Hiring in Europe: Why Your Agreed Salary May Not Meet Visa Requirements

 

You've found the right candidate for your German team, and you're ready to send them an offer.

 

You've discussed the salary with Finance team, agreed on the amount and started preparing the employment contract.

 

But before you send it, have you checked whether that salary actually meets Germany's work visa requirements?

 

Because what your company agrees to pay and what the immigration authorities accept can be two different amounts.

 

For example, if you offered someone €50,000 in November 2025, that salary was above Germany's standard EU Blue Card threshold at the time.

 

Now the candidate has accepted your offer. They're serving their notice period, and your hiring manager is expecting them to join in January.

 

But when your immigration team prepares a new application in January 2026, there's a problem.

 

Germany's standard EU Blue Card threshold has increased to €50,700.

 

The salary you agreed on no longer meets the standard requirement.

 

So what happens now?

 

HR may need to revise the offer, Finance has to review the approved budget, and your immigration team needs to check whether the candidate qualifies under another route.

 

Meanwhile, the candidate is waiting for an update about their joining date.

 

And this isn't only a Germany problem.

 

The Netherlands also has salary thresholds for highly skilled migrants, and not everything you include in an employee's compensation package counts towards those requirements.

 

So before you finalise your next international offer, make sure the salary works for the visa application, not just your hiring budget.

 

In this blog, we'll explain why salary requirements change, which payments actually count and what your team needs to check before an agreed offer becomes a hiring problem.

 

Why does the salary threshold change after you’ve made the offer?

 

In Germany, the EU Blue Card salary requirement is linked to the country's pension insurance system.

 

Under Section 18g of Germany's Residence Act, the standard salary threshold is calculated as 50% of the annual pension contribution ceiling.

 

For eligible shortage occupations, recent graduates and certain IT specialists, a reduced threshold of 45.3% applies.

 

In 2026, the pension contribution ceiling is €101,400.

 

That gives you two EU Blue Card salary requirements:

 

• €50,700 gross per year for the standard EU Blue Card.

 

• €45,934.20 gross per year for the reduced threshold, where the candidate qualifies.

 

Now, your Finance team might have approved a salary months before the visa application is submitted.

 

The candidate has accepted it, and the hiring budget is already finalised.

 

But when the pension ceiling changes, the EU Blue Card threshold can change too.

 

Nobody in your hiring team has changed the salary. The role hasn't changed either.

 

Yet the amount may no longer qualify.

 

The Netherlands also updates its highly skilled migrant salary requirements every January.

 

For 2026, the standard amounts are €5,942 gross per month for applicants aged 30 and over, and €4,357 for those under 30.

 

So if you're making offers towards the end of the year, don't rely only on the salary threshold you checked when the recruitment process started.

 

Have HR check the applicable requirement again before filing. Otherwise, a salary that was approved months ago could hold up the hire today.

 

For Dutch employees changing sponsors, remember that the IND may assess the required amount using the start date of the new employment contract rather than the date of a new application.

 

Which parts of the salary actually count towards the threshold?

 

In the Netherlands, the IND doesn't count every payment included in your employee's compensation package.

 

Your Finance team may have approved a good annual package, but the amount that qualifies for immigration purposes could be lower.

 

And if you only discover that while preparing the visa application, you may have to change an offer the candidate has already accepted.

 

Holiday allowance doesn't count

 

Dutch employees are generally entitled to an 8% holiday allowance.

 

But the IND excludes that allowance when checking the highly skilled migrant salary threshold.

 

So if you're hiring someone aged 30 or over, their qualifying monthly salary generally needs to meet the 2026 requirement of €5,942 without including holiday allowance.

 

This is something your Finance and HR teams need to agree on before the contract goes out.

 

Otherwise, the total package may look sufficient while the eligible salary is below the required amount.

 

A thirteenth-month payment may count, but there are conditions

 

If your company offers a thirteenth-month salary, you also need to look at how it's paid.

 

In the Netherlands, this payment can count towards the threshold when it meets the IND's conditions.

 

That includes being written into the contract and paid monthly into the employee's bank account in twelve equal parts.

 

But if you're paying it as one amount in December, it generally won't count in the same way.

 

Think about what that means for an offer your HR team is preparing.

 

The total annual compensation hasn't changed, but the payment structure can affect whether the employee meets the visa requirement.

 

So it's worth getting that right before the contract is signed.

 

Variable payments may not count either

 

Overtime, tips and payments in kind don't count towards the Dutch highly skilled migrant threshold.

 

Uncertain or irregular payments, such as performance-related bonuses, generally can't be used to make up the minimum either.

 

Germany has different rules. For the EU Blue Card, guaranteed salary components may count, while payments depending on future performance generally shouldn't be relied on.

 

The point for your team is simple.

 

Don't approve an international offer based only on the total compensation figure. Check how much of it actually qualifies for the work permit.

 

That one difference could determine whether HR can proceed with the existing contract or needs to go back to Finance and the candidate.

 

Why does paying less sometimes cost you more time?

 

In Germany, the salary you offer can also affect the approval process.

 

For 2026, the standard EU Blue Card threshold is €50,700, while eligible applicants can qualify under the reduced threshold of €45,934.20.

 

Let's say your company is hiring a software engineer who qualifies for the reduced threshold.

 

You've agreed on €46,000.

 

The salary meets the reduced requirement, and Finance is happy with the budget.

 

But your hiring manager wants the person to start as soon as possible.

 

Here's something you need to account for.

 

Applications using the reduced threshold require approval from the Federal Employment Agency.

 

For a standard EU Blue Card meeting the higher salary requirement, that approval is generally not needed.

 

So while the lower salary saves your company money, the application has another step to complete.

 

That doesn't mean every reduced-threshold application will be delayed by weeks.

 

But it does mean your immigration team needs to allow for the approval before confirming a joining date.

 

And if the candidate has already resigned from their previous job, an unexpected change to the timeline isn't something you want to explain at the last minute.

 

Should you automatically increase the salary to avoid that step?

 

Not necessarily.

 

The reduced threshold may be the right option for your candidate.

 

But you should know what the lower salary means for the immigration process before you make that decision.

 

Where Dhi ADT can help

 

If you're planning an international hire, you may already have a salary approved but aren't sure whether it meets the visa requirements.

 

That's something we can help you review before the application goes ahead.

 

At Dhi ADT, we can help your team look at three things.

 

First, the hire. Which country are you hiring in, what immigration route is being considered, and which salary threshold applies to the candidate?

 

Then, the employment setup. Does the proposed salary package meet the relevant requirements? And is your company using a suitable local employment arrangement?

 

Finally, the options. If something doesn't meet the requirements, does the salary need reviewing? Could another eligible immigration route work? Or would an appropriate EOR arrangement make sense?

 

You don't need to have all these answers before speaking with us.

 

If you're already discussing an offer with a candidate, share your hiring requirements with Dhi ADT here.

 

We can help you understand what needs checking before you commit to a salary or joining date.

 

Which threshold applies to your candidate?

 

There isn't one salary threshold that applies to everyone you hire in Germany or the Netherlands.

 

The amount depends on the candidate's circumstances and immigration route.

 

So before you finalise the offer, make sure you're using the right requirement for that person.

 

In the Netherlands

 

For 2026, the highly skilled migrant salary thresholds are:

 

• €5,942 gross per month for applicants aged 30 and over.

 

• €4,357 gross per month for applicants under 30.

 

• €3,122 gross per month under the reduced salary criterion for eligible applicants.

 

The reduced criterion applies in specific situations, including certain applicants who qualify through the orientation-year rules.

 

There's another detail HR should check when recruiting someone who's already working in the Netherlands.

 

If that person originally received their highly skilled migrant permit before turning 30 but is now over 30 and changing employers, the higher salary threshold may apply.

 

So even if they're doing the same kind of work, you can't automatically use the salary requirement from their previous employment.

 

Before agreeing on the offer, check the person's age, immigration status and whether a new employer arrangement changes the applicable threshold.

 

Otherwise, you could end up revising a salary after the candidate has already decided to join your company.

 

In Germany

 

For 2026, the EU Blue Card salary requirements are:

 

• €50,700 gross per year under the standard threshold.

 

• €45,934.20 gross per year under the reduced threshold for eligible applicants.

 

Germany also has other skilled worker routes with different salary conditions.

 

For example, the route for professionally experienced workers generally has a 2026 salary requirement of €45,630, subject to the applicable rules and collective-agreement provisions.

 

And for that route, applicants older than 45 generally need to earn at least €55,770, or show adequate pension provision.

 

That doesn't mean everyone aged 45 or over needs to earn that amount.

 

It depends on the permit route.

 

So if your recruitment team has shortlisted an experienced professional, make sure the salary has been checked against the correct immigration category.

 

You may be hiring two people for similar roles, but the visa requirements could be different for each of them.

 

That's something HR should know before sending their offers.

 

Who should own the salary check before filing?

 

One person from your HR, Global Mobility or immigration team should be responsible for confirming that the salary meets the visa requirements before the application is submitted.

 

Because this is where things can get missed.

 

Finance approves the hiring budget.

 

Recruitment agrees on a salary with the candidate.

 

HR prepares the employment contract.

 

And the immigration adviser submits the application, sometimes several weeks later.

 

But who checks whether the salary in that contract still meets the requirement on the filing date?

 

If everyone assumes somebody else has done it, that's a problem.

 

We'd suggest keeping the process simple.

 

Add a salary check before filing

 

Before the immigration application goes in, one person should confirm the candidate's permit route, the relevant salary threshold and which payments count towards it.

 

If something doesn't meet the requirement, HR and Finance can review the offer before filing.

 

That's much easier than discovering the problem after the application has been submitted.

 

Review offers that cross into a new calendar year

 

If your candidate accepted an offer in November but the visa application won't be submitted until January, check the new threshold.

 

The same applies when an application gets delayed.

 

You may not need to change the salary at all.

 

But someone should confirm that it still qualifies.

 

Check how salary components are written into the contract

 

For Dutch highly skilled migrants, the way allowances and fixed payments are included in the contract can affect the salary calculation.

 

So before sending the offer, HR should check whether those payments meet the IND's conditions.

 

If the contract needs changing, make that decision before the candidate signs it.

 

And when the candidate's situation is more complicated, your immigration adviser should be involved early.

 

Maybe the candidate qualifies for two different visa routes, or their qualifications are still being reviewed.

 

Perhaps the proposed salary meets a reduced threshold but needs additional approval.

 

These are decisions your team should make before promising a joining date.

 

The aim isn't to give everyone another checklist. It's to make sure someone owns the final salary check and can confirm the offer is ready for the immigration application.

 

When does an Employer of Record take this off your desk?

 

An Employer of Record (EOR) can help when you want to hire someone in another country but don't have your own local entity or employment setup.

 

It can handle parts of the local employment arrangement, payroll and compliance, with immigration support where the arrangement allows it.

 

But the candidate still needs to meet the visa salary requirements.

 

Using an EOR doesn't remove those rules.

 

When you don't have the required employer registration

 

If you're hiring through the Dutch highly skilled migrant route, the employer generally needs recognised sponsor status with the IND.

 

If your company doesn't have that status, you normally can't sponsor the employee directly under that route.

 

An EOR with the appropriate registration and a legally suitable arrangement may be able to help.

 

But don't assume every provider can support every work permit.

 

You need to check whether the employment and immigration arrangement is allowed for that candidate.

 

When you're hiring one or two employees in a new market

 

If you're entering Germany or the Netherlands with only one or two hires planned, setting up your own legal entity may not be the most practical option.

 

You'll need to arrange local payroll, employment contracts, registration and ongoing compliance.

 

An EOR may help you start hiring without taking on all that setup work immediately.

 

And if the market grows, you can review whether an entity would make more sense later.

 

The decision should depend on your headcount, costs and long-term plans.

 

When your hiring timeline is important

 

Your hiring manager may have found someone who can join soon, but your company hasn't established its local employment setup.

 

An EOR with suitable existing infrastructure may help you avoid some of those employer-side setup steps.

 

The immigration authority still decides the visa application, though.

 

So using an EOR doesn't guarantee faster approval.

 

What it can do is help you manage certain employment, payroll and supported immigration responsibilities through an established local arrangement.

 

When an EOR may not be necessary

 

If you already have a local entity, a payroll process and an HR team familiar with the country's employment rules, you might not need an EOR.

 

And it's worth comparing the costs before making that decision.

 

An EOR doesn't remove statutory social contributions, mandatory benefits or other employment obligations.

 

Its service fee is an additional cost.

 

So don't choose an EOR simply because you're hiring internationally.

 

Check whether you actually need the support.

 

At Dhi ADT, we can help you compare your current employment arrangement with the requirements of the country you're hiring in, so you can decide whether an EOR or another structure is more suitable.

 

Bottom line

 

You've spent weeks finding the right candidate, agreeing on the salary and planning when they should join.

 

The last thing you want is to discover that the offer doesn't meet the visa requirements.

 

Because then it's not just an immigration issue.

 

HR may need to speak with the candidate again. Finance has to reconsider the approved budget, and your hiring manager may need to change the onboarding plan.

 

And if the candidate has already resigned from their previous job, the delay can become even more difficult to manage.

 

In Germany, EU Blue Card thresholds change with the pension contribution ceiling.

 

In the Netherlands, not every payment included in a compensation package counts towards the highly skilled migrant requirement.

 

And the candidate's age, qualifications and immigration route can affect which threshold applies.

 

So before your next international offer goes out, make sure HR and Finance have checked the salary against the correct visa requirements.

 

Then check it again before the application is submitted, particularly if the relevant assessment date has moved into a new year.

 

If the candidate accepted your offer today, would your team know whether that salary meets the immigration requirements for their permit?

 

If you're not sure, it's worth finding out before the application goes ahead.

 

And if you're planning hires in Germany, the Netherlands or another European market, tell our Dhi ADT team what you're planning.

 

You can share the country, your proposed hiring arrangement and the employment support you're looking for.

 

We'll help you identify the salary, immigration and compliance questions that need reviewing before you move ahead.

 

 

Get in touch with us:

 

Netherlands (HQ): +31 97010207974

 

UK (HQ): +44 7401131349

 

Belgium: +32 460254634

 

Follow us on:

 

LinkedIn: https://www.linkedin.com/company/dhi-adt/