Digital Nomad Visas: The Complete Guide

What Is a Digital Nomad Visa?

Digital Nomad Visas, also known as Nomad Visas, have been growing in popularity, particularly following the widespread adoption of remote work during COVID-19. Some countries already allowed residency and remote work prior to this period, but in a largely unstructured way. The first country to officially offer a visa fully dedicated to digital nomads was Estonia in 2020. Since then, many countries have followed suit, establishing a legal framework from an immigration perspective for remote work, supported by digitalised processes and instant communication.

These visas allow individuals to live and work in a country while receiving income from an employer or clients located abroad. Most Digital Nomad Visas are short-term and aim to attract skilled workers, stimulate the local economy, and revitalise tourism, all while creating less tension in the domestic labour market than traditional work visas.

For companies, offering remote work as a strategy can help attract or retain talent. However, several criteria must be verified, such as income, age, seniority, and length of stay. While these visas establish an immigration framework for foreign remote workers, it is also essential to consider taxation and Social Protection obligations before implementing a company-wide “worldwide remote work” policy.

Which Countries Offer a Digital Nomad Visa?

Since 2020, the list of countries offering Digital Nomad Visas has expanded, each with its own requirements and conditions. Below is an up-to-date (summer 2025) list, including dedicated visas or equivalent statuses often labelled “freelancer” or “self-employed”:

Europe

• Albania • Germany** • Andorra • Armenia** • Croatia • Cyprus • Spain • Estonia • France** • Georgia • Greece • Hungary • Iceland**

• Italy • Latvia • North Macedonia • Malta • Moldova • Montenegro • Norway • Netherlands** • Portugal • Czech Republic • Romania • Serbia

Americas & Caribbean

• Anguilla • Antigua & Barbuda • Argentina • Aruba • Bahamas • Barbados • Belize • Bermuda • Brazil • Canada* • Colombia • Costa Rica • Curaçao

• Dominica • El Salvador • Ecuador • Grenada • Cayman Islands • Mexico Montserrat • Panama • Peru • Dominican Republic** • Saint Lucia • Uruguay

Asia & Oceania

• Australia** • Bali (Indonesia) • South Korea • India* • Japan • Kazakhstan • Kyrgyzstan

• Malaysia • New Zealand* • Philippines • Sri Lanka • Taiwan • Thailand • Turkey

Africa & Middle East

• South Africa • Cape Verde • United Arab Emirates (Dubai) • United Arab Emirates (Abu Dhabi)

• Kenya ** • Mauritius • Namibia • Seychelles

 * Visitor or business visas allowing remote work
** Other visas providing a similar status with specific restrictions

Other countries are considering similar programs or are developing dedicated digital nomad visas.

How to Obtain a Digital Nomad Visa

As with standard immigration procedures, each country has its own criteria and each case is unique. There is no universal procedure, criteria, or list of documents. However, some key points should be checked when preparing a visa application:

• Income: Many countries require proof of substantial foreign-sourced income to attract selected migrants.
• Duration: Most visas favour short-term stays without renewal.
• Digital work requirement: Work must be digital and not require presence on local sites.
• Activity sector: Some countries restrict acceptable sectors or job titles.

Potential beneficiaries of Digital Nomad Visas include:

• Remote employees
• Freelancers providing services to foreign clients
• Entrepreneurs managing their businesses remotely online
• Digital content creators earning online revenue
• Independent consultants and experts delivering specialised services remotely

Social Protection Considerations

Social Protection is crucial in this type of mobility as it generates obligations for the employer.

Even if working remotely from abroad, employees retain the same status as on-site employees. Employers remain responsible for health and safety obligations.

The general rule is “contributions paid where work is performed”, unless exceptions exist under international agreements.

Two situations should be distinguished:

• Employees Temporarily Working Remotely.
• Self-Employed / Freelancers  

Employees Temporarily Working Remotely

• Intra-European remote work: Request an A1 certificate from the home country authority (contract location).
• Outside EU/EEA:
  • With a bilateral Social Protection agreement: Request a Certificate of Posting (CoC) from the home country authority.
  • Without an agreement: Refer to local legislation and arrange private insurance.

Self-Employed / Freelancers

Intra-European: Self-employed workers are excluded from EU remote work agreements; they must affiliate with the host country’s Social Protection system.

Outside EU/EEA: No specific bilateral agreements exist; local legislation applies and private insurance is required.

Practical Examples

Intra-European Remote Work: 

French employee working remotely in Germany

Immigration: exempt from procedure
Social Protection: A1 certificate required
Residence permit: register locally if stay >90 days

Moroccan employee with Spanish residence permit working remotely in Belgium

It is important to note that in the case of non-Europeans residing in Europe, the formalities vary depending on the length of stay and the host country.

For stays of less than 3 months: the same conditions as for European employees apply.

Immigration: exemption from procedures for trips of less than 90 days/180 days within the EU.
Social security: A1 application
Local registration: no formalities required; a residence permit in a European country allows you to stay in the EU for 90 days/180 days.

For stays of more than 3 months: It is necessary to apply the country’s legislation regarding residence permits. In the case of Belgium:

Immigration: application for a single permit without work authorisation
Social security: application for an A1 form
Residence permit: registration with the local authority in your place of residence

Be careful not to confuse teleworking with posted workers assignments. Teleworking must be carried out in a private location (family residence, hotel, temporary rental, co-working space). Posting of workers assignments can be carried out on site at a client’s premises or within the company, and specific procedures must be followed.

Remote Work Outside Europe

In the case of a French employee travelling to New Zealand on a Digital Nomad visa.

The authorities have decided to extend visitor visas to temporary and digital workers. Please note that the applicant’s primary purpose for being in the country must not be to work. The procedure is therefore relatively simple. However, there is no social security agreement (CoC) between the two countries.

In the case of a French employee travelling to Japan on a Digital Nomad visa.

The Digital Nomad visa is a separate status with a dedicated procedure and specific criteria. However, there is a Social Security Agreement (CoC) between France and Japan.

In order to better illustrate these two approaches, here is a comparative table:

	Dedicated Visa?	Duration	On-site Renewal?	Minimum Salary	Social Protection
New Zealand	No, ETA + entry authorisation	Max 3 months; 6 months in 12	No	N/A. No salary received in the country or from a New Zealand employer.	No dual affiliation agreement
Japan	Yes, Digital Nomad Visa	Max 6 months	No	Yes, JPY 10 million/year, or approximately EUR 57,900/year; the salary must be received outside Japan and come from a foreign employer.	Bilateral agreement: CoC + private insurance

These various procedures can have a considerable impact on the budget of a company that wishes to support its employees in these processes.

• A1 or CoC certificate request
• Potential dual contributions
• Private insurance
• Visa application
• Local registration

Conclusion

Digital Nomad Visas, or visas authorising remote work, vary widely depending on the country.

Most visas require working for foreign companies, limit sources of income, and are intended for temporary assignments rather than permanent residence. Status change on-site to a more permanent work/residence permit is usually difficult.

Employers must also consider taxation and Social Protection implications to fully understand procedures and impacts for this type of mobility.

Article by Jessica Hervier, Outbound Immigration manager at France Immigration