{"id":6521,"date":"2026-06-02T18:01:36","date_gmt":"2026-06-02T16:01:36","guid":{"rendered":"https:\/\/eastwing.nl\/?p=6521"},"modified":"2026-06-28T18:02:29","modified_gmt":"2026-06-28T16:02:29","slug":"can-my-employee-obtain-an-eu-blue-card-with-a-temporary-employment-contract","status":"publish","type":"post","link":"https:\/\/eastwing.nl\/en\/knowledge-base\/immigration\/can-my-employee-obtain-an-eu-blue-card-with-a-temporary-employment-contract\/","title":{"rendered":"Can my employee obtain an EU Blue Card with a temporary employment contract?"},"content":{"rendered":"\n

The EU Blue Card is a residence permit for highly skilled employees from outside the European Union who wish to work in the Netherlands. For many HR and international professionals, an important question is whether this permit can be obtained with a temporary employment contract, given the specific requirements attached to the scheme.<\/p>\n\n\n\n

Obtaining an EU Blue Card requires compliance with strict conditions, including contract duration, salary thresholds, and educational requirements. In this article, we answer the key questions regarding the EU Blue Card and temporary employment contracts, and discuss the available alternatives.<\/p>\n\n\n\n

What is an EU Blue Card and who is it intended for?<\/h3>\n\n\n\n

The EU Blue Card is a residence and work permit for highly skilled migrants from outside the European Union, allowing holders to live and work in the Netherlands or other EU Member States. The scheme was designed to attract and retain highly qualified professionals, address labour shortages within Member States, and strengthen the competitiveness of the EU.<\/p>\n\n\n\n

The EU Blue Card is specifically aimed at professionals with a high level of education and a competitive salary. One of the main advantages of the EU Blue Card is the possibility, under certain conditions, to work in other EU Member States. Please note that each EU Member State applies its own rules, meaning that working in another Member State is not automatically permitted. Holders may only work in another country if the legislation of that country grants direct access to the labour market. For residence and employment in another Member State, a new EU Blue Card must generally first be applied for in that country. The possibilities therefore differ from one EU Member State to another.<\/p>\n\n\n\n

Can you apply for an EU Blue Card for your employee with a temporary employment contract?<\/h3>\n\n\n\n

Yes, it is possible to obtain an EU Blue Card for an employee with a temporary employment contract. To qualify for an EU Blue Card in the Netherlands, highly skilled migrants must have an employment contract with a minimum duration of six months. Contracts shorter than six months therefore do not meet the basic requirements for this residence permit.<\/p>\n\n\n\n

This six-month minimum duration is an absolute requirement and cannot be circumvented. The reason is that the EU Blue Card is intended for sustainable employment relationships that contribute to the economic growth of the Member State issuing the permit. Short-term contracts of only a few months are therefore not considered sufficiently stable.<\/p>\n\n\n\n

It is important to note that the employment contract must actually run for at least six months from the start date. A contract with a shorter duration but with the possibility of extension does not satisfy the requirement. The employer must commit to an employment relationship of at least six months from the outset.<\/p>\n\n\n\n

What other requirements apply to the EU Blue Card?<\/h3>\n\n\n\n

In addition to the requirement of an employment contract with a minimum duration of six months, two other key requirements apply to the EU Blue Card:<\/p>\n\n\n\n

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  1. In 2026, the salary must be at least EUR 5,942 gross per month (excluding holiday allowance). For recent graduates, a reduced salary threshold of EUR 4,754 gross per month (excluding holiday allowance) applies in 2026.<\/li>\n\n\n\n
  2. The employee must have completed at least a three-year post-secondary higher education programme, such as a bachelor\u2019s degree or university degree. The educational qualification must meet Dutch standards when compared to the Dutch education system. Foreign diplomas must generally be evaluated by Nuffic in the Netherlands to determine the equivalent Dutch education level. This process may take several weeks. However, exceptions to the diploma requirement exist: professionals with five years of relevant work experience may qualify without a formal degree, and IT professionals benefit from a reduced requirement of three years of relevant work experience.<\/li>\n<\/ol>\n\n\n\n

    An important difference compared to the Dutch highly skilled migrant scheme is that the EU Blue Card does not require the employer to first obtain recognised sponsor status. This may be beneficial for startups and smaller companies, although the immigration procedure itself can be more complex due to the diploma evaluation requirements.<\/p>\n\n\n\n

    Processing times of the EU Blue Card application are approximately twelve weeks for non-recognised sponsors and four weeks for recognised sponsors from date of submission. Upon arrival in the Netherlands, foreign employees must collect their residence permit from the Immigration and Naturalisation Service, register with the municipality, obtain a BSN number, and, depending on nationality, undergo a mandatory tuberculosis test.<\/p>\n\n\n\n

    In the event of job loss, EU Blue Card holders are granted a search period of three months \u2014 or six months if they have resided in the Netherlands for more than two years \u2014 to find new employment that again meets the requirements of the EU Blue Card.<\/p>\n\n\n\n

    For permanent residence purposes, EU Blue Card holders may combine residence periods accumulated in different EU Member States. One condition is that the employee must have lived continuously for 12 months in another EU Member State with a valid EU Blue Card.<\/p>\n\n\n\n

    In addition to the EU Blue Card, employees may often qualify for the Dutch expat tax facility (formerly known as the 30% ruling). This tax facility reduces the taxable Dutch salary from 100% to 70%, allowing up to 30% of the salary to be paid tax-free. Eligibility generally requires employment with a Dutch entity, expertise that is scarce in the Dutch labour market, a written employment agreement, and recruitment from abroad, with the employee having lived more than 150 kilometres from the Dutch border during at least 16 of the 24 months preceding employment in the Netherlands.<\/p>\n\n\n\n

    What are the alternatives if your employee does not meet the EU Blue Card requirements?<\/h3>\n\n\n\n

    If your employee does not meet the EU Blue Card requirements, the Dutch highly skilled migrant scheme is often a more suitable alternative. Although this scheme also imposes minimum salary thresholds, recognised sponsors can often complete the process within two weeks, and the documentary requirements are generally less burdensome.<\/p>\n\n\n\n

    The highly skilled migrant scheme focuses primarily on salary thresholds and market-conform remuneration, whereas the EU Blue Card combines salary requirements with educational qualifications. For the highly skilled migrant scheme, the employer must first obtain recognised sponsor status. In 2026, the government fee for recognised sponsorship amounts to EUR 5,080, or EUR 2,539 for companies that have existed for less than 1.5 years or employ fewer than 50 employees worldwide.<\/p>\n\n\n\n

    Depending on whether the employee meets the conditions, the Dutch expat tax facility (formerly the 30% ruling) may also often be applied for.<\/p>\n\n\n\n

    How Eastwing assists with EU Blue Card applications<\/h3>\n\n\n\n

    We understand that navigating the complex requirements of EU Blue Card applications can be challenging for both employers and international employees. Our expertise in global mobility services enables us to support you throughout the entire process:<\/p>\n\n\n\n