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Repatriation: a challenge as big as the expatriation itself In an increasingly globalized world, new business projects arise. In this sense, little by little, terms are emerging that are settling in our ears. The word «expatriation» (and derivatives) is already more than known in the field of internationalization, undoubtedly one of the most familiar. However, little is said about «repatriation», that is, the return of the employee to his country of origin. The transfer of the company’s own employees to international destinations can be an expensive process, but at the same time it entails a series of advantages such as the transmission of the company’s know-how and the opportunity of growth for both the worker and the company. The worker feels valued given that the company trusts him to carry out this project. However, distancing oneself for a long period of time from the environment to which s/he is accustomed, can lead to difficulties of intercultural adaptation and originate the effect out of sight, out of mind. However, the worker will experience an improvement in their economic conditions, in their professional career and in their intellectual wealth (new culture, languages, knowledge, customs, exiting from the comfort zone, etc.). It is important that the company monitors  the adaptation of the person and their family in the assigned country. As the process does not end when the employee is already settled in the country of destination. In general, it is not normal to think that there may be problems when returning to the country of origin, but obstacles may arise when adapting to the return in the company itself and even to the country itself. If it is observed from the point of view of the employee, it is even a new process of adaptation with the consequent difficulties of leaving behind a life already built. Therefore, it is essential to plan the repatriation so that the company can benefit from an adequate retention of talent. The worker’s performance, motivation and permanence in the company, are at stake in the process and can be harmed if not managed in an appropriate manner. A study carried out by E & Y in 2011 shows that 1 out of every 5 employees leaves their company in the following years once the expatriation process has ended. If the return is not managed correctly, the final result is the inability of the company to benefit from the project in which it has invested. We must bear in mind that repatriation is not simply about returning a company’s capital back to its origin, but it is repatriating people along with their families, experiences, experiences, and the most valuable, acquired knowledge. The reasons may be different; the lack of flexibility, excessive standardization of the process and lack of communication between the worker and the company are some of the most common reasons that justify the results obtained in the study. Sometimes, the returnees do not know the tasks to develop in their new position. Other times, the functions are minor or represent a setback in their responsibility and activity, since the position to perform is of less authority than they had as expatriates. This can happen because at the time of returning to the country of origin, the company has not developed a position for the employee, nor a possible projection of it. As a consequence, the position occupied prevents the application of the knowledge acquired abroad. The development of the employee’s career plan falls on the Human Resources Department, who have the responsibility of following up on the evolution of the worker (conducting personal interviews, analyzing what problems they experience in the new work environment, in their social relationships and with with respect to the general environment). It is essential to detect the obstacles when adapting. It is important to create an adaptation program that minimizes the different disadvantages in a social, work and emotional way. The ideal would be to create a policy and a detailed procedure on the processes to be followed so that the repatriation is carried out successfully, that is, planning in advance on the job and the functions that the employee will perform. The knowledge of expectations will give the company a vision of what the worker expects in terms of work environment, general environment and economic conditions. In this sense, it is essential to have a good flow of communications during the process to avoid misunderstandings and clarify the situation from the beginning. Carry out an emotional and social management through videoconferences or periodic meetings to know their current situation, communicate the changes that have occurred in the company and in the country during their absence, analyze and observe their evolution, the problems they experience in the new field of work, etc. If the evolution is not favorable or the position to occupy does not adapt to the situation of the employee, it would be necessary to anticipate a series of alternatives such as, for example, opening a new process of expatriation to a different third country, involving him/her in a new project, the extension of the stay or other professional options that will help you to continue with your international career. If the return of the employee to the country of origin is properly managed, the process will culminate successfully and both parties will benefit. The knowledge that expatriates obtain in their international experience can be a source of competitive advantage for the company. Keep in mind that for an employee, repatriation can be as big of a challenge as the expatriation itself. Planning is totally necessary and what is important is that the returnee feels valued and rewarded for the work carried out in his assignment.

Spain as a professional opportunity Spain has become one of the favorite destinations for large companies, entrepreneurs, self-employed workers and students from all over the world. What does Spain offer as an international destination? Spain as a destination to develop new internationalization projects: Spain has excellent trade agreements that contribute to a greater boost of its economy and very good conditions to undertake new alliances and projects. It also has strategic areas around the peninsula, good port connections, roads and air, adequate facilities and good communications and infrastructure. Spain as a destination to professionalize: Spain has a wide range of study and professional practices in all branches. The country stands out as one of the countries with the highest reception of foreign students, through different modalities, for example, temporary residence permits and work for research, due to the rise of the field of research, development and innovation (I + D + i). Studying in Spain also opens the doors to professional internships that allow you to better understand the internal workings of a company. In addition, the country offers the possibility of carrying out and studying exchange programs being the best known, the Erasmus program through which students from all over the world, attracted by the Spanish culture, its climate and its diversity, find a great opportunity to learn spanish.  Spain has flagship cities in interculturality: There are many Spanish cities that offer a diversity of leisure activities abroad and invite to have a greater contact with the Spanish culture, to have an active, open and dynamic lifestyle, for example: those related to art – museums, halls exhibitions, its renowned and varied cuisine, meetings that make these cities a meeting point and attraction of many cultures from all parts of the world. We can also highlight that there are more and more, small and medium enterprises, young entrepreneurs, self-employed workers, e-commerce developers and start-ups that decide to embark on new projects in Spain. One of the main reasons is because Spain offers and makes available grants or subsidies through programs and economic financing, with the intention of contributing to greater economic growth and job creation. In addition, the different networking, coworking and crowfunding networks are increasingly booming. In the business world, we can observe a trend of work trips to Spain. According to the joint study conducted by ICEX-Invest in Spain, Multinationals by Marca España and IESE, of the 700 foreign multinational companies surveyed, 95% will increase or maintain their investments in Spain. Highlighting the main factors that motivate it: good infrastructure, quality of life and market growth thanks to economic recovery. The mainly cities that receive international workers are: Madrid and Barcelona: As economic and financial centers of Spain, as well as the headquarters for corporate meetings and important events not only at a national level but also at an international level. Specifically, Barcelona becomes the «fifth most innovative city in Europe», according to the Barcelona 2017 Observatory Report. Bilbao and Seville: they stand out for being cities with great wealth and great industrial development. On the other hand, Bilbao has always stood out for being an industrial city that stands out mainly in the steel industry and naval industry; nevertheless, it has undergone a transformation welcoming more industries, among others those of the technological sector. There are other cities that stand out as Zaragoza (leading in the energy sector and development of electrical appliances) and Alicante (mainly, the agri-food sector). When multinationals decide to internationalize their projects and services, they must take into account whether their foreign workers will be expatriated or displaced. For this, it is important, in the first place, to make the distinction between both figures: Expatriate: will be subject to the legislation of the State where it will provide its services (destination country) in regard to their working conditions, Social Security and tax. Displaced: will be subject to the legislation of the State of their country of origin with regard to their Social Security and labor conditions, the company must guarantee the minimum requirements established by the legislation of the country of destination.  In Spain, a special regime for the mobility of international workers is provided for in Law 14/2013, of September 27, on support for entrepreneurs and their internationalization. It facilitates the transfer of workers to Spain, highlighting the following examples: Highly qualified professionals: those workers who have great experience and a higher level of education and knowledge and technical nature, which makes it necessary to hire them for certain projects. These will be hired locally, that is, they will be workers who will be subject to the legislation of the State in which they will provide their services, the country of destination. Intracompany: are those workers who are transferred from a company or another company of the same group or subsidiary established in Spain or another country, whose objective is to facilitate the transfer of workers and thus contribute to an improvement in the competitiveness of the Spanish economy. In this case, the workers will continue to be subject to the legislation of their country of origin. Moreover, thanks to the right to free movement of people, citizens of the European Union, the European Economic Area (Iceland, Norway and Liechnstein) and Switzerland will be able to move and reside freely, including working within the European Union. This way, they can be established and work in Spain, either as displaced workers (subject to the legislation of their country of origin in matters of Social Security) or, as workers with a local contract in Spain and, therefore, assigned to the regime of Spanish Social Security. Each company evaluates its internationalization strategy and its expatriation policy. For this it is very useful to hire the services of an Global Mobility agency that supports them in the management, planning and development of it. For more information you can read our article: Labor expatriation: Challenges and opportunities.

Events June 2018 May 31 to September 2: Brassaï Exhibition / Madrid The Sala Recoletos hosts an exhibition that explores the career of a key member of the group of European and American photographers: Brassaï (1899-1984). Artists who, throughout the 20th century, redefined identity and enriched the potential of photography as an artistic medium. Read more. 30 de mayo al 24 de junio : I Want You Back – Michael Jackson Tribute / Barcelona Want U Back is the definitive tribute to the beloved global idol MICHAEL JACKSON, and has been created to become the sought-after meeting point for his legion of fans in Spain. Read more. June 8: Vilma Palma and Vampiros Concert / Madrid The famous band from Rosario, Argentina, will perform their entire repertoire in Madrid for an unforgettable evening. Read more. June 8-10: Calle Pez Festival, 8-9 / Madrid Once again this year, the Calle Pez Festival returns for San Antonio. A festival revived by residents and merchants, it has been supported by the City Council for three years, and is sponsored by various brands to fund advertising and some of the activities. Read more. June 10: Beermad / Madrid Beermad, the great craft beer market, returns with a new edition packed with new products and surprises for craft beer lovers. The beer fair returns to its previous location, Caja Mágica, offering more than 100 varieties of beer along with various activities such as concerts, workshops, and tastings. Read more.

Labor expatriation: Challenges and opportunities When companies from different sectors consider the expatriation of some of their employees to international destinations, it is to carry out specific projects or to open new international markets. Both companies and employees have to take several factors into account in order for said expatriation to be successful. How to choose the right candidate, so that the expatriation mission is successful? At first, the company has to have a clear vision of the functions and objectives to be carried out in the new destination. It is very important that the company puts forward a strategy to know exactly what its goals and purposes are. Aspects to take into account: The first point to consider is the place of displacement, mainly due to the cultural challenges that the new destination entails. It is important that the candidate has communication skills, knowledge of languages, preferably international experience, open mindedness, flexibility and great ability to adapt to new social, cultural and business situations. It should be noted that previously the Human Resources Departments took into account the gender of the person to be expatriated. The vast majority of expatriates were male, however, today the labor market is changing and the percentage of expatriate women is growing. Other factors that are taken into account, is the potential candidate’s marital status. Whether you have a family or not, can influence the adaptation to your new job. Family stability is very important. Apart from this, they must take into account extra expenses that they will have during the entire transfer. These expenses can be: schools for the children, employment for the spouse, housing for the whole family, life insurance, trips for the whole family, etc. Another important aspect to keep in mind is that the worker will need to carry out immigration procedures, which depend on their nationality, time of transfer and place of destination. As a company, it is important to ensure the care and comfort of its employees. The labor, cultural and personal challenge is great, it must be taken into account that the change of life can generate restlessness, nervousness, unrest and uncertainty. It is essential to have a responsible person in the Human Resources department to follow up on expatriation processes. Ideally, companies have an Expatriation Policy established for the different countries of destination. These policies must take into account some points such as: Fixed and / or variable remuneration. Help for housing and furniture. Cars Education of the children. Private medical insurance. What happens if I am the chosen candidate? Imagine that after a selection process by the Human Resources department, you receive a message in the Outlook requesting a meeting to propose a trip abroad. From the first moment, you begin to have many doubts and questions «should I accept the assignment? What will be the position and position that I will perform? How will my spouse, my children and my pet take it? , What will my benefits be? What will my compensation be? What type of employment contract is the most convenient? Where will I live? How can I find a home and a school for my children? What immigration procedures does it entail? The most important thing about this challenge is to be aware that the international assignment entails a responsibility that, over time, can become one of the best experiences of life. To start this challenge, the first step is to leave the comfort zone. How to leave the comfort zone and face new changes? «We must stop being prisoners of the daily routine.» Life can be very comfortable if we sit down to observe it. However, if we stay in the same place and do not advance, the dependence on this comfort can deprive us of knowing other productive scenarios in life. To leave the comfort zone is to experience an inner struggle to progress and improve, but many times the mind resists and seeks to overprotect that comfort, this is also often due to the fear of failing. Realizing this is the first step and it is also the best time to make the decision to act boldly and take a risk. It is the only way to discover your true potential. A trip abroad has to be seen as a prize and a great opportunity. We must bear in mind that situations await us that will bring out the best we have inside, «face our fears to conquer ourselves». Nowadays, the companies that move their personnel to other countries, are increasingly aware that in order to achieve a successful expatriation, they need the support, assistance and help of an Global Mobility company. What does a Global Mobility in an expatriation process? These companies are made available to the employee to provide advice and execute services related to the expatriation of the employee to the new destination. Some services that are offered are: Reporting: Provide complete information on areas to live, housing costs, costs of public, private and international schools, health, transport and all social and cultural aspects of the destination environment so that the expatriate and the company have a more detailed when planning your expatriation policy. Relocation: search of hotels or temporary apartments, orientation of zones, search of houses, search of schools, assistance in the installation and coordination of moving of personal belongings. Give ongoing support, via email, telephone or in person, to be always in contact with the employee and his family. Immigration: visa management, processing of work and residence permits, legalization of documents, local registrations, driving licenses and translations. Legal and tax advice: advice on international taxation, advice on labor matters, advice on Social Security matters and administrative procedures. Intercultural training: language training, cultural preparation and personalized training in expatriate management.

New Data Protection Regulation of the European Union In 2016, the European Parliament concluded to implement the New Data Protection Regulation of the European Union, which as of May 25, 2018, would be mandatory. That date has arrived, with new rights for users, the ability to strengthen their privacy, and a profound change in the obligations of companies. The new GPRD should be taken into account by all companies that operate with data of citizens of the European Union, regardless of whether they have their headquarters in other regions or countries. The five keys to understanding the new Regulation are the following: Sanctions against abuses The EU will impose large fines on those responsible for the use of data without knowledge of the users or illegally obtained that can reach 20 million euros or up to 4% of its annual turnover, the highest amount. Clear consent Companies must request express consent to use personal information. And it is not enough to present a tiny and illegible text: you have to make clear and concise the use that will be given to your data and what data it will contain. Report incidents The law imposes a maximum of 72 hours to inform a customer that their account has been pirated or that there is a risk with your information. Registration in the internal files and record of activities The new GPRD replaces the obligation to register the files in the Spanish Agency for Data Protection for having a record of internal activities. With the implementation of the new regulation, each responsible company will have to describe in detail what data it collects, with what purpose it treats it, to whom it communicates it, if it transfers it to third countries, how it preserves its security and when it will be able to suppress it. Right to cancel All platforms must have a button available in which, in a simple way, you can unsubscribe or request the deletion of your data. A data delegate All digital platforms of a certain size must provide users with a «data protection delegate», who can be presented with claims

International Day of Museums 2018 The International Museum Day is celebrated on May 18 around the world since 1977, when the International Council of Museums (ICOM) declared it. Year after year the activity has gained global interest and brings together more and more institutions from around the world that join the initiative. In 2017, with the motto «Museums and controversial stories: Telling the unspeakable in museums», the initiative united more than 36,000 museums from 157 countries participated in the event. The motto of the International Museum Day of 2018 is «Hyperconnected Museums: New Approaches, New Publics». For this reason, the vast majority of Spanish museums are joining this initiative with free admission. In addition, on May 19th, the European Night of Museums is celebrated, so some also have free admission and extra activities. We know that the expat love art, that’s why at Expat Advisors we present a complete list of the main activities in Madrid and some of the most important in Barcelona. Madrid Fundación Espacio Telefónica Calle Valverde, 2. Metro Gran Vía The Espacio Telefónica Foundation has created special visits with a tour of the building and a particular way of visiting its exhibitions on 18, 19 and 20 May, lasting one hour. You have to previously book your ticket on their website. More info Museo Reina Sofía Calle de Santa Isabel, 52. Metro Moncloa The Reina Sofía Museum, in collaboration with Radio 3, offers on May 18 50 live concerts and the DJs of the station that will play in the courtyard of the Nouvel Building from 7 in the morning. Some guests are Love of Lesbian, Luz Casal, Coque Malla or Los Planetas. In addition, the entrance to the exhibition spaces will be free throughout the day, will increase the proposals for guided visits to the collections and will offer the possibility of knowing the internal work processes of some departments, such as Restoration and Library, to which You can access that day after registration. Concert program Reina Sofia Museum International Museum Day: De 7:00 a 9:00: IZAL · VIVA SUECIA · CALA VENTO · CLINT · RUFUS T. FIREFLY · COQUE MALLA · MORGAN · LA M.O.D.A. · IZARO · MUERDO De 9:00 a 11:00 NACHO VEGAS · MORDEM · WE ARE NOT BROTHERS · PAULA VALLS · MARIA RODÉS · FANTASTIC NEGRITO · FLAVIO BANTERLA · HANS LAGUNA & SHREEVATS VENKATESHWARAN De 11:00 a 12:00 LUZ CASAL · LOVE OF LESBIAN · FLORIDABLANCA De 12:00 a 13:00 MARIA ARNAL i MARCEL BAGÉS · PUTOCHINOMARICÓN · LADILLA RUSA De 13:00 a 14:00 SILOÉ · LAURENCE JONES · CARMEN BOZA De 14:00 a 15:00 ROZALÉN · KEVIN JOHANSEN · ABEL PINTOS · BRATH De 15:00 a 16:00 VALLELLANO & THE ROYAL GYPSY ORCHESTRA · TRIPULANTE Y CRUCERO · RALPH SANTOS De 16:00 a 17:00 PATAX · MIGUEL TALAVERA TRIO De 17:00 a 18:00 FINO OYONARTE · FERNANDO ALFARO · LOS PLANETAS De 18:00 a 19:00 NUNATAK · ELASTIC BAND · PASAJERO De 19:00 a 20:00 AIRBAG · PÁJARO · FLAMINGO TOURS (Artista AIE) De 20:00 a 21:00 LAS ODIO (Artista AIE) · BAYWAVES · FRU KATINKA De 21:00 a 22:00 LOVE OF LESBIAN · TRIÁNGULO DE AMOR BIZARRO · LEÓN BENAVENTE Horarios DJs Jardín Edificio Sabatini 20:00  Leyre Guerrero Dj 20:35 Rosa Pérez Dj 21:10 Laura Barrachina Dj 21:45 Elena Gómez Dj 22:20 Laura Martínez Dj 22:55 María Taosa Dj 23:25 Virginia Díaz Dj More info

Seasonal immigration policies The summer’s arrival is accompanied by good weather and an unquenchable thirst for vacation. It is precisely this factor which exotic destinations use as leverage, as countries forge open immigration policies which bait tourists that look to satiate their appetite for new experiences and snap pictures that allow them to “get likes” in their Instagram accounts. Those host countries, which open their doors to the office worker that looks to swap their screen saver with a recent summer photograph, seek out foreign investment in their tourism industry. This summer proves to be no exception, and there are plenty of opportunities to pack your suitcase. One of the first immigration policies that was launched this year was initiated by the Chinese government. The Chinese Administration, making the most of their post-card-worthy islands, has authorized tourist stays in Hainan Island. The new Chinese policy, which will enable one to soak their feet in the crystalline waters of the pacific during a month without the need for a visa, was implemented during the first days of May and welcomes citizens of over 59 countries, including Spain. Beyond the possible altruistic motivations of the Chinese government of offering up a way of unplugging from the constant stream of emails, the Chinese administration is pursuing tourist investment. It is no coincidence that this new policy was ushered in one week after the Chinese President, Xi Jinping, made his visit to Boao to partake in the city’s economic Forum. The local government is exploring the possibility of replacing their reliance on the antiquated and modest fishing and agriculture industries for an opulent and modern hotel industry. For those that aim for a long-term experience, have interpreted “Eat, Pray, Love” as a manual to follow, and have the potential to come back to Spanish territory missing their mom’s home cooking, New Zealand offers the perfect visa. The government of New Zealand offers more than 200 “Working Holiday Visas” aimed at Spaniards from the age range of 18 to 30, which allows those who enter the country to both work and spend their vacations in the island. Furthermore, in a recent statement by the authorities, and upon facing the imminent possibility of losing their kiwi crop and the consequent economic challenges that this would entail, the government of New Zealand has altered their policies, thus enabling tourists to work during their stay. In a desperate attempt to mask a laborious task as a possible tourist attraction, the government hopes that the common tourist sees this as a rewarding life experience. This open immigration policy trend has garnered the attention of other countries. If in the two aforementioned cases, the policy change was inspired and encouraged by the host country’s economic goals, Saudi Arabia’s case is seemingly more complex. In an effort, worthy of the best Public relations manager, to alter their image, the Arab country looks to reform their international perception and reek the economic profit that comes with international investors, thus diversifying their industries and compensating for their overreliance on oil production. It is with these intentions, that the Arab country will begin to issue tourist visas. This new policy will be followed by the construction of new resorts and hotels. Numerous statistics reflect the recent endorsement of open immigration policies. The World Tourism Organization welcomed the increase of said policies and in a study published in 2015, confirmed the drop in the number of tourists that needed a visa to travel. According to The World Tourism Organization, in 2015, 39% of the world’s population could travel as tourists without the need to obtain a traditional visa. A significant difference in comparison with the figures from 2008, which stood at 23%. This upwards trend is due in large part to the emerging countries’ encouragement that see in the endorsement of said policies an opportunity for an economic boost and stimulus. Although it may seem as a new fad, open immigration policies are not a new phenomenon. Yugoslavia in large part pioneered its practice in 1967, when it suspended all visa obligations, turning tourism into an integral part of its development and identity. The country’s open-door policy allowed it to display an identity that allowed it to differentiate itself from the heavy burden that the Soviet Union had left years before. Nepal is another country that has been able to identify its geography’s inherent ability to attract tourists. The Nepalese government kicked off its open policies in the 60’s, after recognizing the international community’s interest in the country’s landscape and mountains. Beyond the support of its open-door policies to tourists, Nepal invested in its infrastructure (airports, hotel industry and gambling industry). The multiple anecdotal examples that seemingly establish a causality between a country’s open immigration policies and its consequent economic development are backed up and confirmed by several studies. These same studies prove that even though the endorsement of stricter visa policies have a delayed negative effect on the host country, conversely, the promotion of open immigration policies has immediate positive effects. This is in large part due to the perception by the public that these policies are simply temporary, thus leading the potential tourist to take on a “now or never” attitude.  Even though it may seem interesting to know the motivations and history behind open immigration policies, the reality is that a tourist’s sole obligation is to enjoy their destination and vacation. So, if you are looking to replace your monitor’s light for that of the sun and switch the office’s bustle for the sound of waves, keep an eye out for open immigration policies, because it’s open-door season.

EuRA Dubrovnik in pictures

Avoid scams in your housing search In recent years, Spain has undergone important changes in the real estate market. Due to multiple factors, in big cities like Madrid and Barcelona renting a home can be complicated. The renting prices have rose and it has become more difficult to rent a house. The internet, mobile phone applications and specialised pages, have found a spot in the market and have become the main way people find their homes. As the internet page fotocasa mentions, the internet helps the consumers in their search for a new home. Although, it also increases the possibility of fraud. The web page idealista points out that these types of frauds can happen in any web page around the world. In Spain, they can be very common in the biggest cities, with apartments found in the best location and with a unbeatable price. Do not believe everything you find in the internet. “Incredible apartment for rent in Calle Mayor, 95 square meters, 2 bedrooms, parking spot included, modern decoration and furnished. 700€/month.” Followed by a series of perfect photographs that show your ideal apartment for a great price. This description should make you think almost immediately, that it is a scam. However, the desire to find an apartment will make us believe it, it is only when the “landlord” sends you a long email with a lot of personal details, mentions that they are out of Spain and that it is possible to reserve the apartment, as long as you pay and do a wire transfer. According to pisos .com, the scam of finding extremely cheap apartments is still used and common. Nonetheless, the scammers have realized that some ads are too obvious, so they have changed their way of doing it. Now they post ads of apartments, with average prices and normal pictures of the house. The platform, advises to be careful, investigate and be informed on the current real estate market. It is important to not doing any wire transfer or send personal information and documents before visiting the apartment. If it is a real estate agency, please confirm that it exists. If it is a long-term rental, someone must show you beforehand the apartment. The payments of the deposits, must be found in the lease agreement and in case of doubts, you can ask for a property registry to see who is the owner of the apartment that is being rented. In the case of temporary rentals, Airbnb alerts that there are scammers that will create emails and false web pages with a similar design to the Airbnb one, changing small details of it that might not be seen to the consumer. Their aim is to get personal information on the consumer, like passwords o bank account details. These types of identity spoofing are called phishing. All the webpages that publish ads of houses and a<apartments to sell or rent for long or short stay will have their methods to report possible scams. If you think an ad is a scam, notify them, they are the most interested in deleting these scams. If you have suffered any type of scam, you can report it in: The closest police station, in the technology research brigade, that works everyday in order to eradicate this and other offences committed in the internet. In the internet, in the  Grupo de delitos telemáticos de la Guardia Civil.

Welcome to the Expat Advisors blog In Expat Advisors are specialists in providing services to companies that move their workers to new destinations and want to achieve a successful integration of their expatriate employees. We have over twenty years’ experience in the field of relocation and immigration and among our clients include multinational corporations, small businesses, families and individuals who require relocation easy and feel at home from day one. That is our specialty and we take the challenge with each customer, we care for and pamper all the details that make this possible. In addition to treating all matters relating to immigration formalities, legal, international tax, cultural, language, expense management, etc., in each case we do an integration program customized according to the needs and preferences of each expatriate and his family. A key factor for an expatriate professional development have expected is that your experience of life in the new destination is positive. In Expat Advisors, we will be happy to answer all your questions and requests to undertake your new adventure together expatriation.