Case Studies

Study 1 - The Consultant: Kurt M, an SAP consultant from New Zealand, was offered a lucrative 12 month assignment in Madrid working for a consulting company. But neither the recruitment agency based in London, nor the consulting company’s local office were willing to organise a Spanish Work Visa for Kurt and his family. Luckily, after a friend told him to contact and we passed his case on to our local partner in Spain, a full Spanish Work Visa was soon in place that would cover him for his 12 month contract and give him the opportunity to work for other end clients after that assignment had finished. Even better, due to our local partners understanding of dual taxation laws and the special regulations for expatriate workers, he was earning more money than he expected.

Study 2 - Consultant Requiring Tax Minimisation. Michael, like most contractors, had no experience contracting outside his home country, so when he was offered a contract working in Barcelona he didn’t know what his options were. He had read a few of the forums that mention Spanish payment structures for contractors and his recruitment company had referred him to another such structure. Wanting to know the full scope of his options, he ‘googled’ contractor taxation and was able to obtain a thorough overview of his options before deciding on which payment structure to use. We were able to provide him with a variety of quotes based on his individual circumstances and together we selected the structure that best suited circumstances for the duration of his contract in Spain.

Study 3 - The Recruiter: London based recruitment consultant Rachel Wright had located the perfect candidate for her client, the Madrid office of a Spanish investment bank. However the candidate was a Malaysian citizen working in Hong Kong. Her client’s only solution for a work permit was to hire and payroll the candidate directly. This would have exposed the candidate to the highest rate of tax through the PAYE system and unnecessarily increased the clients’ headcount. This meant the candidate was reluctant to take the role and left the client in a less than ideal situation. If only there was another solution! A colleague referred Rachel to and our local partner was able to step into the breach. By offering a conduit between agency, end client and contractor all parties needs were met and the project was able to proceed without incident.

Study 4 - The Employer: JT, the sales representative for a fledgling USA consultancy had won a project to assist a Valencia based private healthcare organisation through a systems upgrade. He needed to urgently bring 9 of the staff from the USA over to support the project. Given Spain’s strict immigration and business practice laws it was essential that all correct procedures were followed. But his recently established office had not yet engaged proper legal, accounting and human resources functions which made it difficult to ensure that everything was fully compliant with local regulations. Our local partner was able to assist him by taking on the staff as a 3rd party, providing all specialist tax and immigration advice. Not only did it solve his problem, it was easy to migrate the staff back to his company when they had their internal functions in place.
Please note these studies are used for information purposes only and any resemblance to persons real or imagined is purely incidental.