After obtaining a residence permit in Europe, the question “Can I work in another country with this document?” is among the most frequently asked topics by both individual professionals and companies. Especially with the transformation in migration and labor policies starting in 2025, the answer to this question becomes even more strategic.
In this article, we will detail the work and mobility rights, restrictions, and practical roadmaps for EU citizens who wish to move to another European country and for non-EU citizens who have residence/work permits in Europe. Additionally, we will explain where models such as posted worker / EOR come into play in sending personnel to different countries and how Corpenza makes a difference in this regard.
Are You an EU Citizen or Not? Clarify Your Status First
The first step in understanding the possibility of working in other countries with a European residency is to clarify the following question:
- Are you an EU citizen? (For example, citizens of Germany, Italy, Spain, France, Poland, etc.)
- Or are you a “third country national” who is not an EU citizen? (Turkey, Russia, India, Brazil, etc.)
This distinction is critical because:
- For EU citizens, “free movement” is fundamental; rights to work and reside within the EU are very broad.
- For non-EU citizens, residence and work rights vary depending on the type of residence you hold and your country. A new permit may be required for each country.
Work Rights in Europe for EU Citizens
The freedom to work in different countries in Europe is one of the fundamental freedoms of the EU. If you are an EU citizen, you can work in any EU country without a work permit. This applies to both employees and freelancers.
As emphasized on the official EU portal, citizens traveling to another EU country for work have the following rights:
- To freely search for jobs in another EU country
- To work without an additional work permit once a job is found
- To reside there for job searching and working purposes
- To be able to stay there under certain conditions even after employment ends
- To receive equal treatment with local workers in terms of access to employment, working conditions, and social and tax benefits
You can find details about the framework of these rights on the official EU “Moving and Working in Europe” page: Work Rights in the EU.
Protection of Social Security Rights
One of the most critical issues when moving between countries is social insurance and pension rights. EU rules ensure that your social security rights do not “get lost” even if you work in different countries.
This coordination system is based on four fundamental principles:
- You are subject to the social security legislation of only one country at a time and pay contributions only there.
- In the country you are in, you have equal rights and obligations as the citizens of that country.
- When you apply for a benefit (e.g., pension, unemployment, sickness), previous insurance or residence periods in other countries are taken into account if necessary.
- If you have qualified for cash assistance from one country, you can continue to receive this payment even if you live in another country (with certain exceptions).
In terms of health, EU countries, as well as Iceland, Liechtenstein, Norway, Switzerland, or the United Kingdom, grant you the right to receive medically necessary treatment with the European Health Insurance Card (EHIC) if you fall ill while traveling.
Situation for Non-EU Citizens (Third Country Nationals)
If you are not an EU citizen, having a “European residence permit” does not automatically allow you to work freely across Europe. Here, special attention should be paid to the following types of permits:
- National work/residence permits (e.g., German national residence, Portugal D7, Spanish work visa, etc.)
- EU Blue Card
- EU Long-Term Residence Permit
- Intra-corporate transfer permits
- Seasonal worker permits, etc.
Most of these permits primarily grant the right to live and work in the country where they were issued. Transition to other EU countries “for work” always requires a new application and approval process. However, some special statuses (like EU Long-Term Residence, EU Blue Card) offer you additional mobility opportunities.
Is It Possible to Work in Another Country with European Residency?
The answer to this question depends on the type of residence you hold:
1. Classic National Residence Permit
For example, you have a 2-year work residence permit from Germany. This permit:
- Only grants the right to live and work in Germany.
- Allows for short trips for tourism or business meetings under the Schengen Area’s 90/180 rule.
- Does not directly allow you to work in another EU country.
In this case, if you want to work in France, the Netherlands, or Italy, you need to apply to the relevant country’s immigration authorities separately.
2. EU Long-Term Residence Permit
If you have legally resided in an EU country for at least 5 years and meet income/integration requirements, you can obtain EU Long-Term Residence status. This status:
- Grants you permanent and strong residency rights in the country it is granted.
- Offers a more flexible application basis when moving to another EU country for work, education, or investment.
- However, you still need to apply for a new residence/work permit within a certain period in the country you are going to.
The key point here is: EU long-term residence facilitates your relocation within the EU, but you should still see it as a “controlled and permitted” process; you are not as free as EU citizens.
3. EU Blue Card and Highly Qualified Permits
The EU Blue Card is a permit designed for highly qualified professionals, and as of 2025, mobility rights have been strengthened. Generally:
- After working for a certain period (e.g., 12–18 months) in the country where you received the Blue Card, you can find easier transition to another EU country.
- When transitioning to the second country, you will reapply for the Blue Card, but often the local labor market test is more flexible.
- The qualified job must meet a certain minimum salary threshold.
Similarly, with intra-corporate transfer permits, it is possible for multinational companies to move their executives and specialists flexibly between several EU countries.
What Changed in the European Labor Market in 2025?
As of 2025, the statement that “the doors are completely closed” in European migration policies is not accurate. The real change is occurring in who is prioritized.
Increased Challenges for Unskilled and Low-Skilled Workers
Although there is still a need for unskilled workers in sectors such as agriculture, construction, and tourism, several significant barriers have emerged:
- While work permits continue in many countries, getting a consulate appointment has become a problem in itself.
- Visa appointments in high-demand regions like South Asia and Africa can take months, creating planning difficulties for employers.
- Many EU countries are quietly tightening quotas and prioritizing applicants with higher education/qualifications.
As a result, there are fewer opportunities for unskilled roles compared to previous years, longer waiting times, and greater uncertainty.
New Opportunities for Skilled Professionals
On the other hand, EU countries are offering more flexible and personalized programs for qualified professionals. Some examples include:
- Germany and Austria Job Seeker Visa: Allows you to enter the country and search for jobs even if you have not yet received a job offer.
- Portugal and Spain Digital Nomad/Freelancer Visas: Structures designed for remote workers and freelancers, supporting a mix of living and working.
- Sweden Post-Study Permits: Offers job searching and working opportunities for graduates and professionals working in innovation/technology.
This transformation clarifies Europe’s goal of attracting professionals who bring qualifications, adaptability, and long-term value, rather than just “any kind of labor”.
Advantages for Skilled Migrants
New generation residence and visa programs create significant advantages for skilled professionals:
- Dependence on employers or intermediary consultants decreases.
- Paths to permanent residency become clearer and faster.
- You gain more control over where and in what format you will continue your career.
- If you have the right qualifications and experience, entry to Europe without a job offer becomes possible.
- If you have relevant education, work experience, or digital skill sets, in many scenarios, the need for a mandatory sponsoring employer can be eliminated.
The old model of “fly, work in a factory, live in a dorm” is being replaced by the approach of “build a life, integrate, and grow”.
Special Notes for Digital Nomads, Freelancers, and Remote Workers
As of 2025, many European countries offer digital nomad or remote work visas. However, these visas:
- Generally grant you the right to reside within that country’s borders and provide remote services to foreign companies/individuals.
- Do not always mean the right to work freely across the EU.
- In transitioning to long-term EU residency, some countries may have “non-countable” periods; therefore, legal details need to be analyzed carefully.
When you want to move to another country with such visas, in most cases, you will need to reapply for national residency.
For Companies: Sending Employees to Another Country & Posted Worker / EOR Models
On the corporate side, the question is shaped as follows: “Can we temporarily or permanently assign someone working in our company in Europe to another EU country?”
Here, both labor law and tax/social security aspects need to be considered together.
Posted Worker Model
The posted worker model refers to the temporary sending of an employee to another EU country while remaining attached to their employer in one EU country.
- The employee remains subject to the employment contract in the sending country and often the social insurance system.
- Basic conditions such as minimum wage, working hours, and occupational health and safety in the host country are adapted according to that country’s rules.
- Tax and insurance obligations vary based on the duration of the posting and the agreements between countries.
A well-structured posted worker setup can provide tax optimization and administrative simplicity; if structured incorrectly, it can lead to severe penalties and back tax liabilities for both the company and the employee.
EOR (Employer of Record) and Payroll Solutions
The EOR model allows you to employ workers in a country without having a company there. In this model:
- A local EOR provider acts as the legal employer of your employee.
- Manages all processes such as payroll, social security reporting, and compliance with local labor laws.
- You remain the party that actually manages the employee and is responsible for the business outcomes.
For companies looking to establish scattered teams in different countries in Europe, EOR and payroll solutions offer a quick and flexible scaling opportunity.
The Role of Corpenza in This Context
Corpenza provides end-to-end consulting and operational support in the fields of;
- Company formation and international corporate structuring,
- Residence permits, golden visas, and citizenship through investment,
- International accounting and tax planning,
- Payroll and EOR solutions,
- Sending personnel abroad and tax optimization with the posted worker model.
Especially in complex scenarios such as;
- Temporarily assigning an employee from Germany to the Netherlands,
- A professional working with a digital nomad visa in Portugal later continuing to work by establishing a company in Spain,
- A company based in Turkey establishing remote working teams in different EU countries
it is crucial to correctly structure the residency–work permit–tax–social security balance. At this point, Corpenza’s team, knowledgeable about both the legal-tax framework and practical application, focuses on minimizing long-term risks that may arise from incorrect setups from the outset.
Practical Roadmap: Planning to Work in Another Country with Your European Residency
1. Clarify Your Status and Goal
- Are you an EU citizen or a third country national?
- What type of residence do you hold? (National residence, EU Blue Card, long-term residence, etc.)
- Is your goal a short-term project, permanent settlement, or just remote work?
2. Review the Rules of the Target Country
- Check the immigration legislation and labor market conditions of the relevant country from official sources.
- Refer to the work abroad and permits section on the EU’s “For Your Citizens” portal.
3. Plan Social Security and Tax from the Start
- Clarify in which country you will be a tax resident and in which country you will pay social insurance contributions.
- If you plan to stay long-term in different countries by making short entries and exits, be sure to evaluate tax residency and double taxation agreements.
4. Consider Company Formation or EOR Solutions if Necessary
- If you are working in your own name: Is freelance or company (LTD, GmbH, SL, etc.) the more appropriate model?
- If you have a company: Is it more efficient to establish a company in the target country, use the posted worker model, or opt for EOR/payroll solutions?
5. Do Not Hesitate to Seek Professional Support
Residency in Europe, work permits, company formation, tax, and social security issues are closely interconnected. General information on the internet often does not cover the nuances of your specific situation. A wrong step can lead to consequences such as the cancellation of residency permits, back tax and penalty risks, and loss of social security rights.
Therefore, especially if you have cross-border work and company formation plans, it is advisable to design the process with experts who preferably address both immigration law and tax aspects together, which will save time and costs in the long run.
Conclusion: European Residency is a Strong Mobility Tool if Structured Correctly
As of 2025:
- For EU citizens, the right to work without a work permit within the EU continues; the main issue is how to establish a life and tax strategy in which country.
- For non-EU citizens, the type of residence you hold is decisive. Classic national residencies only provide full working rights in the country where they were issued, while statuses like the EU Blue Card and long-term residence offer more flexible movement opportunities within the EU.
- While opportunities in unskilled jobs are narrowing, Europe opens more doors for skilled and flexible professionals with job seeker visas, digital nomad programs, and highly qualified permits.
In summary, “working in another country with European residency” is possible; however, under which conditions, for how long, and under which tax-insurance regime you can do it entirely depends on your status and proper planning. When making this plan, approaching it with a strategy that considers company formation, residency permits, payroll/EOR, and tax optimization together will yield much more sustainable results in the medium to long term.
Disclaimer
This article is for general informational purposes and does not constitute legal, financial, or tax advice. Migration legislation, tax, and social security rules can change frequently, and each individual’s/company’s situation is different. Before making any decisions, you should check the current legal regulations from the official authorities of the relevant countries and obtain personalized advice from a qualified professional (lawyer, financial advisor, or competent consulting firm).
