New Thresholds for Highly Skilled Migrants; Changes on Employer of Record; Updates on Blue Card

Hello, Global Player ??!

December is here ??—a season of reflection, anticipation, and opportunity. As 2024 winds down, we’re taking a closer look at the changes shaping the future of global mobility.

The stage is set for 2025, with updates that could redefine how talent and businesses navigate the world. The Dutch government’s revised salary thresholds for highly skilled migrants cement the Netherlands' position as a hub for global talent, while proposed stricter regulations for Employer of Record (EOR) arrangements signal a shift for businesses operating without a formal presence.

Across Europe, the winds of change are blowing. Spain’s decision to abolish its Golden Visa programme reflects a growing trend towards equity in residency pathways, nudging investors and professionals to explore alternative options. Meanwhile, the Netherlands wraps up a transformative year with updates to the EU Blue Card, streamlining processes and broadening access for top-tier talent.

The global mobility landscape is evolving fast, but you don’t have to face it alone.

Let’s dive into the key updates that will keep you ahead and turn these challenges into opportunities.

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In today's edition:

1. Salary Thresholds for Highly Skilled Migrants (2025)
2. Employer of Record: Dutch Compliance Proposals for 2025
3. Spain set to end its Golden Visa programme
4. Reflecting on 2024: Updates to the European Blue Card in the Netherlands

Salary Thresholds for Highly Skilled Migrants (2025)

Starting 1 January 2025, the Dutch government will implement updated salary thresholds for highly skilled migrants, reflecting the country’s commitment to staying competitive in the global talent market. These new benchmarks align with economic trends and reinforce the Netherlands as a prime destination for international professionals.

New minimum gross monthly salaries:

• Highly Skilled Migrants (≥30 years): €5,688
• Highly Skilled Migrants (<30 years): €4,171
• Reduced Salary Criteria: €2,989
• European Blue Card Holders: €5,688

These adjustments are essential not only for attracting top international talent but also for ensuring compliance with evolving labour regulations. For employers, this means revisiting compensation packages to meet the new standards and retain access to the expertise of highly skilled migrants.

Source: DYC Legal Consultancy.

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Employer of Record: Dutch Compliance Proposals for 2025

Significant changes are on the horizon for Employer of Record (EOR) arrangements in the Netherlands, with new compliance requirements expected to take effect in 2025. These proposals aim to tighten regulations and ensure that businesses leveraging EOR services adhere to stricter oversight.

What’s changing?

• Recognised Sponsorship Requirement: Companies, where the sponsored employees work (the "de facto employer"), must secure recognised sponsorship status.
• Permit Duration Limits: EOR-sponsored permits will be capped at two years, with no renewal option.
• Enhanced Compliance Obligations: EOR providers must meet stricter notification and justification requirements.

For companies without a formal presence in the Netherlands, particularly startups and SMEs, these changes could pose significant challenges. While EORs remain a viable option for now, adapting to these regulatory shifts will be crucial for maintaining compliance and uninterrupted operations.

Source: Fragomen.

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Spain sets to end their Golden Visa programme

Starting January 2025, Spain will officially eliminate the real estate investment option under its Golden Visa programme, aligning with a growing European trend. The Netherlands and Portugal have already abolished similar schemes, signalling a significant shift in how residency through investment is approached across the region.

Golden Visa programmes, which offer residency in exchange for financial investments, are being phased out amid increasing concerns about housing affordability and economic equity. Critics argue that these schemes drive up property prices, limiting access for local residents, and provide limited economic benefits beyond real estate markets.

For those exploring residency in Europe, this change highlights the need to consider alternative pathways.

Source: Schengen News

We’re here to guide you through this changing landscape.

EU Blue Card 2024: A Year of Flexibility and Opportunity

2024 brought transformative changes to the EU Blue Card (EBC) programme in the Netherlands, making it more accessible and flexible for employers and highly skilled non-EU professionals. These updates reflect the EU's commitment to simplifying mobility and addressing talent shortages.

Key Highlights from 2024:

• Reduced Salary Thresholds: Minimum gross monthly salaries were lowered to €5,331 (general) and €4,265 (for Master’s graduates within 3 years of application), enhancing affordability for employers.
• Shortened Contract Duration: The minimum required contract length dropped from 12 months to 6 months, providing greater flexibility for temporary or project-based roles.
• Flexible Qualifications: Applicants with 5+ years of relevant professional experience can now qualify for the Blue Card, even without a higher education degree.
• Accelerated Processing Times: Recognised sponsors now enjoy expedited decisions, with applications processed in 30 days instead of the previous 90-day timeframe.
• Additional Refusal Grounds: Applications may be denied if the employer has a history of labour law violations or lacks economic activity, underlining the importance of compliance.

These changes make the EU Blue Card a more competitive and attractive option for hiring global talent. For businesses, it opens up broader recruitment possibilities, while professionals benefit from a more streamlined process. However, strict adherence to compliance remains essential to leverage these opportunities effectively.

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