5 Questions to Ask Before Accepting a European Job Offer

Most people ask three questions when they receive a European job offer. What is the salary? When do I start? Who pays for the flight? 

All three are important. But they don't always tell you what the move will actually look like after you arrive. Some problems only come up because nobody thought to ask about them earlier.

The salary may meet the visa requirement when you accept the offer but fall below the new threshold after January. A tax benefit may change, or your temporary accommodation may end before you find a permanent home. 

There is another question that often gets missed: What happens to my right to stay if this job ends?

For many European work visas, your residence status is connected to your employment. If the job ends, there may be a limited period to find another qualifying role. So before you sign, here are five questions worth asking.

What should I check before accepting a job offer in Europe?

Ask: Which year's salary threshold was my offer checked against?

European work visas often have minimum salary requirements, and these can change each year. Germany is a good example.

For 2026, the EU Blue Card salary threshold is €50,700 a year for standard occupations, while a lower threshold of €45,934.20 applies to certain shortage occupations, recent graduates and qualifying IT specialists.

The Netherlands also updates its salary requirements every year. For 2026, the Highly Skilled Migrant route requires €5,942 gross per month for people aged 30 or over and €4,357 for those under 30.

So imagine you agree to an offer in November because it comfortably meets the current requirement. Then the application is submitted in January. If the threshold has increased and your salary has not, the offer may no longer meet the requirement.

Nobody necessarily made a mistake. The important number is the threshold that applies when your application is assessed. There are also some details that can make a difference.

In the Netherlands, holiday allowance does not count towards the Highly Skilled Migrant salary threshold.  A 13th-month payment can count in certain circumstances, depending on how it is structured and paid.

So before signing, ask: “Does my salary package meet the visa threshold that will apply when my application is submitted?”

What questions should I ask about a European employment contract?

Ask: What does the contract say about probation, notice and ending the employment?

Most people focus on the salary and benefits and then quickly go through the rest of the contract. But these details can become very important if something changes later.

Probation. Find out how long it lasts and what notice applies during this period. In some countries, either side can end the employment more easily during probation.

Notice. Notice periods can be very different from one country to another. In Germany, statutory notice starts at four weeks and generally increases with length of service.

In Italy, notice can depend on the applicable sector agreement, your level and your length of service. So don't assume that the notice period you are used to in India, the UK or another country will apply to your new role.

Fixed-term or permanent. If your contract has an end date, ask what happens when it ends and whether renewal is expected. This becomes even more important when your residence permit is connected to that job.

What can go wrong?

You accept a role assuming you will have plenty of time to find another job if things don't work out. Eight months later, the job ends. Then you discover that your probation, notice period and immigration status give you much less time than you expected.

Knowing these details before you sign gives you a much clearer picture of the move.

What should international employees check before relocating for a European job?

Ask two things: How long will temporary accommodation be covered, and is the employer using the available fast visa route?

These may sound like separate questions, but both can affect how quickly you can actually settle in.

Start with accommodation. After moving to many European countries, you need to register your address with the local authorities. That registration can be important for getting your local identification number and completing other steps such as opening a bank account, arranging health insurance and getting your tax details in order.

The problem is that finding a permanent rental can take time. In cities such as Amsterdam, housing can be particularly difficult to secure. In Germany, landlords may also ask for a SCHUFA credit report, which can be difficult to provide when you have just arrived.

So ask your employer “How long will temporary accommodation be covered?”

Two or four weeks of accommodation may sound generous before you move. It can feel very different if your permanent rental takes much longer to find. Then ask about the visa route.

In the Netherlands, the Highly Skilled Migrant route is available through an employer that is a recognised sponsor. Where the requirements are met, the Immigration and Naturalisation Service aims to process complete applications quickly.

Germany also has an accelerated procedure that an employer can initiate. Once the required pre-approval is in place, the German mission is required to provide a visa appointment within the applicable timeframe.

This matters because visa appointments can be a major part of the overall timeline, particularly for applicants applying from India.

What can go wrong?

You plan your move around a two-month timeline. The visa takes longer than expected, temporary accommodation runs out, and you are still looking for a permanent home. A few questions before signing can help you plan for that situation.

What salary, benefits and employment terms should I confirm before moving to Europe?

Ask: What will this salary actually look like after tax?

Comparing two European offers only by gross salary can give you the wrong picture. The tax system, benefits and employee contributions can be different in each country.

The Netherlands, for example, has a tax benefit that may be available to qualifying international employees. Under the current 30% facility, part of a qualifying employee's salary can be paid tax-free, subject to the applicable conditions.

The percentage is scheduled to reduce from 30% to 27% from 1 January 2027 for affected employees. That means the same gross salary can produce a different net amount over time. Germany does not have an equivalent general tax facility for international hires.

Health insurance also works differently.

In Germany, employees in the statutory system generally share contributions with their employer.

In the Netherlands, employees normally arrange their own basic health insurance and pay the premium themselves, alongside the applicable annual excess.

So when comparing offers, don't stop at:

“Which salary is higher?”

Also ask:

“What will I actually take home each month, and what costs will I have to cover myself?”

What can go wrong?

You choose the offer with the higher gross salary and only later realise that the difference in taxes, insurance and other costs changes the overall picture. If you're weighing a European offer, or moving someone into a European role, we'll help you look at what the package could mean in practice and what the relocation timeline may look like.

Book a 30-minute consultation with the Dhi ADT team: https://calendly.com/experts-adtsolution/30min

What happens if you accept a European job offer without checking the employment terms?

There is one question that many people don't think about until they actually need the answer: What happens to my right to stay if my job ends? For many European work permits, your residence status is connected to your employment.

If the job ends, you may have a limited period to find another qualifying role. In the Netherlands, Highly Skilled Migrant permit holders can generally have a search period of up to three months after employment ends, subject to the applicable rules and the expiry date of the residence permit.

The new employer also needs to meet the relevant requirements, including recognised-sponsor status for the Highly Skilled Migrant route.

In Germany, EU Blue Card holders who lose their job should contact the relevant immigration authority. Depending on the circumstances, they may have a period in which they can look for another qualifying role.

The exact position can depend on the permit, the employment situation and the residence authority involved.

This is why your employment contract and your immigration status should not be looked at separately.

What can go wrong?

Someone accepts a job without checking the probation period or notice requirements. The job ends eight months later. Now they have to find another qualifying role while also dealing with the requirements of their residence permit.

Two questions at the offer stage can make a big difference:

How long is my probation?

How much notice applies if the employment ends?

Bottom line

A European job offer can look very straightforward when you first receive it. You see the salary, the start date and the benefits. But there are a few other details that can affect what the move actually looks like.

Before you sign, ask:

Which year's salary threshold was my offer checked against?

What does the contract say about probation and notice?

How long will temporary accommodation be covered, and which visa route will the employer use?

What will the package look like after tax and other employee costs?

What happens to my residence status if the job ends?

Most of these questions can be answered before you sign. And they are much easier to deal with before you move than after.

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