Netherlands Work Permit Reforms 2026: What Employers Need to Know

The Netherlands work permit reforms, building on 2025 updates, continue in 2026 with a focus on the highly skilled migrant (HSM) scheme. Key developments include annual salary threshold increases (around 4.5% from 2025 levels), enhanced compliance obligations for recognized sponsors (such as mandatory retention of bank statements proving salary payments), increased government application fees (approximately 4.4%), and sustained emphasis on digital processes and restrictions on staffing agencies to prevent abuse. These measures aim to attract genuine high-value talent, reduce exploitation, and support mid-sized organizations in efficient, compliant global hiring for HR and mobility teams.

Salary Threshold Increases‍

The highly skilled migrant salary criteria increased by approximately 4.5% effective January 1, 2026. For those aged 30 and older, the gross monthly threshold (excluding 8% holiday allowance) is now €5,942, aligned with roughly 1.3 times the national average wage. For migrants under 30, the minimum is €4,357. A reduced criterion (e.g., for recent graduates or search-year participants) stands at €3,122. The EU Blue Card threshold matches the standard HSM at €5,942 (with a reduced option at €4,754 for qualifying graduates). Employers must ensure salaries meet or exceed these levels and reflect market rates, verified through recognized sponsor status, to prevent denials. These adjustments help curb underpayment while aligning closer with EU standards.

Digital Applications and Faster Processing

‍The IND's digital portal enhancements from prior years remain in place, enabling bundled MVV and residence permit submissions with processing often reduced to 2-4 weeks for recognized sponsors (versus the standard longer periods). Upfront upload of contracts, qualifications, and other documents continues to streamline workflows, benefiting mid-sized firms competing for international talent without prolonged delays.

IND Restrictions on Staffing and New Sponsor Compliance

‍The prohibition on payroll and staffing agencies sponsoring highly skilled migrants persists, with direct employers required as recognized sponsors under relevant laws to avoid loan-out schemes. Additional 2026 obligations include retaining bank statements or payment proofs showing salaries transferred to the employee's personal account (beyond payslips) for audit purposes. Sponsors must demonstrate ongoing financial stability, no recent labor fines, and proper scheme usage to retain status. Global mobility managers should prioritize in-house sponsorship and robust record-keeping to maintain compliance.

Employer Action Steps

• Review and adjust current or planned job offers to meet the 2026 salary thresholds (€5,942 for 30+, €4,357 for under 30) and ensure market conformity.
• Confirm or renew recognized sponsor status via the IND public register to unlock digital fast-tracks and streamlined processing.
• Continue avoiding third-party staffing agencies for non-EU highly skilled hires; handle applications internally and conduct labor market tests only when required.
• Partner with compliance-focused platforms like Jobbatical for end-to-end support, including application handling, salary benchmarking, relocation, and staying ahead of evolving IND rules.

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