Becoming a Recognised Sponsor in the Netherlands: What You Need to Know

Hiring international talent in the Netherlands requires the right permits and compliance with Dutch immigration laws. As a Recognised Sponsor, your company can directly employ non-EU Highly Skilled Migrants, making the process faster, more efficient, and reducing administrative burdens.

We will break down the key aspects of becoming a Recognised Sponsor, including eligibility criteria, benefits, compliance obligations, and alternative solutions for companies looking to hire international talent.

Benefits of Becoming a Recognised Sponsor

Becoming a Recognised Sponsor is a strategic investment in your company’s global hiring capabilities. Key benefits include:

Eligibility Criteria:
Who Can Become a Recognised Sponsor?

To be approved as a Recognised Sponsor, companies must meet the following requirements:

• Registered with the Dutch Chamber of Commerce (KvK).
• Financial stability with proven solvency and continuity.
• No history of bankruptcy or major legal infractions.
• Compliance with IND’s Code of Conduct.
• Reliability of legal representatives and company leadership.

For research, study, and exchange sponsorship, additional conditions may apply.

Being recognised signals credibility and compliance, making your company more attractive to international talent

How to Apply for Recognised Sponsor Status

Applying for recognised sponsorship involves the following steps:

Understanding Salary Requirements for Highly Skilled Migrants in the Netherlands

The Highly Skilled Migrant (HSM) scheme (Kennismigrantregeling) is the primary pathway for non-EU professionals to work in the Netherlands. Because the HSM visa allows companies to bypass the complex and lengthy Dutch labor market test, the Dutch Immigration and Naturalisation Service (IND) enforces strict income requirements. These requirements act as a filter to ensure the incoming talent brings specialized, high-value expertise to the local economy.

Employers and international professionals must understand the structural rules behind these thresholds, as the exact minimum figures are adjusted annually by the Dutch government to reflect inflation and national wage indexation.

Here is the framework for how Highly Skilled Migrant salary requirements operate.

How the Threshold Tiers are Structured

The required salary is not a flat rate. It depends entirely on the applicant’s age and educational background at the time the IND application is submitted (or on the official start date of a new employment contract).

The government divides the salary minimums into specific categories:

• Professionals 30 years and older: This category commands the highest standard salary threshold, reflecting an expectation of extensive professional experience.
• Professionals under 30 years old: A noticeably lower threshold applies to younger professionals, making it easier for companies to hire emerging talent.
• Reduced salary criterion: The lowest threshold available, specifically designed to retain recent graduates from Dutch or top-tier global universities.
• European Blue Card: Separate, generally higher thresholds exist for the standard EU Blue Card, alongside a lower threshold for recent graduates applying under the Blue Card directive.

What Counts (and Doesn’t Count) Toward the Threshold?

A common mistake during salary negotiations is assuming that a comprehensive, high-value compensation package will automatically satisfy the IND. The immigration authorities are highly specific about what constitutes qualifying income.

To maintain compliance, the threshold must be met solely through the guaranteed gross monthly base salary stipulated in the employment contract.

What is explicitly excluded from the IND calculation:

• The mandatory Dutch holiday allowance (typically 8%).
• Variable income, such as performance bonuses, profit sharing, or overtime pay.
• Expense allowances, including commuting reimbursements or home-office stipends.
• Payments in kind, such as a company car, stock options, or employer-provided housing.

Furthermore, this exact guaranteed amount must be verifiably transferred into a bank account held in the employee’s own name every single month.

The Reduced Salary Criterion Advantage

The Netherlands offers a significant incentive to retain international graduates through the “Reduced Salary Criterion.”

If a professional graduated from a recognized Dutch higher education institution or an elite international university (within specific global rankings), they are eligible for an Orientation Year (Zoekjaar) visa. If a Recognised Sponsor hires them during this orientation year or within three years of their official graduation date, the employer only needs to meet the lowest tier of the salary thresholds.

The Long-Term Benefit: Once an employee is hired under this reduced threshold, they keep this lower requirement for the duration of their employment, even after they turn 30. This exception remains valid as long as they stay with the same employer without any gaps in their employment contract.

These salary standards are indexed annually by the Dutch government.

Alternative Solutions: Hiring Highly Skilled Migrants Without Recognised Sponsor Status

If your company is not yet a Recognised Sponsor but needs to hire international talent, there are alternatives:

• Employer of Record (EOR): EMG can legally employ your international hires on your behalf while you complete your Recognised Sponsor application. Check our EoR service.
• Payroll Services: We manage payroll and compliance for your international employees, ensuring all legal requirements are met. Check our Payrolling service.

Both options provide flexibility while keeping your hiring process on track.

Thinking Internationally:
Why Recognised Sponsorship Matters

For companies in tech, finance, engineering, and research, access to global talent is essential. Becoming a Recognised Sponsor allows you to:

• Hire international professionals faster.
• Secure niche skills unavailable in the local market.
• Reduce administrative hurdles in work permit processing.
• Strengthen your company’s position in the global labour market.

As workforces become increasingly international, having Recognised Sponsor status is a competitive advantage in attracting top-tier talent

Need more details?
Check out our Frequently Asked Questions to learn more about how we support clients.

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With You All The Way

Navigating the Recognised Sponsor process requires expertise and precision. At EMG, we specialise in helping companies obtain and maintain Recognised Sponsor status while ensuring full compliance with Dutch immigration laws.