Anyone who wants to work in the Netherlands as a highly skilled migrant must meet various requirements. One of the most important requirements is the IND salary criterion. The salary of the highly skilled migrant must not only be high enough, but also in line with the market rate for the position.<\/p>\n
In 2026, the salary standard for a highly skilled migrant aged 30 or older is \u20ac 5,942 gross per month<\/strong>, excluding holiday allowance. For highly skilled migrants under the age of 30, a salary standard of \u20ac 4,357 gross per month<\/strong> applies. For certain highly skilled migrants who fall under the reduced salary criterion, a standard of \u20ac 3,122 gross per month<\/strong> applies.<\/p>\n The salary standards are re-indexed every year on 1 January. Which standard applies depends, among other things, on the age of the highly skilled migrant, the situation of the employee, and the moment at which the application is submitted or the employee changes employer. It is therefore important for employers to always check which salary standard applies to the specific situation.<\/p>\n For the highly skilled migrant scheme, the IND distinguishes between three salary categories.<\/p>\n Highly skilled migrants aged 30 and older<\/strong><\/p>\n For highly skilled migrants who are 30 years of age or older at the time of application, a salary standard of \u20ac 5,942 gross per month, excluding holiday allowance<\/strong> applies in 2026.<\/p>\n In addition, the salary must be in line with the market rate. This means that the salary must be in keeping with what employees earn on average for a comparable position. The IND may conduct further investigation into this in certain situations.<\/p>\n Highly skilled migrants under the age of 30<\/strong><\/p>\n For highly skilled migrants who are under the age of 30, a salary standard of \u20ac 4,357 gross per month, excluding holiday allowance<\/strong> applies in 2026.<\/p>\n Does the highly skilled migrant turn 30 during the employment? This does not automatically mean that the salary must be increased to \u20ac 5,942 from the 30th birthday onwards. When renewing with the same employer, the lower standard may continue to apply under certain conditions. However, when changing employer, a different salary standard may apply.<\/p>\n It is therefore important to always check which salary standard applies at the time of a salary change, renewal, or change of employer.<\/p>\n It is also important not to confuse the salary standard for the highly skilled migrant scheme with the conditions for the expat scheme (formerly the 30% ruling). The salary conditions for the expat scheme are adjusted every year on 1 January. In order to continue applying the scheme, the employee must also meet the conditions in force at that time. As a result, it may be necessary to adjust the salary of a highly skilled migrant, even when the salary is still sufficient according to the IND salary standard.<\/p>\n Reduced salary criterion<\/strong><\/p>\n A reduced salary criterion applies to certain highly skilled migrants. In 2026, this amounts to \u20ac 3,122 gross per month, excluding holiday allowance<\/strong>.<\/p>\n This criterion may apply, for example, to someone who:<\/p>\n Specific conditions also apply when someone previously resided in the Netherlands as a scientific researcher. The exact conditions must be assessed on a case-by-case basis.<\/p>\n The IND adjusts the salary standards every year on 1 January. For an initial application or renewal, the salary standard that applies on the date of the application applies in principle.<\/p>\n When changing employer, it is important to pay close attention to the date. The IND states that when changing employer, the salary standard that applies on the date on which employment with the new employer begins applies.<\/p>\n This means that employers must not only look at the date on which the original residence permit was issued, but also at the circumstances surrounding a new application or change of employer.<\/p>\n The IND’s salary standard is assessed on the basis of the gross monthly salary, excluding holiday allowance.<\/p>\n In addition to the fixed salary, certain fixed allowances and expense reimbursements may be included. Conditions apply to this. The reimbursement or allowance must be recorded in the employment contract and paid monthly to the highly skilled migrant into a bank account in his or her name. A thirteenth month may be included under certain conditions when it is paid out monthly in equal instalments.<\/p>\n The following salary components do not count towards the salary criterion:<\/p>\n If the salary of a highly skilled migrant falls below the required minimum, this can lead to the withdrawal of the residence permit and the loss of highly skilled migrant status. The IND regularly checks whether employers comply with the salary obligations and can impose sanctions for violations.<\/p>\n Employers who do not comply with the minimum salary requirement risk warnings, fines, or the suspension or loss of their recognised sponsorship status. The latter means that they can no longer hire new highly skilled migrants. For the employee, a salary that is too low may mean that the residence permit is not renewed or is even withdrawn.<\/p>\n In exceptional cases, such as a temporary salary reduction due to illness or part-time work, employers can contact the IND to explain the situation. However, it is crucial to act proactively and not wait until the IND carries out an inspection. Employers must immediately report any changes in salary to the immigration service. Please note that the salary may only fall below the standard in the case of types of leave that fall under the Work and Care Act, such as parental leave.<\/p>\n We support companies in correctly applying the highly skilled migrant salary rules and ensure that your organisation always complies with current legislation. Our global mobility consulting<\/a> services help you draw up compliant employment contracts and manage payroll administration for international employees.<\/p>\n Our services include:<\/p>\n Thanks to our many years of experience in global mobility services, we know exactly what challenges companies face when managing highly skilled migrant salaries. We translate complex regulations into practical processes that your HR department can easily implement.<\/p>\n Do you have additional questions or need help? We are happy to assist you. Feel free to contact us<\/a> at service@eastwing.nl<\/a>.<\/p>\n \n The minimum salary amounts are adjusted annually and always take effect on 1 January. The Dutch government reviews these amounts based on general wage indexation and inflation. It is important for employers to regularly check whether their payroll administration still meets the current requirements. <\/p>\n <\/div>\n \n In exceptional cases such as a temporary salary reduction due to illness, the IND can be contacted to explain the situation. In the case of structural part-time work, it must be assessed whether the salary still meets the applicable salary requirements. When the salary of a highly skilled migrant falls below the applicable salary standard due to part-time work, the salary criterion can no longer be met, which is therefore not permitted. It is therefore important to check in advance what consequences a change in working hours and salary has for the residence permit. Employers must always proactively report changes to the IND. <\/p>\n <\/div>\n \n When an employer no longer meets the conditions or obligations of recognised sponsorship status, the IND can take various measures. Depending on the seriousness and the circumstances, the IND may, for example, issue a warning or an administrative fine, or suspend or withdraw the recognition. \n Does a highly skilled migrant turn 30 during the employment? Then the salary does not automatically need to be increased to the salary standard for highly skilled migrants aged 30 or older. \n No, stock options, shares, or other variable forms of remuneration do not count towards the minimum salary. Only the guaranteed gross annual salary including fixed allowances is taken into account. The fixed salary must on its own be sufficient to meet the requirement. <\/p>\n <\/div>\n \n Existing highly skilled migrants must meet the salary requirements in force at the time of renewal of their residence permit. If the current salary is too low due to indexation, this must be adjusted before the renewal application. Employers do not receive an automatic warning, so self-monitoring is essential. <\/p>\n <\/div>\n \n A highly skilled migrant must meet the conditions of the highly skilled migrant scheme for the highly skilled migrant residence permit, including the applicable salary criterion. The IND links this salary criterion to the employment with the recognised sponsor. Minimum salary for highly skilled migrants 2026: \u20ac4,840 standard, \u20ac3,632 for starters. Compliance guide for employers.<\/p>\n","protected":false},"author":2,"featured_media":6340,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[51],"tags":[],"class_list":["post-7030","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-immigration"],"acf":[],"yoast_head":"\nWhich salary standard applies to a highly skilled migrant?<\/h2>\n
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When is the salary standard determined?<\/h2>\n
Which components of the salary count?<\/h2>\n
What does not count?<\/h2>\n
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What happens if the salary falls below the minimum?<\/h2>\n
How Eastwing helps with highly skilled migrant salary administration<\/h2>\n
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Frequently Asked Questions<\/h2>\n
\n How often are the minimum salary amounts for highly skilled migrants adjusted? <\/h3>\n
\n Can a highly skilled migrant temporarily earn less due to, for example, illness or part-time work? <\/h3>\n
\n What should I do if my company loses its recognised sponsorship status due to salary errors? <\/h3>\n
It is therefore important to correct salary errors as quickly as possible and to report any changes that affect the residence permit to the IND in a timely manner. It must also be assessed whether the salary error has consequences for the residence status of the highly skilled migrant concerned.
If the recognition is withdrawn, the organisation cannot be admitted as a recognised sponsor again for a maximum of five years. It is therefore important to structurally and thoroughly check payroll administration and compliance with the IND conditions, and to identify problems in a timely manner. <\/p>\n <\/div>\n \n How do I calculate the correct salary for a highly skilled migrant who is turning 30? <\/h3>\n
If the highly skilled migrant remains employed with the same employer, the salary criterion for highly skilled migrants under the age of 30 may continue to apply under certain conditions. This means that the highly skilled migrant can continue to meet the lower salary standard even after their 30th birthday.
Does the highly skilled migrant change employer? Then the salary standard for highly skilled migrants aged 30 or older may become applicable.
It is therefore important to always check which salary standard applies at the time of a change of employer. <\/p>\n <\/div>\n \n Do stock options or shares count towards the minimum salary? <\/h3>\n
\n What happens to existing highly skilled migrants when salary requirements are increased? <\/h3>\n
\n Can a highly skilled migrant work for multiple employers to meet the minimum salary? <\/h3>\n
If a highly skilled migrant also works for another employer, it must be assessed separately whether this has consequences for the residence permit and the salary criterion. It is not correct to assume that income from different employment contracts can simply be added together to meet the salary standard. When changing employer or employment conditions, it is important to check in advance what consequences this has for the residence permit and what reporting obligations apply. <\/p>\n <\/div>\n <\/div>\n","protected":false},"excerpt":{"rendered":"