Netherlands Highly Skilled Migrant Permit (Kennismigrant) for Employer-Managed by Jobbatical

Hiring Highly Skilled Non-EU Talent Long Term? The Netherlands Kennismigrant (HSM) Permit Is One of the Fastest Routes Available

What is the Netherlands Highly Skilled Migrant (Kennismigrant) Permit?

The Kennismigrant permit often referred to as the HSM visa Netherlands or highly skilled migrant permit is the main immigration pathway for non-EU/EEA professionals hired under a Dutch employment contract with an IND-recognised sponsor (erkend referent). It combines both residence and work authorisation into a single permit, meaning employers can onboard international talent faster without a labour market test. For recognised sponsors, IND processing can start from as little as 2 weeks.

Netherlands Kennismigrant benefits for employers (erkend referent)

• No labour market test (arbeidsmarkttoets): Hire non-EU talent without needing to prove that no suitable EU candidate is available
• Fast-track IND processing: Recognised sponsors (erkend referent) can benefit from processing times as short as 2 weeks.
• Combined work and residence in one permit: Employees receive permission to both live and work in the Netherlands under a single approval, with no separate TWV work permit required
• 30% ruling eligibility: Many Kennismigrant hires may qualify for the 30% tax ruling (30 regeling), offering a valuable compensation benefit that can make international offers more attractive

Common struggles HR teams face with Kennismigrant applications

Managing IND procedures, salary requirements, and erkend referent responsibilities can become challenging — particularly for HR teams handling multiple international hires across different salary bands or departments.

• Erkend referent status complexity: obtaining or maintaining IND recognised sponsor status involves ongoing administrative and financial compliance, including new 2026 bank statement obligations for salary proof
• Annual salary threshold changes: IND updates kennismigrant salaris thresholds every January, meaning HR teams need to reassess eligibility for each new hire, extension, or change-of-employer case
• Payroll kennismigrant compliance: from 2026, sponsors must keep bank statements confirming salary payments, adding extra documentation and payroll tracking requirements
• Kennismigrant nieuwe werkgever complications: when an employee changes employer, a new application is required using the salary threshold valid on the new contract start date
• Overwhelmed employees: international hires often juggle municipal registration, BSN setup, health insurance, and housing arrangements while adapting to a new role and country