The concept of a “workation”—combining remote work with travel—has become a popular trend, enabling employees to explore new locations while staying productive. However, workations raise important compliance questions, particularly when cross-border travel is involved. Key considerations include social security coverage, labor law implications, and potential notification requirements.

It’s important to note that the concept of workation is not defined by EU or national laws, nor is it equivalent to “posted work” as defined in the EU Posting of Workers Directive (PWD).

Some Member States, however, consider workations as postings from the perspective of social security coordination, even if not from a labor law standpoint.

This article provides a concise overview of compliance requirements across Europe, highlighting where notifications or additional measures may be necessary.

Defining Workations and Compliance Challenges

A workation typically involves an employee’s choice to work remotely from a different country. Unlike posted workers, these employees do not provide services to a recipient established or operating in the Member State where the work is performed.

Because there is no “recipient of services,” workations fall outside the scope of the PWD. Consequently, most European countries do not impose posting notifications for workations.

Nevertheless, some Member States may still require notifications similar to those for posted workers. Below is a detailed look at compliance requirements by country.

Country-Specific Workation Compliance Overview

Germany: No posted worker notification is required. However, obtaining an A1 certificate is advisable to confirm home-country social security coverage, especially for stays exceeding three months.

Austria: No notification is required unless the employee is a third-country national. EU nationals may need to register at the local town hall if their stay exceeds three days.

Belgium: A LIMOSA Declaration is required if social security is not paid in Belgium, or if the employee is engaged in another country.

Netherlands: Workations are exempt from posting notifications, as remote work for a foreign employer does not constitute local service provision.

Italy: Similar to Germany, Italy does not require notifications for workations but recommends obtaining an A1 certificate for social security clarity.

France: Workations do not trigger a Sipsi notification, as there is no local service recipient. An A1 certificate is recommended to ensure compliance with home-country social security.

Finland: No formal registration is required for stays under 90 days. For longer stays, residence registration with local authorities is necessary. Tax residency may become relevant if the stay exceeds six months.

Sweden: No posted worker notification is required. Non-EU nationals should verify their work rights, and EU nationals are advised to obtain an A1 certificate.

Spain: No posted worker notification is needed, as workations are not classified as temporary service provisions. This exemption applies even for extended remote work periods.

Portugal: Similar to Spain, Portugal does not require notifications for workations. However, permanent remote work may involve additional requirements.

Greece: Notifications are not required. However, an A1 certificate may be necessary for stays exceeding 90 days.

Hungary: No posted worker notification is required, as there is no local recipient of services.

Poland: Workations are not classified as postings under Polish law. An A1 certificate is recommended, particularly for extended stays.

Romania: No notification is required. However, tax implications may arise for extended stays.

Croatia: Notifications are not needed unless the workation involves services for a Croatian client. Short-term stays are generally exempt.

Estonia: Workations are exempt from notifications. For stays longer than three months, registration for a local ID may be necessary.

Malta: No notification is required. Malta also offers a Nomad Residency Permit for non-EU nationals, allowing stays of up to one year.

Bulgaria: Workations do not require notifications, as remote work does not constitute local service provision. Short stays are generally exempt.

Czech Republic: EU employees working occasionally in the Czech Republic while traveling (without providing services under the PWD) are not considered posted workers. Therefore, no notification is required.

Recommended Compliance Steps for Employers

Although posted worker notifications are rarely needed, employers should take these steps to ensure compliance for workations across Europe:

A1 Certificates: EU nationals should obtain an A1 certificate to confirm social security coverage in their home country.

Local Registration Requirements: Certain countries, such as Austria and Finland, may require registration with local authorities for stays exceeding a specific duration (e.g., 3 to 90 days).

Third-Country Nationals: Compliance can be more complex for non-EU nationals, who may require work permits or visas depending on the host country’s regulations. Austria is one example where permits may apply.

Conclusion: Compliance Without Complexity for Workations in Europe

Workations across Europe enable employees to explore new destinations with minimal compliance burdens. Most countries do not require notifications, and an A1 certificate will often ensure compliance. Third-country nationals may face additional requirements and should consult local regulations.

Need guidance on managing workations across multiple countries? Contact the Posted Workers Alliance for expert advice. Our team will help you navigate the regulatory landscape, ensuring your workforce stays compliant while enjoying the benefits of remote work flexibility.