Latest IND Modifications To The Recognized Sponsors

If you are a non-EU professional living in the Netherlands — or if you are considering moving here — you may have heard of the term “recognized sponsor.” It’s a magic status that enables Dutch companies to recruit foreign labor through the Highly Skilled Migrant (kennismigrant) program. And possibly, the reason why you’re here.

However, there is important news here. Far from just “amin stuff,’ the Dutch Immigration and Naturalization Service has made significant changes to the Public Register for being an IND recognized sponsor. These changes are not limited to minor administrative adjustments. So, what exactly has happened? Let us explain what is going on — and how it impacts non-EU expats like you.

What Is a Recognized Sponsor?

An IND recognized sponsor is a trusted employer that has the approval to hire or host non-EU workers, students, or researchers. This sponsorship provides several advantages — it can expedite visa applications, streamlin paperwork, and generally make the hiring process easier. It is one of the reasons the Netherlands has been so appealing to global talent.

If you are a highly skilled migrant, chances are that your residence permit is linked to your employer’s status as a sponsor. Also, if you are applying for a job in the Netherlands, you need to check that your future employer’s name appears on the IND’s Public Register of recognized Sponsors, because if not, you won’t be able to get your permit through them.

Changes of September 2025

On 10 September 2025, the IND made changes to its public register that will affect how companies retain and renew their IND recognized sponsor status. The significant change is related to inactivity. Until now, when a company was granted recognition, that status could be dormant for years without any active recruitment from outside the Netherlands. However, this is no longer the case. The new rules state that if a company does not apply its sponsor status for three consecutive years, the IND can revoke it – A “use it or lose it” type thing.

This move may seem slight, but for small businesses that occasionally hire internationally, it is disruptive. If they have not brought in someone within a few years, they may find their right to recruit has been cut off.

Finance checks are also becoming more stringent. When companies seek recognized sponsor status, they will be subject to an examination of their finances and tax compliance. Young firms (less than 18 months old) will be required to provide a comprehensive business plan demonstrating their viability. In effect, the IND is now looking for companies financially stable enough to hire people.

The IND will increase monitoring of the reliability of employers. This includes whether firms have ever breached the Aliens Act, been penalized for underpayment, or failed to notify changes in terms of employees (like a resignation). Repeated problems can now lead to a temporary suspension or withdrawal of sponsor status — a significant shift away from the more lenient past.

Also, the “market conformity” salary test has been introduced. To date, the IND has primarily verified that the expat’s salary meets the legal minimum wage for highly skilled migrants. But, even if you earn more than that minimum, your salary might still be questioned if it’s not connected to what’s considered “normal” for your type of job in the market. So, if you’re an overseas software engineer earning €4,800 monthly, but the IND believes that is below market average, it could raise a red flag — even if it meets the salary criteria.

Reasons Behind the IND Changes

Trust in the system has been eroded in recent years, with things like fake job offers or underpayment of foreign workers, damaging the system’s trustworthiness.

By raising the bar, the IND is ensuring that only firms that are reliable, have sound finances, and are compliant with the law will be allowed to recruit from abroad. In a way, it is a move from a “trust-based” system to a “control-based” one.

It is also part of a larger trend in Europe. The majority of countries are tightening their work visa systems to prevent abuse and ensure that both local and foreign workers are treated fairly. The Netherlands, known for its efficiency and openness, is closing a few loopholes and improving oversight.

Impacts on Expats Already Here

For you, aily life will probably not change immediately. As long as your employer maintains their status as a recognized sponsor, your residence permit remains valid. However, the situation could change if your employer loses recognition or fails compliance checks, or hasn’t sponsored anyone in years. Your residence permit might become invalid as it’s linked to their recognition.

In such a scenario, you’d get a brief grace period a few months) to secure a position with a recognized sponsor. Easier said than done, particularly if your expertise is niche or your existing role is highly specialized. It is important to stay updated on your employer’s status. You can check using the IND’s public register, which is searchable by company name and updated regularly.

Ensure that your salary remains within the IND’s required limit for your age and position. The minimums are increased every year at least (sometimes twice), so it’s wise to confirm that your contract and pay are both compliant.

What If Your (Potential) Employer Is Not a recognized Sponsor?

That is a dilemma faced by many. You have that perfect job offer—then you learn that your future employer is not on the IND sponsor listas a sponsor. Such a situation is a deal-breaker — recognition and appearing on the IND sponsor list is the only way for the sponsor to apply for your work and residence permit. The employer may apply for recognition; however, the process can take several months. Furthermore, if the company is small and new, or lacks a long financial track record, its application may be rejected under stricter rules.

If the company is unrecognized and does not intend to be one, there are still a few potential options, but each will come with a caveat. One route is to utilize an Employer of Record (EOR) or payroll provider that already has sponsor status. In this arrangement, the EOR will, in a legal sense, be your employer in the Netherlands, while you will be performing work for the original company.

However, the Dutch government has recently begun cracking down on setups that appear to be attempting to circumvent immigration intent, so this method should only be used when it actually represents a genuine employment relationship. In essence, if you plan to relocate to the Netherlands, always check your employer’s sponsor status before signing the contract.

The Companies Still Leading

Many employers in the Netherlands that continue to be on the IND sponsor list are open to recruiting international talent. Global companies, such as Dutch brands Philips, ASML, Booking.com, and Deloitte, continue to sponsor highly skilled migrants. In addition, major universities and research institutions, such as TU Delft, and the University of Amsterdam, are recognized, continuing to invite international researchers and PhD candidates.

If your goal is to find a job, it is safest to concentrate on employers already recognized sponsors. That means the company is familiar with the paperwork, knows IND requirements, and has an HR team ready to assist you through the process without hiccups.

What To Do Next

Regardless of whether you are already in the Netherlands or about to move here soon, the key takeaway is awareness. It is not that the policy changes make the Netherlands less attractive to expats — just the opposite. But it does mean that the system is becoming more structured. If you are already working here, it only takes a moment to verify your company’s sponsor status on the IND’s register. Ensure to keep a record of your employment contract and payslips, and verify your salary complies with the law.

If looking for a job, target your applications to those already IND recognized sponsors. This will make the visa procedure quicker and less stressful. Moreover, if a smaller company wants to take you on but isn’t yet recognized, suggest to them that they initiate the application process early —the process now requires more documentation than before.

Looking Ahead: What’s Next for the Recognized Sponsor System

The September 2025 update is part of a longer-term reform trend that is likely to continue. The Dutch government has indicated that it might soon announce an increase in the minimum salary levels, a reduction of the “inactive” period from three years to two, and a tightening of procedures through which the companies paying their international staff comply.

Whenever you are applying for a visa renewal, changing jobs, or planning your move to the Netherlands, check the facts, confirm your employer’s status, and stay one step ahead of the paperwork.