Update European Blue Card
Written by: Mike Stehouwer & Judith Roetgering
Amsterdam, 16 augustus 2024
Important changes to the European Blue Card scheme in the Netherlands
The Dutch regulations concerning the European Blue Card (EBC) have recently been updated, introducing several significant changes that are relevant for both employers and employees. These changes ensure that the EBC scheme in the Netherlands is more aligned with similar schemes in other EU countries. Below, Mike Stehouwer and Judith Roetgering provide an overview of the most notable changes.
Reduction of the salary threshold
One of the most impactful changes is the reduction of the salary requirement for the EBC. The required gross monthly salary has been lowered from €6,245 to €5,331. This adjustment makes the EBC more accessible to a broader group of employees and aligns the scheme more closely with the highly skilled migrant schemes in other EU countries.
For recent graduates, the salary requirement is even lower, set at €4,265 gross per month. To qualify for this lower rate, the higher education degree must have been obtained within three years prior to the application.
Broadening of the required professional qualifications
In addition to the reduction in the salary requirement, the requirements for professional qualifications have also been relaxed. Previously, an EBC applicant had to proof of possessing a higher education degree, evaluated by Nuffic. With the updated regulations, it is also possible to use relevant work experience as an alternative proof.
In the absence of a degree, a minimum of five years of relevant work experience is required, comparable to the level of a higher education diploma. For ICT managers and ICT professionals, a minimum of three years of relevant work experience within the seven years prior to the application is required.
Extended validity period and unemployment period
The validity period of the EBC has been extended to a maximum of five years, an increase of one year compared to the previous four years. This provides more stability for cardholders and their employers.
Additionally, the period after which an EBC can be revoked due to unemployment has been extended from three months to six months, provided the holder has worked in the Netherlands with an EBC for more than two years. This change gives employees more time to find new employment without jeopardizing their residence status.
New grounds for revocation and refusal
There are also new grounds on which an EBC can be revoked or refused. Employers and employees should be aware of these to avoid unforeseen issues.
The EBC can be withdrawn or refused if the employer's legal obligations in the field of social security, tax or employment rights and requirements do not comply. It is now also considered whether the employer adheres to, for example, the WAV, Waadi or WML (Dutch laws).
The EBC can be withdrawn or not extended if the (recognised) sponsor has not reported a change of employer. Unless the sponsor cannot be held responsible for this failure.
The EBC application can be rejected if the company is or will be dissolved due to bankruptcy. Or if the company is not economically active.
The EBC application can be rejected if the employer has mainly established the company to make access to the Netherlands possible.
Shortened processing times
Good news for employers: processing times for EBC applications have been significantly shortened. This means that employees can start their work sooner, contributing to more efficient business operations.
Differences between the European Blue Card and Highly Skilled Migrant permit
While both the European Blue Card and the highly skilled migrant permit are attractive for highly educated migrants, there are some key differences:
Mobility within the EU: With an EBC, it is often easier to apply for a residence permit in another EU country.
EU Long-Term Residence Permit: With an EBC, it is possible in some cases to apply for an EU long-term residence permit after two years instead of five years.
Income Requirements: The income requirement for an EBC is higher than that for the highly skilled migrant scheme for individuals under the age of 30.
Recognized Sponsor: For an EBC application, the employer does not need to be a recognized sponsor, unlike the highly skilled migrant scheme, where this is mandatory.
Conclusion
These changes to the EBC scheme offer new opportunities for both employers and employees in the Netherlands. The relaxation of requirements, reduction of the salary criterion, and improved processing procedures make the EBC an attractive option for highly qualified professionals seeking to work in the Netherlands.
For further information on visa, immigration, and relocation matters, please contact the team at Rehive People.