The Kennismigrant Visa: How to Sponsor Highly Skilled Migrants in the Netherlands

The Kennismigrant Visa: Sponsoring a Highly Skilled Migrant in the Netherlands

Why the Netherlands is the EU's most attractive talent destination

The Netherlands has built one of the most efficient highly-skilled migration systems in Europe. Through the kennismigrant route — formally called the Highly Skilled Migrant (HSM) scheme — employers can hire non-EU talent quickly, with predictable processing, predictable cost, and predictable rules.

In 2024, the IND (Immigratie- en Naturalisatiedienst) processed over 22,000 kennismigrant applications. India, China, Turkey, and the UK are consistently the top sending countries. The scheme is heavily used by tech companies, scaleups, and professional services firms.

The catch - and it is significant - is that only IND-recognised sponsors can use the scheme. If your company is not on the IND's public sponsor register, you cannot sponsor a kennismigrant directly. You have two options: become a recognised sponsor yourself, or work through an organisation that already is.

The basics - what kennismigrant actually is

Kennismigrant is a residence permit that combines work authorisation and stay rights in a single document. It allows a non-EU national to live and work in the Netherlands for a specific employer for a defined period — typically 1 to 5 years, renewable.

Key features:

•       Fast-track processing — typically 2 to 4 weeks for recognised sponsors

•       No labour market test required — unlike standard work permits in most EU countries

•       Family members can accompany the employee with full work rights

•       Path to permanent residence after 5 years (and Dutch citizenship after that)

•       Eligible for the 30 percent ruling (substantial tax benefit — see Guide 8)

Who qualifies — the 2026 salary thresholds

The kennismigrant scheme uses a salary-only test, with no formal education or experience requirement. The employer must pay at least the threshold; the worker's qualifications are not formally assessed by the IND.

2026 minimum gross salary thresholds (per month, excluding holiday allowance):

•       Age 30 or older: €5,942 gross/month (~€71,300 per year)

•       Under age 30: €4,357 gross/month (~€52,300 per year)

•       Recent graduate from a Dutch university (orientation year): €3,121 gross/month

•       Scientific researchers and certain medical specialists: lower thresholds apply

The thresholds are indexed and updated annually. The salary must be paid for genuine work — back-loaded compensation or paper-only salaries do not qualify.

The sponsor requirement

This is the part most companies underestimate. To sponsor a kennismigrant, the employer must be on the IND public register of recognised sponsors.

Becoming a recognised sponsor requires:

•       A legal Dutch entity (KvK registration)

•       Demonstrated financial solvency — typically 18 months of continuity evidence

•       Application fee of €4,866 (2026 rate)

•       Compliance with administrative duties — record-keeping, reporting changes, monitoring employee salary

•       4 to 6 weeks for the application itself

Once recognised, sponsors get faster processing, fewer document requirements per application, and the ability to file applications in advance of the employee arriving.

Companies that are not recognised sponsors can still bring people to the Netherlands - but through slower, more document-heavy routes (standard work permit / TWV), and with longer timelines and uncertain outcomes.

How the application actually works (for a recognised sponsor)

•       Sponsor and candidate sign an employment contract meeting the salary threshold

•       Sponsor submits the application to IND with employee details, employment contract, and supporting documents

•       IND processing — typically 2 to 4 weeks

•       Once approved, the employee collects an entry visa (MVV) at the Dutch consulate in their home country

•       The employee enters the Netherlands and collects their residence card

•       Within 5 days of arrival, the employee registers with the local municipality (BSN — the Dutch citizen service number)

•       Employment begins

For employees already in the Netherlands on another permit, the process is similar but without the consulate step.

Common scenarios

Scenario 1 — The Indian software engineer hired by a US scaleup

A US Series B SaaS company wants to hire a senior Indian engineer for its Amsterdam team. The company has no Dutch entity.

Path: the company cannot sponsor directly. Options are (a) set up a Dutch entity and apply for recognised sponsor status (3–6 months total, €25K+), or (b) use an EOR that is already a recognised sponsor (employee can start in 4–6 weeks, with kennismigrant filed in parallel).

Scenario 2 — The Dutch tech company hiring a Brazilian designer

A Dutch BV that is already a recognised sponsor wants to hire a senior designer from Brazil. The designer is 28 and the offered salary is €4,800/month.

Path: straightforward. Salary exceeds the under-30 threshold, sponsor is recognised, IND processing 2–4 weeks. Designer can typically start within 6–8 weeks of offer acceptance.

Scenario 3 — The graduate of a Dutch master's programme

An Indian graduate completing a master's at TU Delft has been offered a role at €4,000/month.

Path: qualifies under the graduate threshold (€3,121/month). The graduate may also still be on an orientation year permit, simplifying the transition. Sponsor needs to be recognised. Fast process — often under 4 weeks.

Scenario 4 — The senior contractor converting to employment

An Indian consultant has been freelancing for a Dutch company for 18 months. With Wet DBA enforcement, both sides want to convert to employment.

Path: the consultant likely qualifies on salary, but the conversion needs to be structured carefully to avoid triggering retroactive employment classification. The sponsoring company needs to be recognised. The consultant likely also qualifies for the 30 percent ruling, which makes the net pay change less than it looks on paper.

Where it gets complicated

•       Family members — partners and children come with the kennismigrant, but the rules depend on relationship recognition, age of children, and proof of cohabitation. Same-sex partnerships, partners who are not legally married, and step-children all introduce variation.

•       Maintaining sponsor status — recognised sponsors have ongoing obligations. Salary changes, role changes, contract terminations, and group restructurings all need to be reported. Non-compliance can lead to loss of sponsor status.

•       Permit-to-permit transitions — moving from kennismigrant to EU Blue Card, ICT permit, or self-employment requires specific procedures and can fail if not planned.

•       Loss of employment — if employment ends during the permit validity, the employee has 3 months to find a new sponsoring employer or leave the country.

Most of these issues only surface after the initial hire, which is why ongoing immigration support — not just initial sponsorship — matters.

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