The Immigration and Naturalisation authorities (IND) have made several announcements of relevance to sponsors of highly-skilled migrants.
From January 1, 2026, recognized sponsors will be required to include additional information in their records. This includes documents proving that highly skilled migrants or European Blue Card holders have actually received their salary. Examples include statements from the company’s business bank account or an overview of a batch payment. These documents must show that the employee has received the salary in a payment account in the employee’s name.
Currently, only pay slips are required. However, pay slips do not prove that the salary has been paid to the employee. For this reason, the list in Article 4.35 of the Aliens Regulation is being expanded. This will enable the IND to take more effective action against any abuse of the highly skilled migrant scheme and the European Blue Card.
The obligations of sponsors are listed here.
In addition, IND has announced that application fees will change, effective January 1, 2025:
- The fee for recognition as a sponsor will increase from EUR 4,866 to EUR 5,080.
- The reduced fee for recognition as a sponsor (for small businesses, for exchange purpose or for a change in business entity) will increase from EUR 2,432 to EUR 2,539.
- The application fee for a Highly Skilled Migrant residence permit or European Blue Card will increase from EUR 405 to EUR 423.
Also from January 1, 2026, the government will publish new standard salary amounts for highly-skilled migrants. The new amounts will be published in December 2025.
The applicant must meet the standard amount applicable on the date of the application or registration. This does not apply if the applicant changes employers. In that case, the applicant must meet the standard amount applicable on the date on which the new contract starts.
Erickson Insights & Analysis
Erickson Immigration Group will continue monitoring developments and sharing updates as more news is available. Please contact your employer or EIG attorney if you have questions about anything we’re reporting above or if you have case-specific questions.