Highly skilled workers from outside the EU can often choose between two residence permits: the Highly Skilled Migrant (HSM) permit and the European Blue Card. In practice, employers tend to opt almost automatically for the HSM scheme, mainly due to the simpler application process and greater flexibility in salary thresholds. Employees, however, often show the opposite preference. They tend to favor the European Blue Card because of the various benefits it offers.
Two residence permits with a similar purpose, yet each with its own approach and added value. Which option best suits your organisation? In this article, we outline the key differences in requirements and application procedures between the HSM scheme and the European Blue Card, and highlight the specific advantages of each.
Differences in requirements
To make a well-informed choice between the HSM scheme and the European Blue Card, it is essential to clearly understand the differences in admission criteria. Salary plays a key role in this assessment.
For the European Blue Card, a minimum gross monthly salary of €5,942 (excluding holiday allowance) applies in 2026. For recent graduates, a reduced salary threshold of €4,754 may apply under certain conditions. The HSM scheme applies the same standard salary threshold (€5,942 gross per month), but offers greater flexibility through lower thresholds for employees under the age of 30 (€4,357) and for recent graduates (€3,122).
In addition, the European Blue Card requires employees to hold a higher education degree (according to Dutch standards) or have at least five years of relevant work experience (three years for IT specialists). Under the HSM scheme, educational background and work experience are not decisive criteria; instead, the minimum salary requirement is leading.
There are also differences on the employer side. Under the HSM scheme, the employer must be recognised as a sponsor by the Immigration and Naturalisation Service (IND) prior to employment. This involves both costs (€5,080 in 2026) and additional administrative obligations, which can be a barrier, particularly for start-ups in the Netherlands. For the European Blue Card, employers are not required to obtain recognised sponsor status.
Differences in application procedure
For both employers and employees, timely processing of immigration formalities is essential to ensure a compliant and smooth start of employment. Here too, there are notable differences.
Applications for an HSM residence permit are typically processed within two weeks by the IND. In many cases, the employee may already start working from the employment start date, even before physically collecting the residence permit.
For the European Blue Card, the process is less flexible. Recognised sponsors benefit from a decision period of 30 days, while non-recognised employers should expect processing times of up to 90 days. In addition, the employee may only start working after the residence permit (or residence endorsement sticker) has been issued by the IND. This longer and less flexible procedure is often a key reason for employers to choose the HSM scheme, despite the advantages offered by the European Blue Card.
The added value of the European Blue Card
While the HSM scheme is primarily attractive from an employer’s perspective, the European Blue Card offers clear advantages for employees.
For example, in case of unemployment, European Blue Card holders benefit from a longer period to search for a new employer. After two years of residence in the Netherlands, they are granted a job search period of up to six months, compared to a maximum of three months under the HSM scheme.
The European Blue Card also provides additional protection during illness. If an employee’s salary falls below the required threshold during a period of sickness, this does not automatically lead to loss of the residence permit within the first twelve months. Under the HSM scheme, however, the salary may not fall below the threshold during illness (even if the employer is legally allowed to reduce salary payments).
Furthermore, the European Blue Card offers advantages in the field of education. Employees and their family members are eligible for statutory tuition fees and may, under certain conditions, qualify for student finance. Highly skilled migrants and their families, on the other hand, generally pay institutional tuition fees, which are significantly higher.
Finally, the European Blue Card provides greater mobility within the European Union. Under certain conditions, employees may perform temporary work in other Member States without requiring an additional work permit. In the long term, they also benefit from more favourable conditions when applying for EU long-term resident status, as periods of residence in other Member States can be taken into account. This positions the European Blue Card as a future-oriented residence option for international talent.
Conclusion
Choosing between the HSM scheme and the European Blue Card is not straightforward. While the HSM scheme excels in speed and flexibility for employers, the European Blue Card offers clear advantages for employees.
The right choice depends on the specific situation, priorities, and long-term strategy of both employer and employee. This is precisely where the complexity lies. Small differences in requirements or procedures can have significant implications for timelines, compliance, and costs. A careful assessment upfront helps prevent delays and unnecessary risks.
At Eastwing, we support organisations daily with these types of decisions — from initial strategic assessment through to full application and implementation. This ensures that companies not only make the right choice, but also execute it efficiently and compliantly. Curious which route best fits your situation? Feel free to contact us — we are happy to think along with you.
