Hiring with the EU Blue Card: Requirements & Process in the EU

Basic Eligibility Requirements for the EU Blue Card 

The EU Blue Card is designed for non-EU/EEA skilled workers who’ve secured a role in the area that matches their skills and education, and who meet a required salary level. It’s perfect if you’re in engineering, IT, science, healthcare, or another speciality field where the region needs talent. The employer must provide a suitable job offer, and the candidate needs the right background and compensation.

Employee requirements:

• Recognized university degree (or in some cases equivalent experience)
• A firm job offer or employment contract in the economic area
• The job must match the candidate’s skills and qualifications
• Gross annual salary at or above the threshold for the Blue Card (see the latest figures)
• The employment contract should generally be for at least six months

Documents required:
From the employee:

• Valid passport/travel document
• Degree certificate and equivalence proof (if needed)
• Signed employment contract or binding job offer
• Proof of valid health insurance

From the employer:

• Employment contract/job offer that clearly meets the Blue Card requirements (role, duration, salary)
• Proof that the salary meets the correct threshold (this amount differs from one country to the other) 
• For regulated professions (jobs where you legally must hold specific qualifications or licences to practice): proof of necessary licensing or recognition

Employer Requirements

Hiring a foreign professional under the EU Blue Card scheme means you'll have to do more than just provide a job offer, but also step into the role of sponsor, compliance partner and immigration facilitator. You’ll need to ensure your company is properly registered, the role meets the Blue Card criteria, the salary threshold is met, and you stay on top of reporting, record-keeping, and labour obligations.This is about hiring global talent the right way, not just filling a vacancy.

If you intend to sponsor the EU Blue Card, you will be expected to meet these key obligations: 

• Be a legally registered employer/entity in the EU that can issue a valid employment contract for the candidate.
• Provide a job offer or employment contract that targets highly qualified candidates, matches their qualifications and lasts at least six months.
• Ensure that the proposed gross annual salary aligns with the Blue Card's national threshold.
• Confirm that if the role is in a regulated profession, the candidate’s credentials/licences are recognised in the coutry that you're sponsoring the visa.
• Maintain compliance reporting by informing the country's respective immigration authroities of major changes (such as a termination or change in role/salary).
• Ensure audit readiness by keep key documents such as employment contracts, salary proof or a candidate's qualification recognition on hand.
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Step-by-Step Process for Sponsoring an EU Blue Card in the EU

1. Start by confirming that your company is a legally registered Eurpean employer.
2. Provide your worker with a binding job offer or contract that clearly stiputlates the role, duration and salary.
3. Make sure the candidate's qualifications match the role (and that workers provide the relevant license/recognition if working in regulated professions)
4. Finally, submit the employment contract and required employer documentation to the relevant consular authority as part of the applicant’s Blue Card application.
5. Your worker should apply for the Blue Card, attend any visa or residence permit interview, submit their personal documents and await approval from the relevant immigration authority while you handle the employer side of things.

The EU Blue Card Visa Processing Time

• Work Permit / Job Contract Setup: varies depending on employer preparation, this is typcially 2–4 weeks for most employers.
• Visa or Residence Permit Issuance: legally up to around 90 days, though many cases are processed in 4–12 weeks.

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Costs & Fees Employers Are Responsible For

When you sponsor someone under the EU Blue Card in an EU member country like Germany, here’s what it could cost you:

Government fees

• The visa/residence permit fee for the Blue Card is around €100 when it’s first issued.
• Renewal fees are slighlty lower, around €96 (if issued up to three months) or €93 for longer-term renewals.
• These fees are normally paid by the employee (unless your company opts to cover them as part of the relocation package).
• While there isn’t a direct “sponsorship licence” fee, emploeyrs may incur indirect costs such as legal counsel, document translations, internal HR time, relocation allowances and salary adjustments to meet thresholds.

Employer cost responsibilities vs employee cost responsibilities

Potential Employer Costs:

• A salary that meets the country's salary minimum for the Blue Card
• Internal HR/immigration support
• Relocation costs (if you can agree to them)
• Ongoing compliance and monitoring

Potential Employee Costs:

• The official Blue Card fee
• Costs for document certifications/translations
• Health insurance (or ensuring coverage is in place)
• Travel and moving costs

Renewal / extension costs

• The administrative renewal fee is around €90-100
• Potential renewal hidden costs: continuing to meet salary thresholds, staying on top of compliance ,and notifying the relevant authorities of any changes
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Employer Responsibilities to Ensure Compliance

• ‍Restrictions: Employees under the EU Blue Card must remain in the role specified in the contract, maintain the required salary threshold and continue working full-time in the qualifying position. If an employee works independently or in such a way that significantly changes the job role, this may breach local labour conditions.
• Reporting Duties: Employers must inform the immigration authorities of key changes. These changes may include early termination of employment, significant salary drops (below the threshold), role changes, or extended absences.
• Record-Keeping: Employers need to keep detailed records including the employment contract, proof the salary met the threshold, the employee’s recognised qualification or licence (if applicable), health insurance confirmation and contact details for the employee.
• Penalties for non-compliance: Failure to comply may result in withdrawal of the Blue Card, cancellation of the employee’s residence or work rights, and potential legal or reputational risk for the employer.
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Hire Global Talent Your Way with Playroll

Borders shouldn’t hold you back from hiring the right person. Playroll gives you two seamless options to hire globally. If relocation is the goal, our visa sponsorship services take care of everything when it comes to sponsoring an EU Blue Card – applications, compliance, and step-by-step support all the way through.

If moving isn’t needed, skip the visa fees, long processing times, and immigration risk with Playroll’s Employer of Record. We employ the candidate in their home country on your behalf, handling payroll, taxes, benefits, and compliance so you can onboard quickly and stay fully compliant: no relocation required. Wherever your next great hire is based, we make it easy to bring them onto your team.

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Ready to make global hiring that much easier? Chat to our experts.

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