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In the ever-evolving landscape of global talent mobility, the Netherlands has long been a beacon for highly skilled professionals. The Highly Skilled Migrant (HSM) scheme known locally as the Kennismigrant program has streamlined the path for non-EU innovators, engineers, and executives to relocate and contribute to the Dutch knowledge economy. However, mounting pressure on housing, public services, and integration has prompted the Dutch government to recalibrate its approach.
Announced in July 2025, a policy shift aimed at reducing overall migration while prioritizing high-value skills is set to reshape the HSM landscape. As 2026 approaches, proposed increases in salary thresholds and stricter sponsor compliance requirements are expected to make entry significantly more challenging. For employers sourcing global talent and migrants considering opportunities in the Netherlands, timing has become critical. This guide outlines the anticipated changes and presents five practical steps to secure an HSM permit before the framework tightens further.
The July 2025 Overhaul: Balancing Borders and Brains
On July 4, 2025, the outgoing Dutch cabinet announced plans to refine the HSM scheme with the objective of promoting targeted migration that strengthens the knowledge economy while addressing public concern over migration volumes. The intent is to ensure the program attracts professionals whose expertise drives innovation in priority sectors such as technology, biotechnology, and sustainable energy without overburdening public infrastructure.
Key measures under consideration include:
- Elevated Salary Thresholds
- The minimum gross monthly salary for migrants under 30 is expected to increase to 1.1 times the national average, up from the current €4,171. Older applicants and those applying via the EU Blue Card route are likely to face similar increases, with 2026 thresholds potentially exceeding €5,000 for standard roles. These adjustments aim to prioritize “brain gain” over volume by discouraging lower-wage positions.
- Stricter Eligibility and Sponsor Scrutiny
- Recognized sponsors will be required to demonstrate financial stability, operational integrity, and a clean compliance history. Applications may be rejected if an employer has accumulated three or more fines in the previous four years for issues such as tax evasion, minimum wage violations, or illegal labor practices. Sponsors that remain inactive for two years without employing HSMs may lose their recognized status, further tightening oversight.
- Enhanced Administration and Fees
- Applicants and employers should anticipate more robust digital application systems, revised fee structures, and expanded oversight by the Immigration and Naturalisation Service (IND) to curb misuse.
While some measures are already influencing approvals in 2025, broader implementation is expected in 2026. Acting under the current framework may therefore provide a strategic advantage. Delays could result in navigating higher thresholds and increased bureaucracy. Immigration partners such as Jobbatical are positioning themselves to help employers and migrants stay ahead of these changes through fast-track and compliance-focused services.
Five Steps to Secure an HSM Permit Before Further Tightening
To mitigate the impact of upcoming policy changes, the following steps can help accelerate applications under the current, more flexible rules.
Step 1: Conduct a Comprehensive Eligibility Assessment
Applicants should benchmark their profiles against both current and anticipated requirements. This includes evaluating salary levels against 2025 thresholds (€4,171 for applicants under 30 and €5,752 for those over 30) while factoring in potential 2026 increases. Employers should confirm their recognized sponsor status through the IND public register.
Jobbatical Insight: Jobbatical offers an eligibility assessment that reviews résumés, job offers, and qualifications to identify risks and optimization opportunities early in the process.
Step 2: Secure a Qualifying Job Offer
A valid job offer from a recognized sponsor in a knowledge-intensive sector is essential. Employment contracts must clearly specify salary, role responsibilities, and duration (minimum three months). Given the anticipated salary hikes, offers exceeding the proposed 1.1x threshold may provide greater long-term security.
Jobbatical Insight: Through its talent and employer network, Jobbatical supports both migrants and HR teams with sponsor-ready offers and detailed guidance on the GVVA (combined residence and work permit) process.
Step 3: Prepare Complete and Accurate Documentation
Applicants should assemble all required documentation, including passports, diplomas, CVs, and proof of sufficient financial means. Employers must prepare sponsor declarations and financial records. With stricter checks anticipated, accuracy and completeness are critical.
Jobbatical Insight: Jobbatical’s application services manage the majority of documentation, including translations and apostilles, with automated checks designed to meet IND standards.
Step 4: Apply Early and Consider the 30% Ruling
Submitting applications early via the IND portal can help avoid future processing delays. Eligible applicants may also combine the HSM permit with the Dutch 30% tax ruling, allowing up to 30% of income to be received tax-free for a limited period.
Jobbatical Insight: Jobbatical provides real-time application tracking and assistance with tax benefits, housing coordination, and relocation logistics—particularly for transatlantic moves.
Step 5: Plan for Post-Arrival Compliance and Renewal
Following approval, new arrivals must register with the local municipality within five days and secure Dutch health insurance. Ongoing compliance with sponsor obligations is essential, especially as enforcement around inactivity and employment duration increases.
Jobbatical Insight: Jobbatical supports post-arrival compliance through audits, renewal reminders, and integrated onboarding services for employers managing international hires.
Looking Ahead: Navigating the Future of the HSM Scheme
The July 2025 reforms point toward a more selective, value-driven Highly Skilled Migrant scheme designed to preserve the Netherlands’ competitive edge in the global talent market. For employers and migrants alike, proactive action under the current rules may help avoid steeper salary requirements and stricter sponsor scrutiny in the future.
Immigration partners such as Jobbatical continue to assist organizations and professionals in navigating Dutch immigration with confidence. By offering end-to-end support from eligibility assessments to full relocation services they help transform regulatory complexity into a manageable, strategic process.
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