Netherlands Highly Skilled Migrant Permit (Kennismigrant): Complete HR Guide 2026

No labour market test. No advertising the role to EU candidates first. The Netherlands Highly Skilled Migrant permit, or Kennismigrant, is one of the few routes where your company can move quickly, with recognised sponsors getting IND decisions in as little as two weeks.

This guide covers who qualifies, how the application works, 2026 salary thresholds, costs, compliance obligations, and the 30% tax ruling. Rather hand it to experts?
‍See how Jobbatical manages HSM applications for your team.

Who Needs the Kennismigrant Permit?

Any non-EU/EEA national your company hires directly under a Dutch employment contract. In practice, it's most used for tech, engineering, finance, research, and senior commercial roles where you're recruiting internationally.

Two conditions apply: a valid employment contract with your company, and a salary that meets the IND threshold for your employee's age group. No skills test, no degree requirement in most cases, no prior job advertising required.

When it doesn't apply: EU and EEA nationals don't need it. If you're transferring someone from another group entity, an Intra-Corporate Transfer (ICT) permit is the right route.

HSM vs. EU Blue Card: A Quick Comparison

Both routes are for highly skilled non-EU hires, so the question comes up often. The practical difference:

• HSM permit: Salary-driven, no degree required, faster processing for recognised sponsors
• EU Blue Card: Requires a recognised university degree, slightly higher salary threshold, stronger long-term EU mobility rights

For most tech and commercial hires, the HSM is quicker and less restrictive. If your employee holds a Master's or PhD and you're thinking about future EU-wide mobility, the Netherlands EU Blue Card is worth exploring alongside it.

2026 Salary Thresholds

The IND revises these every January. For 2026, the gross monthly minimums (excluding holiday pay) are:

Thresholds are based on the SV salary, your employee's gross social security wage, with holiday pay excluded. Lock in the right figure before the offer letter goes out.

One detail HR teams regularly miss: if your employee changes employer during the permit period, a new application is needed and the threshold valid on the new contract start date applies, not the original figure. Full breakdown in our 2026 HSM salary threshold guide.

Step 1: Recognised Sponsor Status (Erkend Referent)

You can't hire under the HSM scheme without IND-approved sponsor status. This is what unlocks fast-track processing and direct IND portal access.

What the IND checks

• Registration in the Dutch Commercial Register (KvK)
• No directors with immigration fines in the past four years
• Three years of verified annual accounts (newer companies: a business plan assessed by RVO)
• Compliance with the IND's Code of Conduct and record-keeping requirements

How to apply

1. Submit Form 7501 via the IND Business Portal (eHerkenning required) or by post
2. Attach KvK extract, financial statements, and director ID
3. Pay the €4,866 fee (2026 rate)
4. Receive a decision, typically within four weeks

Approval adds your company to the IND's public register, assigns a dedicated IND contact, and lets you submit applications immediately. It doesn't expire unless revoked.

Already recognised? Verify your status on the IND public register. Not yet recognised but need to hire now? A sponsored employer of record can act in the interim while your application is processed.

Step 2: The GVVA Application Process

The HSM permit is issued as a GVVA, a single combined work and residence permit. No separate TWV work permit needed. Your employee gets the right to both live and work in the Netherlands under one approval.

Application steps

1. MVV check: Most non-EU nationals need a provisional residence permit (MVV) before entering the Netherlands. US, Canadian, Japanese, and Australian nationals are among those exempt. Confirm early.
2. IND portal submission: File Form 7511 as the recognised sponsor. Include the employment contract, salary confirmation, health insurance proof, and employee passport copies.
3. IND review: Salary, employment relationship, and public order checks. TB test proof is not required at submission; it's handled post-arrival where applicable.
4. Decision and card collection: Your employee receives a decision letter and collects their biometric residence card at an IND desk.
5. BRP registration: Your employee must register at their local municipality within five days of arrival. Their responsibility, but yours to track as a sponsor.

Timelines and costs

• Recognised sponsors: from 2 weeks
• Standard processing: up to 8 weeks (90 days for complex cases)
• IND application fee: €350 per application
• Permit duration: tied to contract length, maximum 5 years

Documents to Prepare

All non-Dutch documents need certified translations. Gather these before submitting:

• Signed employment contract (role, salary, start date, hours)
• Proof of Dutch health insurance, valid from day one
• Employee passport copies (ID pages and existing stamps)
• IND sponsorship declaration (Appendix 7621)
• Employee antecedents certificate (Appendix 7601, signed by the employee)
• Your company's IND recognised sponsor certificate
• Diplomas or transcripts for degree-required roles

Bringing family members? Add marriage and birth certificates. Jobbatical's Netherlands family reunification visa service can run these applications alongside the main permit.

Compliance: Your Ongoing Obligations as a Sponsor

Sponsor status comes with obligations that don't stop at permit approval.

• Report employment end, salary reductions, or address changes to the IND within 4 weeks (Form 7593 or Business Portal)
• Keep employment records, including passport copies and contracts, for 7 years
• From 2026: retain bank statements confirming salary payments as additional payroll evidence
• Maintain valid Dutch health insurance for your employee throughout their employment

Failures here carry fines up to €20,000 and can cost your company its recognised sponsor status. The IND began running unannounced spot audits in 2026, so your records need to be ready at any time, not just at renewal. See exactly what inspectors check in our HSM spot audit compliance guide.

The bank statement requirement is the biggest new addition this year. It's caught several sponsors off guard. Full detail in our IND salary payment compliance update.

The 30% Ruling: Worth Factoring Into Your Offer

Many Kennismigrant hires qualify for the 30% tax ruling (30 regeling), which lets eligible employees receive up to 30% of gross salary tax-free for five years. For candidates weighing offers across Europe, this matters.

Eligibility requires recruitment from abroad plus a separate income threshold. The application goes through the Belastingdienst, not the IND. Jobbatical handles this via our Netherlands 30% ruling service.

Renewals

Renew as long as the salary threshold is still met and a valid contract is in place. Same process, same fees. Start at least 8 weeks before expiry.

A role change within your company or a move to a new employer both require a fresh application. Jobbatical's platform tracks expiry dates and flags renewals automatically. More on Netherlands residence permit renewals.

Managing HSM Applications at Scale

For one or two hires a year, in-house is manageable. Beyond that, the volume of IND portal submissions, document tracking, BRP registrations, and compliance reporting adds up fast, especially when thresholds change annually and audit risk is real.

Jobbatical manages the full process: pre-hiring salary checks, recognised sponsor verification, IND submission, and residence card collection. Your team gets visibility on every case through our platform. Full scope of what's included on our Netherlands HSM service page.

For the latest on how Dutch immigration rules are tightening and what it means for your 2026 hiring plans, read our Netherlands immigration updates guide.

Disclaimer: Immigration rules change frequently. Verify the latest requirements with official IND sources or contact Jobbatical before making decisions based on this guide.