Netherlands’ New Rules for EU Blue Card

The transposition of the revised EU Blue Card directive into Dutch national legislation has been delayed until 2024.  However, some rules from the revised directive took effect on November 18, 2023 and this is reflected in the relevant application forms and web page.

Key Changes
  • Persons who have international protection status in an EU Member State can now qualify for a European Blue Card if they meet the requirements.
  • A higher education degree is required for the Blue Card. However, IT managers and IT professionals can now qualify on the basis of work experience. At least 3 years of relevant experience in the past 7 years is required for this.
  • The minimum term of the required employment contract has been shortened from 12 to 6 months.
  • Holders of an EU Blue Card in a different EU Member State are now allowed to come to the Netherlands for work-related activities for 9 months at most. This is called short-term mobility.
    • To stay more than 90 days (long-term mobility), an individual must apply for a European Blue Card in the Netherlands.
    • Long-term mobility is possible after a stay of a least 12 months in another EU Member State. This was previously after 18 months. 
  • Holders of European Blue Cards who have used long-term mobility may qualify sooner than before for the status long-term EU resident. For this purpose they may in fact also include other forms of residence.
  • No job-market test applies to EU long-term residents who are former holders of a European Blue Card and have applied for residence in the Netherlands for the purpose of performing an economic activity as an employee or self-employed person. This means that the application is no longer assessed for the presence of jobseekers from the EEA. Nor does an employer need to place a vacancy notice and demonstrate recruitment efforts.
  • Several decision periods have been shortened.
Erickson Insights and Analysis

Erickson Immigration Group will continue to monitor developments and share updates as more news is available. Please contact your employer or EIG attorney if you have questions about anything we’re reporting above or case-specific questions.