Montenegro: Digital Nomad Permit, Visa Pathways Available

• Two streams. There are two pathways available under Montenegro’s digital nomad program:
  • Digital Nomad Permit. Digital Nomad Permit holders can stay in Montenegro for an initial period of two years, which can be extended a further two years (for a total of four years). After four years, permit holders cannot reapply for this permit for six months.
  • D Visa. Digital nomads can also now apply for a D Visa, provided that they intend to stay in Montenegro for longer than 90 days, but not longer than 180 days in a one-year period.
• Criteria. In both cases, eligible applicants must be conducting business electronically for a foreign company. Furthermore, among other evidence, applicants must provide proof of accommodation, health insurance, and evidence (including an employment contract) of their professional capacity as a digital nomad. Digital Nomad Permit holders must prove that they will earn a sufficient minimum income according to government regulations.
  • Digital Nomad Permit. The dependents of Digital Nomad Permit holders (including spouses) can apply for a family-reunification permit.
  • D Visa. Government regulations do not provide details regarding dependent rights for D Visa holders.
• Local work prohibited.  Work for local companies, or the establishing of a local business, is not allowed under both pathways.

Digital nomads seeking to enter Montenegro now have two separate avenues for residence, which were previously unavailable.

• Continuing trend. Although digital nomad visas and permits are not being introduced as rapidly as when the trend first started, we still see such tailored digital nomad statuses being introduced over the past few months, with more in the pipeline.
• Remote work visa warning. In countries where remote work is unregulated, workers and employers may unknowingly put themselves at risk of noncompliance with many aspects of the law, exposing them to possible fines or other penalties, depending on the country. Importantly, noncompliance with regulations could result in employers losing their rights to hire foreign labor. Additionally, this type of work arrangement may have employment or tax law impacts. It will become increasingly important as such policies are developed (and in many countries where remote work is unregulated) for employers to analyze strategies and assess risks associated with implementing and/or continuing remote work policies with a trusted immigration partner.

Remote work and non-traditional non-sponsored statuses remain of high interest to corporate and public stakeholders globally as countries recover economically from post-COVID-19 impacts and as talent shortages affect employers worldwide. We will report on related developments.