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On 29 January 2026, the European Commission published Recommendation (EU) 2026/311, focusing on attracting talent to strengthen innovation within the European labour market.

Through this document, the Commission highlights the strategic need to attract and retain third-country nationals with high qualifications or strong innovative potential as a key element to sustain economic growth, reinforce competitiveness and consolidate the European Union’s technological leadership.

The attraction of international talent is particularly relevant in sectors considered critical for European competitiveness and strategic autonomy. Among these, the Commission explicitly identifies:

• Information technologies
• Communications
• Artificial intelligence
• Advanced materials manufacturing
• Cybersecurity
• Biotechnology

This initiative forms part of a broader vision: positioning the European Union as an attractive and stable environment for the development of high value-added projects and for the consolidation of highly specialized professional profiles.

The Commission’s statement comes at a particularly sensitive moment for the European economy. The initiative is justified by the persistent shortage of skilled labour in sectors that are strategic for the development and competitiveness of the internal markets of the Member States.

Available data show a worrying trend: since 2015, the shortage of qualified personnel has doubled, and without corrective measures the deficit of talent in the identified critical sectors is expected to continue increasing.

Among the structural causes of this situation, the Commission highlights the obstacles that prevent the full use of the potential of third-country nationals. Although highly qualified professionals are available worldwide, complex migration procedures, regulatory fragmentation and limited coordination among Member States continue to represent significant barriers to planning and implementing labour mobility to the European Union.

In this context, the Recommendation calls on Member States to strengthen cooperation with partner countries in order to improve talent attraction and facilitate both the relocation and effective integration of skilled professionals into the European labour market.

Enhanced cooperation is presented as a key instrument to:

• Build mutual trust between countries of origin and destination
• Simplify and harmonise migration procedures
• Reduce the existing regulatory fragmentation among Member States

The Commission also identifies structural shortcomings that currently reduce the EU’s attractiveness as a professional destination:

• Slow processing of visas and permits
• Limited access to consulates abroad
• Lack of clear, transparent and easily accessible information on immigration requirements

In practice, these factors often lead highly qualified professionals to choose other markets that offer faster and more predictable procedures, diverting both investment and human capital away from the European Union.

As a response, the Commission proposes a range of measures and invites Member States to adopt concrete initiatives aimed at reducing administrative barriers, accelerating procedures and strengthening the competitiveness of the European labour market in attracting international talent.

Measures to speed up visa processing

The Commission stresses the need to facilitate both the submission and assessment of applications for long-term visas and residence permits. Member States are encouraged to move towards procedures that are:

• Faster and with predictable processing times
• Fully digitalised
• Transparent and easy to understand, particularly for applicants abroad

The objective is to reduce administrative burdens and improve the applicant’s experience, thereby increasing the EU’s attractiveness as a professional destination.

Measures to simplify admission conditions

According to the Commission’s recommendations, Member States should reduce the number of documents required when submitting visa applications, limiting requirements to those strictly necessary. Legislators are also encouraged to promote dialogue aimed at aligning requirements across different countries in order to facilitate intra-European mobility.

With specific reference to the EU Blue Card, which is designed for highly qualified workers, Member States are invited to consider reducing salary thresholds for occupations or sectors currently experiencing structural labour shortages.

Measures to streamline admission procedures

The Recommendation also focuses on simplifying documentation requirements. Member States are encouraged to limit documentation requests to those strictly necessary for the evaluation of applications, avoiding duplication and disproportionate administrative burdens.

Greater alignment between national frameworks is also promoted in order to reduce regulatory differences that currently hinder the mobility of highly qualified professionals within the EU.

Review of salary thresholds under the EU Blue Card

With regard to the EU Blue Card — a mechanism designed to attract highly skilled workers — the Commission encourages Member States to consider lowering salary thresholds in sectors or professions affected by structural shortages.

This measure aims to better adapt the instrument to current labour market realities and increase its effectiveness as a tool for attracting talent in strategic areas.

Measures to strengthen administrative capacity

The Commission identifies the limited operational capacity of certain national administrations as a critical issue. Consequently, it recommends that Member States:

• Increase human and technical resources dedicated to migration procedures
• Expand the availability of appointments and reduce waiting times
• Improve internal administrative management in order to shorten processing times

The objective is to ensure that third-country workers can regularise their situation within reasonable timeframes and with greater legal certainty.

The Commission also emphasises the importance of investing in the specialised training of staff within the competent authorities, in order to improve the technical quality of assessments, harmonise decision-making criteria and strengthen the overall efficiency of the system.

Our support

At Feliu N&I, we understand that attracting international qualified talent is not merely an operational matter but a strategic factor for business growth. For this reason, we provide comprehensive advisory services to our clients in the identification, hiring and mobility of highly qualified professionals, regardless of their country of origin.

We continuously monitor legislative developments and regulatory changes affecting international mobility, both in Spain and across the European Union, as well as in other relevant jurisdictions. This approach allows us to provide updated and structured advice, supporting informed decision-making with full legal certainty.

Our multidisciplinary team, specialised in corporate immigration, visas and work permits, supports companies throughout every stage of the process: initial feasibility assessment, migration planning, document preparation, submission of applications and follow-up until resolution.

For detailed information regarding the hiring of foreign qualified professionals in Spain or assistance with the processing of permits for highly skilled professionals, please feel free to contact our teams.

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The Dutch Government has announced a major reform of the Highly Skilled Migrant Scheme (kennismigrantenregeling), the system that enables the Netherlands to attract highly qualified professionals from outside the European Union. The goal of this reform is to maintain the Netherlands as an attractive hub for international talent while preventing misuse of the system and strengthening control over labor migration.

Main proposed changes in the regulation

1. Increase in salary thresholds
   • Professionals aged 30 and over: the minimum gross monthly threshold remains €5,688, in line with the EU Blue Card standard.
   • Professionals under 30: the required salary will rise to approximately €4,551, up from the current €4,171.
   • Recent graduates: the current threshold of €2,989 will be revised to align with the average salary of Dutch graduates (between €3,373 and €4,231 depending on education level).

In addition, the duration of reduced thresholds will be restricted:

• Upon turning 30, the higher threshold will automatically apply.
• Recent graduates may benefit from the reduced threshold for a maximum of three years after completing their studies, even if they change employers.

1. Stricter requirements for sponsoring companies
   Companies wishing to maintain their recognized sponsor status with the Immigration and Naturalisation Service (IND) will be subject to more thorough checks regarding their financial solvency, stability, and credibility.
   • The IND may withdraw sponsor status if a company has not applied for a highly skilled migrant permit for two consecutive years (previously three).
   • The salary compliance test will be reinforced, in coordination with the Employee Insurance Agency (UWV), to ensure that the conditions offered to highly skilled migrants are truly in line with market standards.
2. Objectives and next legislative steps
   With these measures, the Dutch government aims to continue attracting high-level professionals, prevent fraudulent hiring practices, and maintain a sustainable balance in migration flows.
   The reforms have been submitted to Parliament and are subject to consultation with the Social and Economic Council (SER). Some provisions may be enacted through Royal Decrees, though the main elements of the reform are not expected to take effect for at least a year.

Impact on employers and international workers

These reforms represent a significant shift for Dutch companies employing international talent. Employers will need to adjust salary policies, update employment contracts, and regularly verify their recognized sponsor status.
For foreign professionals interested in moving to the Netherlands, access to the program will become more demanding, making it essential to carefully assess compliance with the new salary thresholds and sponsorship requirements.

How Feliu N&I can help you prepare

At Feliu N&I, we specialize in international mobility, immigration, and global taxation. This regulatory change in the Netherlands may affect both companies seeking to attract foreign talent and professionals planning to develop their careers there.

We can assist you with key aspects such as:
• Reviewing employment contracts and ensuring compliance with the new salary thresholds.
• Managing recognized sponsor status with the Dutch authorities.
• Migration and tax planning for seconded employees.
• Comprehensive support for immigration procedures and labor compliance.

Our team of specialists can help you anticipate the impact of these reforms and ensure that your organization or professional project is fully aligned with upcoming Dutch regulations. Contact Feliu N&I, and we will guide you through every step of the process.

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The mobility of third-country national workers in the context of the provision of services within the European Union continues to be a complex legal field, marked by the coexistence of immigration obligations arising from European rules and national systems. In this context, the judgment of the Court of Justice of the European Union in case C–540/22 SN provides decisive clarification regarding the limits and scope of the freedom to provide services within the Schengen Area, with a specific focus on the labour mobility of third-country nationals.

The core of the Court’s analysis focuses on determining whether Articles 56 and 57 of the TFEU can generate a derived right of residence for third-country workers temporarily posted to another Member State. The Court’s conclusion is very clear: the freedom to provide services established in Article 56 TFEU does not, in itself, confer an autonomous right of residence on third-country workers.

According to the content of Article 56 TFEU, the freedom to provide services protects the economic activity of the undertaking providing the service, but does not automatically alter the individual legal status of the worker for immigration purposes. Consequently, the fact that a company operates lawfully in another Member State does not imply that its third-country workers are exempt from complying with the immigration requirements established by the national legislation of the host State.

Additionally, the Court addresses a key operational issue for companies’ strategic planning: the duration of the posting.

• In the case of short stays (less than 90 days within a 180-day period), the Schengen Borders Code allows for intra-European mobility without the need to obtain additional residence and work permits;

• Where the stay of third-country workers in the host Member State exceeds this period, Member States may require the obtainment of a residence permit.

The power of Member States to impose additional obligations or require residence and work permits is not absolute, but is subject to the principle of proportionality, which acts as a limit on Member States. Additional immigration procedures adopted by each Member State must not duplicate checks already carried out under other obligations arising from EU legislation on the provision of services, such as posting declarations under the EU Posted Workers Directive.

According to the CJEU, it is essential that Member States ensure that their internal systems are consistent with the logic of cross-border service provision. The procedures established by the competent authorities of the different EU countries must be:

• Efficient

• Predictable

• Adapted to the temporary nature of worker postings

The relevance of the CJEU judgment lies in the balance it establishes.

While it validates the possibility of imposing certain additional requirements, it warns that their application may result in concrete obstacles that, in practice, restrict the freedom to provide services for EU companies. In reality, administrative procedures across different Member States show significant dysfunctions: fragmented competences, lack of coordination between authorities, excessive processing times, and documentary requirements that fail to take into account the specific needs of companies.

From a business perspective, these limitations translate into concrete operational risks:

• Delays in project execution;

• Potential breaches of contractual obligations with clients;

• Difficulties in planning the international mobility of personnel

In this context, the judgment does not expand the residence rights of posted workers, but it does redefine the framework within which Member States may regulate them. For companies, this implies the need to adopt a more strategic approach, combining regulatory compliance with a critical analysis of national administrative practices.

Our support

At Feliu N&I, we understand the challenges companies face when reconciling their operational needs with the various immigration requirements established by Member States, especially in planning the posting of third-country national workers.

We are fully aware that the key to effective management lies in anticipating the requirements of the host country and properly integrating administrative timelines into project planning. In this regard, we continuously support companies in adopting a strategic approach, based on tailored audits that align their business needs with the applicable immigration requirements in each Member State.

Our multidisciplinary team, specialised in corporate immigration, visas and work permits, supports companies at every stage of the worker posting process: prior feasibility analysis, immigration planning, document preparation, application submission, and follow-up until resolution.

We continuously monitor legislative developments and regulatory changes impacting international mobility, both in Spain and across other EU countries. This approach enables us to provide up-to-date and structured advice, facilitating decision-making with full legal certainty.

For detailed information on immigration, labour and tax requirements for posting third-country workers for the provision of services within the European Union, please feel free to contact our teams for any assistance you may need.

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Publication date: January 14, 2026

Effective date: January 21, 2026

The U.S. Department of State has announced the temporary suspension of the issuance of immigrant visas for nationals of certain countries. The measure will enter into force on January 21, 2026, and will have a direct impact on international mobility processes to the United States involving permanent residence.

What does the measure involve?

The decision entails the temporary suspension of the issuance of immigrant visas for nationals of the countries included in the official list published by U.S. authorities.

Scope of the suspension

It is important to consider the following:

• The measure applies exclusively to immigrant visas.
• It does not affect non-immigrant visas such as E-1, E-2, TN, J-1, B1/B2, or other temporary visa categories.
• Immigrant visas already issued will not be revoked.
• Consular interviews may continue to take place; however, visas will not be issued while the suspension remains in effect.

Relevant exception

The suspension does not apply to individuals holding dual nationality who submit their application using a passport from a country not included in the official list of affected nationalities.

Affected nationalities

According to the official list published in English, the measure applies to nationals of the following countries:

Africa
Algeria, Cameroon, Cape Verde, Côte d’Ivoire, Egypt, Eritrea, Ethiopia, Gambia, Ghana, Guinea, Liberia, Libya, Morocco, Nigeria, Republic of the Congo, Democratic Republic of the Congo, Rwanda, Senegal, Sierra Leone, Somalia, Sudan, South Sudan, Tanzania, Togo, Tunisia, Uganda.

Americas
Antigua and Barbuda, Bahamas, Barbados, Belize, Brazil, Colombia, Cuba, Dominica, Grenada, Guatemala, Haiti, Jamaica, Nicaragua, Saint Kitts and Nevis, Saint Lucia, Saint Vincent and the Grenadines, Uruguay.

Asia / Middle East

Afghanistan, Armenia, Azerbaijan, Bangladesh, Bhutan, Myanmar (Burma), Cambodia, Fiji, Georgia, Iran, Iraq, Jordan, Kazakhstan, Kyrgyzstan, Kuwait, Laos, Lebanon, Mongolia, Nepal, Pakistan, Syria, Thailand, Uzbekistan, Yemen.

Europe
Albania, Belarus, Bosnia and Herzegovina, Kosovo, North Macedonia, Moldova, Montenegro, Russia.

Impact on international mobility planning

This measure may cause delays and uncertainty in U.S. permanent residence processes, particularly for companies and families in advanced stages of migration planning.

Although consular interviews may proceed, the suspension of visa issuance makes it essential to assess each case individually, review expected timelines, and consider alternative options, especially within corporate mobility structures and strategic international talent planning.

How can Feliu N&I support you?

At Feliu N&I, we have extensive experience in international mobility and work closely with our network of collaborators in the United States to provide comprehensive and up-to-date advice.

We can assist you in:

• Assessing the specific impact of the measure on ongoing processes.
• Evaluating viable immigration alternatives (non-immigrant visa options or other strategies).
• Adjusting relocation timelines and corporate planning.
• Designing preventive strategies to minimize risk and uncertainty.

Our objective is to support companies and professionals in making informed decisions, ensuring legal certainty and effective planning in an evolving regulatory environment.

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The Swedish Government has announced a reform of the requirements for obtaining Swedish citizenship, as part of a broader strategy to tighten its migration policy. This proposal introduces substantial changes that will affect thousands of foreign residents and, in particular, those planning international mobility to this Nordic country.

Increase in the Minimum Residence Period: From 5 to 8 Years

Until now, one of the main requirements for applying for Swedish citizenship was having resided continuously in the country for at least five years, with exceptions for Nordic citizens, spouses of Swedish nationals, and other specific cases, where the period could be reduced. The new proposal raises this general period to eight years, representing a significant tightening and a greater challenge for those wishing to fully integrate into Swedish society.

Conduct and Criminal Record Requirements: Greater Severity

Current legislation already requires applicants to have led a “respectable” life in Sweden, which includes, among other aspects, having no outstanding debts (for example, with the Swedish Tax Agency) and not having committed serious crimes. In the event of a criminal conviction, applicants must wait a certain period after serving their sentence before being able to apply for citizenship. At present, the maximum waiting period is 10 years for those sentenced to six or more years of imprisonment. The reform proposes extending this maximum period to 17 years, thus increasing the consequences of criminal records in the naturalization process.

In the words of Ludvig Aspling, migration policy spokesperson for the Sweden Democrats, the aim is to introduce “stricter requirements for a careful and honest lifestyle,” although the specific criteria that will give effect to this principle have not yet been detailed. It is expected that the criteria and procedures for assessing applicants’ conduct will be clarified in the coming months.

New Economic and Integration Requirements

The proposal also introduces additional requirements that have not previously been part of the Swedish citizenship process:

• Proof of financial means: Applicants will be required to demonstrate a monthly income of at least SEK 20,000 (approximately EUR 1,900) and that they have not relied on social assistance for more than six months during the three years prior to the application. This requirement seeks to ensure the economic self-sufficiency of new citizens and to avoid dependency on social services.
• Citizenship test: Applicants will be required to pass an examination assessing both their knowledge of Swedish society and culture and their proficiency in the Swedish language. Similar tests already exist in other European countries, such as Spain, and aim to ensure the effective integration of new citizens into the country’s social and civic life.

Retroactive Application and Entry into Force: A Key Aspect

One of the most controversial elements of the reform is its retroactive application. According to Minister Johan Forsell, the new requirements would apply not only to applications submitted from 6 June 2026 (the planned date of entry into force, coinciding with Sweden’s National Day), but also to all applications that, although submitted before that date, have not yet been decided at the time the new legislation enters into force.

This aspect is particularly relevant considering that, at present, 75% of residence applications resolved over the past 12 months have taken an average of 37 months (more than three years) to be processed. Therefore, many individuals who have already started the process may be affected by the new and stricter requirements, creating significant uncertainty and concern among applicants and their families.

Context: Comprehensive Reform of the Swedish Migration System

The tightening of citizenship requirements forms part of a broader reform of the Swedish migration system. In parallel, the Government has proposed a new law on the revocation of permanent residence permits, scheduled to enter into force on 1 January 2027.

Implications for International Mobility and Migration Planning

The introduction of these new requirements represents a paradigm shift for those wishing to settle in Sweden, particularly professionals and families planning international mobility. The increased demands in terms of length of residence, financial solvency, cultural integration, and absence of criminal records require more careful planning and close monitoring of administrative procedures.

In this context, specialized advice and anticipation of potential regulatory changes become key elements in ensuring the success of mobility and naturalization processes. The uncertainty generated by the retroactive application of the reform and the lengthy processing times make it essential to have up-to-date information and professional support at every stage of the process.

Our Commitment: Comprehensive and Up-to-Date Advice

At Feliu N&I, we are fully aware of the importance of these changes and their impact on individuals and organizations. For this reason, we work closely with experts and partners in Sweden, ready to provide tailored advice and support in all processes related to residence and citizenship, in line with the latest regulatory developments.

If you are considering starting an international mobility process to Sweden, or if you have already submitted a citizenship application and have questions about how these changes may affect you, we encourage you to contact our team. We will help you assess your situation, plan the best strategy, and successfully address the new challenges posed by the Swedish migration reform.

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The Council of Ministers has recently approved a set of measures introducing significant changes to the Social Security contribution system and the financing of the public pension system. These measures will enter into force progressively as from 1 January. The reforms aim to strengthen the financial sustainability of the system in a context marked by demographic ageing, increased life expectancy and the need to ensure intergenerational balance.

Among the main new features are the increase in the maximum contribution bases, as well as the rise in the solidarity contribution applied to salaries exceeding those bases. In addition, the Intergenerational Equity Mechanism (IEM) is applied, involving an additional contribution specifically intended to reinforce pension system revenues. Taken together, these measures imply a progressive increase in contribution burdens for both companies and certain workers.

From a business perspective, the new regulatory framework has a direct impact on labour cost structures, particularly in organisations with highly qualified workforces, high remuneration levels or complex compensation systems. The increase in social security contributions requires a review of budget planning, remuneration policies and, in some cases, supplementary social security or pension schemes, in order to maintain a balance between competitiveness, regulatory compliance and economic sustainability.

As regards workers, especially those with high contribution bases, these changes entail a greater contribution to the system, with immediate effects on net remuneration and long-term implications for the calculation of future benefits. In this respect, it is particularly important to understand how these measures are integrated into an individual’s contribution career and what their real impact is in terms of social protection and future entitlements.

At Feliu Negocis, we have a specialised labour department, ready to advise both companies and workers on adapting to these regulatory changes, analysing their impact and ensuring full compliance with Social Security obligations. Contact us and we will help you navigate all these changes.

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Order 1457/2025, published in the Official State Gazette on 23 December, regulates the collective management of recruitment at origin for the year 2026. It allows Spanish companies to hire foreign workers in their countries of origin to meet specific labour needs, especially in seasonal activities. Its aim is to adapt the system to the current social and economic reality, strengthen the protection of labour rights, provide legal certainty, and simplify administrative procedures. The regulation is fully integrated into the Immigration Regulation in force since May 2025, permanently incorporating criteria that were previously renewed on an annual basis.

The Ministry of Inclusion, Social Security and Migration will establish an annual forecast of recruitment, determining occupations and the number of positions, and including job-search visas aimed at descendants of Spaniards or specific sectors. Job offers are classified into stable migration and circular migration. Stable migration is intended for workers who will reside and work continuously in Spain, while circular migration allows work for up to nine months per year for a maximum of four years through permanent seasonal (fixed-discontinuous) contracts, which may be ordinary (a single employer), unified (several employers), or concatenated (workers move between different jobs and regions).

Job offers must specify details such as the type of contract, salary, place of work, duration, and other working conditions, and must also provide a translation of the conditions when the language of the country of origin is not Spanish.

Collective management may be requested by companies or business associations, especially in seasonal sectors such as agriculture. Applications may be submitted electronically.

The order strengthens guarantees for foreign workers, ensuring equal treatment with Spanish workers, clear information on their rights and obligations, employer responsibility for travel costs, compliance with health regulations, and, where applicable, adequate accommodation. In circular migration, there is an obligation to return to the country of origin at the end of the activity, and this return must be accredited within one month of completion, under consular supervision. The administration may verify compliance with requirements and conditions, and sanctions and exclusion from future projects are предусмотрed in cases of non-compliance.

The regulation aligns with the principles of the Global Compact for Safe, Orderly and Regular Migration, promoting international cooperation and regional programmes with support from the European Union.

In circular migration programmes, the conditions of entry are regulated, as well as the employer’s mandatory call-back of workers and the communication of such call-back to the competent authorities, the duration of the work activity (up to a maximum of nine months per year), the mandatory registration of workers with the Social Security system, the compulsory return to the country of origin at the end of the employment activity, and the administrative verification of compliance with requirements.

The regulation also covers exceptional extensions of seasonal activities (which may be extended in exceptional situations), the renewal of circular migration authorisations (which may be renewed for a further four years, provided certain requirements are met), the possibility of modifying these authorisations into ordinary residence and work permits under the General Regime, and the possibility of changing employer or geographical scope under certain conditions.

With regard to stable migration, a procedure is established for non-temporary activities, in accordance with Articles 73 and 74 of the Regulation of Organic Law 4/2000. Initial authorisations will have a duration of one year and will be renewable. Autonomous Communities with delegated powers in collective management may propose specific occupations in collaboration with trade union and business organisations, and for certain occupations included in the annex, proof of the national employment situation is waived, although Article 116.1 of the Regulation of Organic Law 4/2000 must still be complied with.

The order also regulates nominative job offers, that is, offers in which specific workers are selected for a particular job.

Nominative offers may be requested in the following cases: when they involve companies within the same corporate group; when they concern former temporary workers (workers who previously held an authorisation and have returned to their country); or when the offers are addressed to workers from countries without migration flow agreements with Spain.

These offers must be previously published with the Public Employment Service and may require additional documentation depending on the case. Applications are submitted electronically, subject to payment of fees and within the established deadlines.

To optimise management, unified or concatenated management is предусмотрed, especially through business groupings. In the case of concatenated management, a detailed plan is required including the participating companies and locations, dates and duration, description of activities, working conditions, accommodation and subsistence plans for workers, financing of travel between activities and return to the country of origin, and finally, the health and occupational welfare measures envisaged. Employers must bear the costs of travel and health insurance, with the possibility of an agreed cost-sharing arrangement.

Regarding visas, clear deadlines are established for applications (which must be submitted within one month of the authorisation being granted) and for visa issuance (approval within five working days, or up to fifteen in the case of a large number of applications). Grouped applications for collective recruitment are permitted, and registration with the Social Security system is mandatory for the validity of the authorisation.

Finally, monitoring and evaluation mechanisms are created through periodic reports. The Directorate-General for Migration Management will report quarterly to the Tripartite Labour Commission on applications and approvals. The Commission will analyse the implementation of the order on a quarterly basis, and periodic reports will be prepared every six months to assess management, as well as provincial migration flow commissions to oversee the correct application of the order and the protection of labour rights.

The order will enter into force on 1 January 2026 and will remain in force until 31 December 2026. It does not entail any increase in public expenditure.

In conclusion, this order represents a profound update and adaptation to Royal Decree 1155/2024 of 19 November (the new Regulation of Organic Law 4/2000), which entered into force on 20 May 2025, and it guarantees the protection of labour rights, provides legal certainty, and simplifies administrative procedures.

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Germany has announced an important update to the salary thresholds required for the EU Blue Card, the residence and work permit designed for highly qualified professionals from non-EU countries. These new thresholds will apply from 1 January 2026 and will affect both the standard EU Blue Card category and the reduced-threshold category for shortage occupations.

The EU Blue Card remains one of the most relevant tools for attracting highly skilled international talent, particularly in European labour markets facing structural shortages of qualified professionals. As one of the countries that issues the largest number of Blue Cards within the European Union, Germany periodically reviews and adjusts its salary requirements to ensure alignment with national labour conditions and with the country’s economic environment. This process seeks to maintain fair remuneration standards for incoming talent while supporting the needs of sectors with significant labour gaps.

According to the latest update, the minimum annual salary for the regular EU Blue Card will increase to EUR 50,700 as of 1 January 2026. This threshold applies to most highly qualified occupations that are not classified as shortage professions. In practical terms, any employer in Germany wishing to hire a non-EU professional under the standard EU Blue Card route must offer at least this salary level in order for the application to be eligible.

At the same time, Germany maintains a reduced threshold for certain shortage occupations, commonly referred to as the Small Blue Card category. This applies to fields experiencing particularly high demand for qualified professionals, including information technology, engineering, natural sciences, and healthcare. For these occupations, the updated minimum annual salary requirement from 1 January 2026 will be EUR 45,934.20. The reduced threshold exists precisely to facilitate the recruitment of international talent in areas where the domestic supply of workers is insufficient to meet the needs of the labour market.

This dual-threshold system allows Germany to strike a balance between maintaining competitive and fair salary standards for international professionals and addressing critical labour shortages in essential sectors. It also helps ensure that Germany continues to attract qualified workers while preserving alignment with national wage structures.

The implementation of these new thresholds has direct implications for companies currently employing EU Blue Card holders as well as for those planning to hire international talent in 2026. Employers must carefully review the remuneration packages they offer to ensure they meet the updated minimum salary requirements. Failure to comply may lead to delays in processing, requests to amend employment contracts, or potential rejection of the application by the authorities. For this reason, companies are strongly encouraged to assess their offers in advance of the new thresholds taking effect.

This regulatory update also presents an opportunity for organisations to review their internal procedures relating to international recruitment and mobility. Maintaining compliance with evolving immigration requirements is essential not only to avoid administrative complications but also to ensure competitiveness in attracting highly skilled talent. For sectors such as technology, engineering, and healthcare—where competition for talent is global—being prepared for regulatory changes is crucial.

At Feliu N&I, we have extensive experience in international mobility, corporate immigration, tax compliance, and advisory services for multinational companies. We support both organisations and professionals in adapting to the new German EU Blue Card requirements and in managing all phases of international hiring processes.

Whether your organisation needs to assess the impact of these updates, implement internal adjustments, or begin new international recruitment procedures in accordance with the 2026 requirements, Feliu N&I is ready to provide tailored, expert support.

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In recent years, remote work has profoundly transformed the way professionals approach their working lives. This structural shift has given rise to a global phenomenon: digital nomads, individuals who leverage new technologies to perform their jobs from anywhere in the world. Following the well-established success of destinations such as Bali or Thailand, Vietnam is now emerging as a solid, attractive, and sustainable alternative for those seeking a safe, affordable, and culturally enriching environment from which to work.

A more flexible legal and migration framework for expatriates

Until recently, obtaining visas was one of the main obstacles for those wishing to work remotely from Vietnam. However, the country has made significant progress in updating its immigration legislation. Today, there are several visa options tailored to different profiles, including short-stay 90-day visas, business visas, and temporary residence permits for expatriates.

These measures demonstrate the Vietnamese Government’s commitment to attracting international talent and promoting professional mobility, an essential step toward consolidating Vietnam as a leading destination in the region.

A high standard of living at a reduced cost

One of Vietnam’s most appealing features is its excellent value for money. Foreign professionals can live comfortably in major cities on an approximate monthly budget of between €800 and €1,200, including accommodation, transportation, food, and leisure.

Local cuisine is a core element of everyday life. Eating at street stalls or small traditional restaurants allows residents to enjoy fresh, authentic dishes for less than two euros. In addition, wellness services such as massages, spa treatments, and personal care are highly affordable, making it easier to maintain a healthy work–life balance and overall physical and mental well-being.

Culture, hospitality, and incomparable landscapes

Living in Vietnam means constant immersion in a rich and diverse culture. The blend of ancient traditions, urban modernity, and genuine hospitality creates a truly unique atmosphere. The vibrant flow of motorbike traffic, colorful local markets, and the ever-present smiles of the Vietnamese people are part of the country’s daily charm.

Vietnam also offers extraordinary geographical diversity: from the northern mountains (Sapa, Ha Giang) and the rice fields of Ninh Binh, to the central beaches (Hue, Da Nang, Hoi An) and the dynamic south (Ho Chi Minh City and the Mekong Delta). Opportunities for outdoor activities are virtually endless.

Ready to start your digital nomad experience in Vietnam?

At Expat Feliu, we specialize in comprehensive advisory services for international professionals and digital nomads. We support you at every stage of the process, from visa and residence permit management to international taxation, health coverage, and relocation services in your new destination.

If you are considering taking the step to settle in Vietnam, or any other country, our team of experts will guide you to do so safely, legally, and efficiently.

📩 Contact us and discover how we can help you live and work abroad with complete peace of mind.

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As of November 2025, the European Union has applied more restrictive criteria for granting multiple-entry Schengen visas to Russian citizens who reside in the Russian Federation and submit their applications from there. This is not a general ban, but it does represent a significant limitation affecting certain profiles and situations.

What has the European Commission decided and why is it relevant?

On 6 November 2025, the European Commission—the executive body of the European Union responsible for implementing EU legislation and common policies, currently chaired by Ursula von der Leyen—adopted a decision introducing stricter rules for the issuance of multiple-entry Schengen visas to Russian citizens.

This decision specifically affects Russian nationals who reside in the Russian Federation and apply for a visa from within the country.

What is a multiple-entry Schengen visa?

A multiple-entry Schengen visa allows the holder to enter and exit the Schengen Area several times during its period of validity, provided that the maximum stay of 90 days within any 180-day period is respected.

This type of visa is commonly issued to individuals who travel frequently for professional, family, or personal reasons.

Which types of visas are affected by this decision?

The measure applies to short-stay Schengen visas, both for tourism and business purposes, when requested as multiple-entry visas.

It is not a general suspension of visas nor a ban on entry into the Schengen Area, but rather a specific limitation on the granting of visas that allow multiple entries.

What is the reason for tightening these rules?

The European Commission considers that developments arising from the conflict between Russia and Ukraine have altered the security risk profile associated with certain visa applications submitted by Russian nationals.

For this reason, Member States are required to apply stricter criteria and a higher level of scrutiny in order to mitigate potential risks to the public and internal security of the European Union.

Who does this decision apply to exactly?

The decision applies exclusively to applications submitted by:

• Russian nationals
• Who reside in the Russian Federation
• Who apply at Schengen State consulates located in Russia
• Who request a short-stay Schengen visa

What if I am a Russian citizen but reside outside Russia and apply from another country?

In this case, the decision does not apply.

The new rules apply solely to applications submitted by Russian citizens residing in the Russian Federation and applying from within the country. Russian nationals who legally reside in another country and apply for a Schengen visa at a consulate outside Russia will continue to be subject to the general rules of the Schengen Visa Code, without prejudice to the individual assessment carried out by the consular authority in each case.

Which countries apply these new rules?

The new rules apply in the following States:

• Belgium, Bulgaria, Croatia, Czech Republic, Germany, Estonia, Greece, Spain, France, Italy, Cyprus, Latvia, Lithuania, Luxembourg, Hungary, Malta, the Netherlands, Austria, Poland, Portugal, Romania, Slovenia, Slovakia, Finland, and Sweden.

They also apply in Norway, Iceland, Switzerland, and Liechtenstein.

Does this mean that multiple-entry visas are no longer granted to Russian citizens?

No. The decision does not completely eliminate the possibility of obtaining a multiple-entry visa, but it limits their issuance to specific profiles considered to be lower risk.

In practice, this means that:

• Fewer multiple-entry visas will be granted
• Single-entry visas or visas with shorter validity periods will be prioritised
• Each application will be subject to more stringent scrutiny

Who is exempt from this restriction?

The decision establishes two main categories of exemptions.

1. Who qualifies as close family members?

Close family members of EU citizens or of Russian citizens legally residing in a Member State may be eligible for a multiple-entry Schengen visa. Close family members are considered to be:

• Spouses or registered partners
• Children under the age of 21, whether their own or those of the spouse or partner
• Parents

In these cases, the visa may be granted for up to one year, provided that the applicant has obtained and lawfully used three visas within the previous two years.

2. Which transport workers are included?

Transport workers applying for a visa in the course of their professional activity are also exempt, including:

• Seafarers
• Truck drivers
• Bus drivers
• Railway crew members

For this group, the visa may be granted for up to nine months, provided that the applicant has obtained and lawfully used two visas within the previous two years.

Can multiple-entry visas be granted in other cases?

Yes, on an exceptional basis. Member States retain the discretion to grant multiple-entry visas where the applicant can:

• Justify the need for frequent travel
• Demonstrate reliability and integrity
• Prove that they do not pose a risk to public or internal security

Each application will be assessed on a case-by-case basis.

What does it mean that the visa validity cannot exceed the passport’s validity?

If the applicant’s passport expires earlier, the multiple-entry visa must expire at the latest three months before the passport’s expiry date.

This means that even if all requirements are met, the validity of the visa will always be limited by the validity of the travel document.

Does this decision affect visas that have already been issued?

No. This decision applies only to new visa applications and does not affect multiple-entry visas that have already been issued and are currently valid, unless individual circumstances justify their withdrawal in accordance with the general rules.

Does this decision affect citizens of other countries residing in Russia?

No. The new rules do not apply to nationals of other visa-required countries who reside in the Russian Federation, provided that they do not also hold Russian nationality.

How can Feliu N&I help in this new scenario?

At Feliu N&I, we continuously monitor European regulations and their practical impact on the international mobility of professionals, companies, and families.

We assist our clients in analysing their specific situation, identifying potential exemptions, and preparing visa applications in compliance with current regulations, with the aim of reducing risks and providing legal certainty in an increasingly demanding regulatory environment.

You can read the European Commission’s decision here:
https://home-affairs.ec.europa.eu/document/download/409a8179-9885-49f8-ab40-9c1a07b1f581_en

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