ends.

Failure to comply with the return requirement can create serious consequences for future Spanish work-authorization applications.

How Long Is EX-06 Valid?

The current seasonal residence and work authorization is generally valid for four years.

This does not mean four continuous years in Spain.

The worker can perform authorized seasonal work for a maximum of:

9 months during each calendar year

during the validity of the authorization.

This is one of the most important concepts on the entire EX-06 procedure.

Think of the authorization as:

Four-year immigration framework + seasonal periods inside those four years

rather than:

Four-year continuous job in Spain.

What Happens Between Seasonal Work Periods?

After the authorized seasonal activity ends, the worker must normally return to the country of origin.

The worker does not simply remain continuously in Spain waiting for the next season.

In later years of the four-year authorization, the employer uses the llamamiento process to call the worker back for the next authorized period of seasonal employment.

What Is a Llamamiento?

A llamamiento is the employer’s formal call for the seasonal worker to return for another period of activity under the existing authorization.

This becomes particularly important after the first year.

For each subsequent year, the worker must normally be called again by the employer under the existing employment relationship.

The new work period cannot exceed the maximum seasonal limit.

The terms must generally remain consistent with the underlying authorization unless an approved employer change or other permitted modification has occurred.

When Must the Employer File the Llamamiento?

The current procedure generally requires the new annual call to be submitted at least three months before the planned beginning of the seasonal work, unless there is a justified reason for a different timing.

The llamamiento is submitted electronically through Mercurio.

This is another reason employers need to plan seasonal recruitment well in advance.

Does the Worker Need a New Visa Every Year?

The first year requires the appropriate seasonal residence and work visa for entry into Spain.

For subsequent annual calls during the validity of the authorization, the entry process works differently.

The worker’s valid residence documentation together with the approved llamamiento and valid passport can support the subsequent return to Spain under the continuing authorization.

The exact documentation should always be checked before travel.

When Should the Initial EX-06 Application Be Filed?

Initial applications should generally be submitted at least two months before the planned beginning of the seasonal work.

Employers should ideally begin preparation even earlier.

Several steps can require time, including:

labour-market procedures;
recruiting workers;
preparing contracts;
collecting passports;
arranging accommodation;
arranging travel;
obtaining foreign documents;
translation;
legalization or apostille;
consular visa procedures.

Seasonal businesses often have fixed operating periods, so late preparation can make an otherwise valid recruitment plan impractical.

Where Is EX-06 Submitted?

The initial application is submitted electronically through Mercurio.

The employer or authorized representative handles the filing.

This means electronic identification is important for the party submitting the application.

Our Digital Certificate in Spain guide explains how Spanish electronic identification works.

What Information Does EX-06 Ask For?

The official EX-06 form contains several sections.

Foreign Worker Details

The worker section includes information such as:

passport;
NIE if already assigned;
surnames;
name;
sex;
date of birth;
birthplace;
nationality;
marital status;
Spanish address where applicable;
telephone;
email;
legal representative where applicable.

The information should match the worker’s passport exactly.

Employer Details

EX-06 also asks for information about the employer, including:

individual or company name;
DNI, NIE or NIF;
business activity;
occupation;
Spanish address;
telephone;
email;
legal representative.

Representative Details

If a representative files the application for the employer, the corresponding representation information is entered separately.

Notification Details

The form includes an address and electronic-notification section.

Official immigration communications may contain:

requests for additional documents;
decisions;
deadlines;
procedural communications.

Employers and representatives should therefore monitor electronic notifications carefully.

Type of Authorization

The current EX-06 is used across several procedures connected with the seasonal-work authorization.

These can include:

initial seasonal residence and work authorization;
extension of an annual work period;
renewal of the four-year authorization;
approved changes of employer;
subsequent llamamientos.

This makes EX-06 more than simply a first-time seasonal visa form.

Documents Commonly Required for Initial EX-06

A standard initial application can include:

completed EX-06;
complete valid passport or travel document of the worker;
employer identification documents;
company incorporation documentation where applicable;
proof of legal representation;
signed employment contract;
proof of employer financial and operational resources;
public-employment-service documentation where required;
worker’s signed return commitment;
proof of adequate accommodation;
documentation relating to the seasonal activity;
relevant professional qualifications where required;
applicable translations;
apostille or legalization of foreign public documents where required.

The exact file depends on the employer, worker and occupation.

Foreign Documents

Foreign public documents may need to be:

apostilled under the Hague system;
legalized where required;
exempted under an applicable international agreement.

Documents not accepted in their original language may also require a sworn translation into Spanish or the relevant co-official language.

Employers should identify foreign-document requirements early because obtaining criminal records, apostilles and translations can take substantial time.

EX-06 Fees

The initial procedure can involve two immigration fees.

Modelo 790 Código 052

The residence fee is payable by the foreign worker.

Modelo 790 Código 062

The employer pays the work-authorization fee when the duration of the work authorization reaches the threshold established by the applicable rules.

For the initial seasonal procedure, the employer work fee applies where the authorization is for six months or more.

The relevant fees become due when the application is submitted and should be paid within the applicable deadline.

How Long Does Initial EX-06 Processing Take?

The official decision period for the initial seasonal-work application is generally one month from the day after the application reaches the register of the competent authority.

If no decision is notified within that period, the standard initial application can be understood as refused through negative administrative silence.

The one-month administrative period does not mean the entire international recruitment process finishes in one month.

The visa, travel, entry, Social Security and TIE stages follow separately.

What Happens After EX-06 Approval?

After approval, several steps remain.

Worker Applies for the Visa

For the first year, the worker generally has one month after notification of the authorization to apply for the seasonal residence and work visa at the competent Spanish consular office.

Consulate Decides the Visa

The official consular decision period is generally one month.

Worker Collects the Visa

After approval, the visa should normally be collected personally within one month of notification.

Worker Enters Spain

The worker then travels to Spain under the approved seasonal immigration process.

Employer Registers the Worker With Social Security

The employer must register the worker with the corresponding Spanish Social Security regime within a maximum of three days after entry into Spain.

Worker Applies for the TIE

Within one month from Social Security registration, the worker must normally request the Tarjeta de Identidad de Extranjero personally.

Read our TIE Card Spain guide for the physical residence-card procedure.

EX-06 and the TIE Are Different

EX-06 does not itself produce the physical residence card.

Document	Purpose
EX-06	Seasonal residence and work authorization
Seasonal work visa	First entry into Spain where required
Social Security registration	Activates employment
EX-17	Physical TIE application
TIE	Foreigner identity card
NIE	Foreigner identification number

Several immigration and employment steps are therefore involved in one seasonal-work process.

Can the Seasonal Work Period Be Extended?

Potentially, yes.

An annual work period may be extended when the original seasonal employment ends and another qualifying period follows.

The extension can potentially involve:

the same employer;
another employer;
the same geographic area;
another geographic area.

However, the extension must generally remain within the same occupation and sector.

Successive extensions are possible where the applicable requirements are satisfied, but the worker may not exceed the overall maximum of nine months of seasonal activity in the calendar year.

EX-06 is also used for this procedure.

Can a Seasonal Worker Change Employer?

Yes, in qualifying circumstances.

Under the current ordinary rule, a change of employer can be authorized after the worker has completed three months of employment activity during the relevant llamamiento.

The new employer must normally request the change before the existing agreed work period ends.

The authorization can allow a different:

employer;
geographic area;
occupation;

subject to the applicable labour-market conditions and remaining within the relevant sector.

What If the Employer Seriously Breaches the Contract?

The seasonal worker has specific protections.

Where there is evidence of serious employer non-compliance, current rules provide mechanisms allowing the worker to look for another employer or pursue another qualifying work authorization.

This is important because the worker’s immigration status should not leave them completely dependent on an employer who seriously violates contractual obligations.

The applicable procedure and deadlines should be addressed immediately if such a situation occurs.

What Happens if Unexpected Circumstances Prevent the Original Job?

The seasonal framework also contains rules for unexpected circumstances affecting the worker or employer.

The relevant circumstances must be communicated to the immigration authorities within the applicable deadline.

A second employer may then be able to take over the employment position through the corresponding procedure.

This should be handled formally rather than through an informal job change.

Can EX-06 Be Renewed After Four Years?

Yes.

After the initial four-year authorization expires, the seasonal residence and work authorization can generally be renewed for another four-year period.

The same employer can apply, or another qualifying employer may potentially submit the renewal.

The renewal must remain within the same sector, although the occupation and geographic area can potentially change.

EX-06 is used for the renewal.

How Long Does EX-06 Renewal Take?

The official decision period for renewal is generally one month.

An important distinction applies here:

while the initial application has negative administrative silence, the renewal procedure can be understood as approved through positive administrative silence if the statutory period expires without a decision, subject to the applicable administrative rules.

This difference should not be overlooked.

Does Seasonal Work Lead Automatically to Permanent Residence?

No.

EX-06 is a specific residence and work authorization structured around seasonal migration.

It does not automatically provide:

permanent residence;
unrestricted access to every occupation;
permission to remain continuously in Spain between seasons;
Spanish citizenship.

Any future move into another immigration status must satisfy the requirements of that status.

However, legal periods of residence can have immigration implications that should be assessed according to the individual worker’s history and the rules applicable at that time.

Can Family Members Join an EX-06 Worker?

The seasonal-work authorization should not be treated as a normal family-settlement route.

It is designed around recurring temporary periods of employment followed by return.

A worker planning permanent family relocation to Spain should therefore examine whether another immigration route better matches the long-term objective.

For a broader comparison, see our Spain Visa Options guide.

Common EX-06 Mistakes

Using Two H1s on the Article

Only the article title should be H1. All sections below it should be H2 or H3.

Assuming Any Short Contract Is Seasonal Work

A temporary contract is not automatically a seasonal immigration case.

Worker Trying to Apply Independently

The standard initial EX-06 procedure is employer-led.

Worker Already Being in Spain

The initial seasonal route normally requires the worker to be outside Spain.

Using the Wrong Contract Type

The current seasonal framework is based on a written fijo-discontinuo contract.

Ignoring the National Employment Situation

The employer must satisfy the applicable labour-market recruitment rules.

Not Arranging Accommodation

Adequate accommodation is an employer obligation.

Ignoring Travel Costs

The employer has specific obligations relating to the worker’s travel to Spain and onward transfer to accommodation.

Forgetting Pre-Social-Security Health Coverage

Insurance must cover the relevant period before Social Security registration.

Filing Too Late

Initial EX-06 applications should generally be submitted at least two months before the planned start.

Forgetting the Annual Llamamiento

The four-year authorization does not mean workers simply return whenever they wish.

Later work periods require the applicable employer call.

Exceeding Nine Months

Seasonal employment cannot exceed the annual maximum merely because the authorization itself lasts four years.

Ignoring the Return Commitment

Return is a fundamental part of the seasonal migration framework.

Confusing EX-06 With EX-03

Standard employment and seasonal employment are separate immigration routes.

Missing Social Security Registration

The employer must register the worker promptly after entry.

Missing the TIE Deadline

The worker must complete the separate physical-card process where required.

EX-06 Initial Application Checklist

Before filing, confirm that:

EX-06 is the correct immigration route;
the employment genuinely qualifies as seasonal;
the worker is outside Spain;
the worker satisfies the immigration requirements;
the national employment situation has been addressed;
the fijo-discontinuo contract is properly prepared;
the seasonal work period is clearly identified;
the employer is compliant with tax obligations;
the employer is compliant with Social Security;
the employer can demonstrate financial and operational capacity;
travel arrangements have been addressed;
pre-registration health insurance is arranged;
adequate accommodation is available;
the worker has signed the return commitment;
required professional qualifications are documented;
foreign documents are translated where necessary;
apostille or legalization requirements are satisfied;
EX-06 is correctly completed;
Mercurio access is ready;
the correct fees are paid;
the filing is made sufficiently early;
a complete copy of the submission and receipt is retained.

Frequently Asked Questions About EX-06

What is EX-06 in Spain?

EX-06 is the official immigration form used for Spanish residence and work authorization for qualifying seasonal activities.

How long is the authorization valid?

The current seasonal authorization is generally valid for four years.

Can I work in Spain for all four years continuously?

No. Seasonal work is generally limited to a maximum of nine months during each calendar year.

Who applies for EX-06?

The employer normally submits the initial application electronically through Mercurio.

Can I apply for EX-06 while living in Spain?

The standard initial seasonal route generally requires the worker not to be in or residing in Spain when the application is made.

What contract is used?

The current seasonal system is based on a written fijo-discontinuo employment contract.

Does the employer have to provide accommodation?

The employer must make adequate accommodation available that satisfies the applicable habitability and hygiene requirements.

Who pays for travel to Spain?

Under the current seasonal framework, the employer assumes the cost of the worker’s inbound journey from the country of recruitment and the transfer from the arrival point to the accommodation.

Do I need health insurance?

The employer must arrange healthcare coverage from the beginning of the journey until the worker is registered with Spanish Social Security.

How early must EX-06 be filed?

The initial application should generally be submitted at least two months before the expected start of work.

How long does the initial application take?

The official initial decision period is generally one month.

Does silence mean approval?

Not for the standard initial application. Initial administrative silence is negative.

For the four-year renewal, positive administrative silence can apply under the current procedure.

Do I need a visa after EX-06 approval?

For the first year, a qualifying worker abroad generally needs the seasonal residence and work visa before entering Spain.

What happens after entering Spain?

The employer registers the worker with Social Security, and the worker then completes the TIE procedure within the applicable deadline.

Must I leave Spain after the season?

Yes. Return to the country of origin is an integral condition of the seasonal-work framework.

Can I change employer?

Potentially. Current rules permit employer changes in specified circumstances and generally allow an ordinary change after three months of work activity during the relevant call.

Can the seasonal period be extended?

Potentially, provided the applicable requirements are met and the annual total does not exceed nine months.

What is a llamamiento?

It is the employer’s formal call for the seasonal worker to return for another authorized work period during the multi-year authorization.

Can EX-06 be renewed after four years?

Yes. A qualifying seasonal authorization can generally be renewed for another four-year period.

Is EX-06 the same as EX-03?

No. EX-06 is specifically for seasonal employment. EX-03 is associated with standard employee residence and work authorization.

Need Help With Seasonal Work Immigration in Spain?

EX-06 involves much more than completing a form.

The complete process is:

Seasonal labour need → Employer eligibility → Labour-market test → Worker eligibility → Fijo-discontinuo contract → Accommodation → Travel → EX-06 → Mercurio → Visa → Spain → Social Security → TIE → Seasonal work → Return → Future llamamiento

For standard non-seasonal employment, read our Spain Work Permit Visa guide and EX-03 Work Permit guide.

You can compare all the immigration forms in our Spain Immigration Forms guide.

If you need assistance coordinating Spanish immigration documentation, contact Newcomer.es.