Hiring with the Highly Skilled Migrant (Kennismigrant) Scheme: Requirements & Process in the Netherlands

Basic Eligibility Requirements for the Highly Skilled Migrant Visa

The Highly Skilled Migrant Visa is designed for non-EU professionals hired into roles that require advanced expertise and contribute to the Dutch knowledge economy. It’s commonly used for senior specialists, technical experts, researchers, medical trainees, and key talent joining innovative or fast-growing companies.

To qualify, the employee must have a valid job offer from a Dutch employer that is an IND-recognised sponsor and must meet the applicable salary threshold for their age or category.

Employee Requirements

Documents Required from the Employee

• Copy of passport (all relevant pages)
• Signed employment contract or offer letter
• CV and proof of qualifications (degree certificates, transcripts)
• Proof of previous work experience (if applicable)
• Completed application forms and biometric information
• Proof of health insurance (after arrival)

Documents Required from the Employer

• Proof of recognised sponsor status with the IND
• Employment contract outlining role, hours, and salary
• Job description demonstrating specialist or knowledge-focused duties
• Statement confirming the salary is market-conform
• Company registration details (KvK extract)
• Completed sponsorship and application forms for the employee

Employer Requirements

Key obligations for your company as a sponsoring employer under the Highly Skilled Migrant scheme (Netherlands)

1. Be recognised by the Immigration and Naturalisation Service (IND) as a “recognised sponsor”, meaning you must be listed in the public register.
2. Submit the residence-permit application (and MVV if required) on behalf of the employee, since the recognised sponsor acts as the applicant.
3. Ensure the job offer meets the minimum salary threshold and is market-conform (i.e., paid directly to the employee, aligns with wages for similar roles).
4. Maintain compliance: you must keep records, report changes (e.g., termination, salary drop, contract change), and uphold your duty of care towards the employee.
5. Be financially stable and reputable: the IND checks that your organisation reliably meets obligations and is suitable to sponsor (no serious labour-law or immigration-law violations).
6. From January 1 2026 new rules will require recognised sponsors to submit proof of actual salary payment (e.g., bank statements showing the employee’s payment) and updated application fees will apply.

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Step-by-Step Process for Sponsoring a Highly Skilled Migrant Visa in the Netherlands

1. Become a recognised sponsor: Ensure your company is listed in the Immigration and Naturalisation Service (IND) Public Register of Recognised Sponsors and meets reliability, solvency and registration criteria.
2. Offer the position: Prepare and sign a formal employment contract with the employee that meets qualification, role and salary thresholds applicable for the scheme.
3. Collect required documents: Gather all necessary employer and employee documentation (employment contract, company registration, employee passport, qualifications, etc.).
4. Submit application: As the employer-sponsor, submit the combined application (for residence permit and interim visa – MVV if needed) to the IND on behalf of the employee.
5. Pay fees & await decision: Pay the required application fee and await the IND’s decision. Recognised sponsors benefit from the fast-track process.
6. Employee arrival & registration: Once approved, the employee travels (or registers if already in the Netherlands), obtains their residence permit, and is registered with local authorities.

Highly Skilled Migrant Visa Processing Time

• For recognised sponsors, the IND aims to make a decision within approximately 2 weeks.
• Without recognised sponsor status, the normal decision window may stretch to up to 90 days.
• On average, when your company is already a recognised sponsor and documentation is complete, the full hiring-to-arrival timeline is around 4 to 6 weeks.

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Costs & Fees Employers Are Responsible For

Here’s a breakdown of the key costs employers should expect when sponsoring the Highly Skilled Migrant Visa in the Netherlands, along with who is responsible for paying what (the employer vs the employee):

Government & Application Fees

• ‍Sponsorship/“recognised sponsor” license: The fee to apply for recognised‐sponsor status is approximately € 4,866 for most companies, and € 2,432 for startups or companies with fewer than 50 employees.
• Visa / residence permit application fee: For the HSM permit, the application fee is €405 (first application or change in purpose of stay) according to the official fees list.
• Other costs potentially incurred: Document translation/legalization, TB test (where required), and travel or embassy costs for MVV may fall on the employee or employer depending on arrangement.

Employer costs vs. employee costs

Employer Costs

• Sponsorship license
• Application fee for HSM permit
• Extension/renewal fee

Employee Costs

• Translation / legalisation / misc
• Travel/MVV/embassy fees

Renewal/extension fees

• The same € 405 application fee applies for renewals or extensions. This fee needs to be paid for each renewal.

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Employer Responsibilities to Ensure Compliance

Here are the key take-aways for sponsoring a HSM visa under the Highly Skilled Migrant scheme in the Netherlands:

• ‍Restrictions on job role and working hours: The sponsored employee must work in the role for which the permit was granted; if they change employer or job description, the new employer must be a recognised sponsor and the permit re-applied for.
• Reporting duties: If the employee’s salary drops below the threshold, employment ends early, they leave the country, or there are other material changes, you (as the employer/sponsor) must notify the IND within four weeks.
• Record-keeping obligations: You must maintain records of the employee’s contract, salary payments, time-worked, contact details, and proof of recruitment and eligibility. These files must be retained so the IND can audit compliance.
• Duty of care: As a recognised sponsor you are responsible for ensuring the migrant’s employment conditions meet Dutch law, that their salary is paid on time, and that they are informed of their rights and obligations.
• Penalties for non-compliance: If you fail to meet your obligations you could face an administrative fine, suspension or withdrawal of your recognised sponsor status, and your legal ability to sponsor future hires could be jeopardized.

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Hire Global Talent Your Way with Playroll

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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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