Work Visa Minimum Salary Requirements by Country 2026
ALBANIA Last revised: December 24, 2025. Minimum wage adjustment: As of January 2026, the gross monthly national minimum wage will rise to ALL 50,000, a notable increase from the previous ALL 40,000. Market rate requirement: Remuneration for foreign nationals must reflect the standard market salary for the specific position and the proposed wage bracket. Scope of application: These new rules apply universally—to all existing permit holders, as well as fresh submissions, applications currently under review, and renewal requests. Treatment of benefits and allowances: Additional benefits and allowances can be counted toward the minimum salary calculation only if they are expressly stated in the employment contract, are guaranteed and non-discretionary, and are provided in monetary form (not in kind). Currency adherence: Regardless of where payroll is administered or how exchange rates vary, employers are obligated to ensure that the salary consistently satisfies the ALL-denominated threshold.
AUSTRIA Revised: January 5, 2026 The following updated salary thresholds took effect on January 1, 2026. Work permit minimum salaries Red-White-Red Card (key employees): €3,465 gross/month (previously €3,225), unless the applicable collective bargaining agreement (CBA) stipulates a higher amount. EU Blue Card: €55,678 gross/year, unless a relevant CBA sets a higher figure. Super key employees and LSD‑BG (Wage and Social Dumping Combating Act) exemptions: €8,316 gross/month for both categories, increased from €7,740. Work-authorisation‑exempt status Executives of international companies and internationally recognised researchers now qualify for exemption from the separate work permit at a minimum of €8,316 gross/month (up from €7,740). These salaries are calculated across 14 annual payments (12 monthly installments plus two special payments). While these individuals still require a residence permit, they do not need an additional work permit. Collective bargaining agreement applicability For the following permit types, minimum salaries are governed by the relevant CBA rather than the statutory figures above: Short‑Term Work Permit Short‑Term Secondment Permit EU Intra‑Company Transferee (ICT) Permit Red‑White‑Red Card for shortage occupations Red‑White‑Red Card for graduates of Austrian universities Under CBAs, benefits and allowances are generally excluded from the minimum salary calculation. Other key points Existing Red‑White‑Red Card holders: Employers are not obliged to raise salaries solely to meet the new statutory thresholds, but they must implement any salary adjustments required by the applicable collective bargaining agreement. Payment structure: Salaries must be disbursed in 14 instalments per year. Financial capacity requirements (net amounts after deductions): Single applicants: at least €1,308.39 net/month. Married couples: €2,064.12 net/month. Each dependent child: an additional €201.88 net/month. Rent payments are deducted when assessing whether these net thresholds are met. Posted worker notifications: Employees posted by an employer based in the EU/EEA/Switzerland are exempt from posting‑notification requirements (and certain record‑keeping obligations) if their gross monthly salary is at least €8,316—both before and throughout the posting—up from the previous €7,740. Currency guarantee: Employers must ensure that the salary is paid in EUR, regardless of where payroll is processed or how exchange rates fluctuate.
AUSTRALIA Revised: July 9, 2026 (Effective from July 1, 2026) The Department of Home Affairs has announced the following updated income thresholds for nomination applications lodged on or after July 1, 2026: Core Skills Income Threshold: AUD 79,423 (increased from AUD 76,515). Specialist Skills Income Threshold: AUD 146,576 (increased from AUD 141,210). Temporary Skilled Migration Income Threshold (TSMIT): Applies to regional sponsored visa programs (subclasses 494 and 187) and rises to AUD 79,423 (up from AUD 76,515). Sponsor obligations Employers must continue to guarantee that sponsored employees are paid at least the applicable income threshold alongside the prevailing annual market salary rate for their nominated occupation. Where guaranteed annual earnings fall below AUD 250,000, employers are additionally required to demonstrate that sponsored workers receive terms and conditions that are no less favourable than those provided to an equivalent Australian worker performing the same role in the same location. General wage and award updates From July 1, 2026, the following changes also take effect: The Fair Work High Income Threshold rises to AUD 190,100 (previously AUD 183,100). The National Minimum Wage increases to AUD 1,004.90 per week or AUD 26.44 per hour (up from AUD 948.10 per week or AUD 24.95 per hour), effective from the first full pay period commencing on or after July 1, 2026. Minimum award wages will increase by 4.75%. Relevance for visa exemptions The updated Fair Work High Income Threshold remains a key factor for certain employer-sponsored visa exemptions, particularly age-related concessions available under the Employer Nomination Scheme (subclass 186) and the Skilled Employer Sponsored Regional (Provisional) (subclass 494) programs.
AZERBAIJAN Revised: January 7, 2025 (Effective from January 1, 2025) The national minimum wage has been raised to AZN 400 gross per month, compared to the previous AZN 345. Scope of application This adjustment applies to all foreign nationals whose remuneration must meet or exceed the minimum wage. However, there is no separate statutory minimum salary specifically for work permit holders, provided that the salary remains above the general minimum wage level. Compliance requirement Whenever the threshold changes, salaries for both existing work permit holders and new applications must be updated to reflect the new minimum. Retroactive adjustments are not required, but ongoing compliance is mandatory from the effective date. Exclusion of benefits and allowances Additional benefits, allowances, or in‑kind payments may not be counted toward meeting the minimum salary requirement—only base monetary wages are considered.
BANGLADESH Revised: 11/07/2026 Bangladesh applies differentiated minimum salary thresholds based on the foreign national's nationality and job classification. The updated ranges are as follows: Skilled workers: minimum USD 1,200 (or the equivalent in BDT), up from USD 650. Investors and executives: minimum USD 3,000 (or BDT equivalent), up from USD 2,000. These salary floors are mandatory for both the E Visa and Work Permit categories, and all applicants falling under these streams must meet the applicable threshold.
BELARUS Revised: December 3, 2025 (Effective from January 1, 2026) The minimum monthly salary thresholds for Special Work Permit and Temporary Residence Permit applications have been updated as follows: Highly qualified employees: From January 1, 2026, the monthly salary floor rises to BYN 4,290 (set at five times the national minimum wage of BYN 858), up from the previous BYN 3,630. Other foreign nationals: For this category, migration authorities recommend a minimum monthly salary of BYN 2,250, an increase from BYN 2,100. Dependents Applicants supporting family members (including spouses and children) must additionally demonstrate sufficient income to meet a subsistence minimum for each dependent. These amounts are reviewed quarterly and vary based on the dependent's status. Individuals should consult their immigration advisor for the most current figures. Compliance and payroll requirements The revised thresholds are applicable to both new submissions and applications currently under review. Foreign workers must be enrolled on a Belarusian payroll, with salaries paid exclusively in BYN. While the employment contract may reference a foreign currency, the actual payment must be made in BYN at the exchange rate set by the servicing bank on the day of disbursement. Mandatory social security contributions Employers are required to contribute an additional 34% of the monthly salary for compulsory social security insurance. A further ~6% is payable by the employer for accident insurance. Employees contribute 1% of their monthly salary, which is withheld at source. Personal income tax A flat 13% personal income tax is withheld from the employee's salary. In certain circumstances, the payer may qualify for applicable tax deductions. General note This summary reflects general legislative provisions. Specific cases may be subject to different rules under separate or sector‑specific regulations.
BELGIUM Revised: January 7, 2026 Belgium’s three regions have published their respective salary thresholds for foreign work authorizations, with varying effective dates. Flanders (2025 figures remain in effect; 2026 thresholds pending) As of January 1, 2025, the annual gross salary requirements are: Highly Skilled Permit – Executives: €78,259 (up from €74,611) Highly Skilled Permit – General staff: €48,912 (up from €46,632) Highly Skilled Permit – Locally hired young graduates (under 30) or nurses: €39,129.60 (up from €37,305.60) EU Blue Card: €63,586 (up from €60,621) EU ICT Permit – Managers: €78,259 (up from €74,611) EU ICT Permit – Specialists and trainees: €48,912 (up from €46,632) The Flemish authorities have not yet released the 2026 salary updates; further announcements are being monitored. Wallonia (Effective January 1, 2026) – annual gross amounts: Highly Skilled Permit – Executives: €88,790 (up from €86,110) Highly Skilled Permit – General staff: €53,220 (up from €51,613) Highly Skilled Permit – Employees under 30: €42,576 (up from €41,290) EU Blue Card – General: €68,815 (up from €66,738) EU Blue Card – Recent graduates (applied within 3 years of graduation): €55,052 (up from €53,390) EU ICT Permit – Managers: €68,815 (up from €66,738) EU ICT Permit – Specialists: €55,053 (up from €53,390) EU ICT Permit – Trainees: €34,408 (up from €33,370) Since September 1, 2024, Wallonia allows pro‑rated salaries for highly qualified permits (including Highly Skilled, Blue Card, and ICT) based on actual hours worked, enabling part‑time arrangements without jeopardising permit validity. However, the salary must still meet general labour law requirements, including the guaranteed average monthly income. Brussels (2026 thresholds aligned with 2025 levels) – monthly gross amounts: Highly Skilled Permit – Executives: €6,647.20/month (up from €6,445.60) Highly Skilled Permit – General staff: €3,703.44/month (up from €3,591.12) EU Blue Card: €4,748/month (up from €4,604) EU ICT Permit – Managers: €5,460.20/month (up from €5,294.60) EU ICT Permit – Specialists: €4,510.60/month (up from €4,373.80) EU ICT Permit – Trainees: €2,611.40/month (up from €2,532.20) The Brussels‑Capital Region has retained its 2025 salary scales for 2026, with no further adjustments announced at this time. General cross‑regional requirements Currency guarantee: Employers must ensure the salary is paid in EUR, irrespective of where payroll is processed or how exchange rates fluctuate. Compliance effective date: Once the new thresholds take effect in each region, salaries for all affected foreign workers must be raised accordingly to remain compliant. Application scope: The updated salary levels apply to new submissions, renewals, and applications already pending as of the effective date. For pending cases, employers must formally notify the authorities of any salary increases. Applications failing to meet the minimum will be rejected. Benefits and allowances: These are generally excluded from the minimum salary calculation. In exceptional cases, allowances may be counted only if they: (1) constitute remuneration for work performed under the employment agreement; (2) are guaranteed and fixed; (3) are subject to taxation; and (4) are explicitly shown on the employee’s payslip.
BULGARIA Bulgaria will adopt the euro as its official currency as of January 1, 2026. Accordingly, all minimum salary assessments must be calculated and referenced in EUR going forward. As of the same date, the national minimum wage will rise to €620.20 gross per month – compared to the previous BGN 1,077 (approximately €550). Affected permit categories This increase applies to holders of the EU Intra‑Company Transferee Permit, the Combined Permit, and EU nationals. Notably, EU Blue Card applicants are subject to a separate, higher threshold. Compliance scope Whenever the minimum wage changes, salaries for all affected groups must be brought into line with the new level. This applies to: current permit holders, pending applications, and new submissions. Market salary rate In addition to meeting the statutory minimum, foreign nationals must be paid no less than the prevailing salary offered to Bulgarian employees in the same role and under the same conditions. The national minimum wage functions as a baseline – not a ceiling – for overall remuneration. Benefits and allowances Supplementary payments, benefits, or in‑kind allowances may not be counted toward the minimum salary requirement. Only base monetary wages are considered.
CANADA Revised: July 2, 2025 (Effective from June 27, 2025) Immigration authorities have implemented an average wage increase of just over 3% for the Temporary Foreign Worker Program (TFWP), effective June 27, 2025. Impact on LMIA applications These revised thresholds apply to Labour Market Impact Assessment (LMIA) submissions nationwide and serve to redefine how positions are classified between the High‑Wage and Low‑Wage streams. Reclassification of applications Any TFWP application—including renewal requests—that fails to meet the updated High‑Wage threshold will automatically be defaulted to the Low‑Wage stream. This reclassification carries significant implications, as the Low‑Wage stream is subject to more stringent regulatory conditions and employer obligations.
CROATIA Revised: December 19, 2025 (Effective from January 1, 2026) The national minimum wage will rise to EUR 1,050 gross per month as of January 1, 2026, compared to the previous EUR 970. Affected categories and exceptions This increase applies to EU nationals and general Stay and Work Permit applicants. However, separate and generally higher thresholds exist for: Key Personnel and EU Blue Card routes – subject to distinct salary requirements. EU Intra‑Company Transferee (ICT) Permit holders – salaries must be commensurate with those of locally hired staff in comparable roles, reflecting the prevailing market rate. Posted workers – their remuneration must align with the wages of local workers under Croatian law or applicable collective bargaining agreements, whichever is more favourable to the employee than the terms of the employment contract. Compliance obligation Whenever the statutory minimum changes, employers are required to adjust salaries for: current foreign workers, pending applications, and new submissions, to the extent that the applicable threshold applies to their specific permit category. Exclusion of benefits and allowances Additional benefits, allowances, or in‑kind payments cannot be factored into the minimum salary calculation – only base monetary wages are taken into account.
CYPRUS Revised: December 19, 2025 (Effective from January 1, 2026) The national minimum wage will rise to EUR 1,050 gross per month as of January 1, 2026, compared to the previous EUR 970. Affected categories and exceptions This increase applies to EU nationals and general Stay and Work Permit applicants. However, separate and generally higher thresholds exist for: Key Personnel and EU Blue Card routes – subject to distinct salary requirements. EU Intra‑Company Transferee (ICT) Permit holders – salaries must be commensurate with those of locally hired staff in comparable roles, reflecting the prevailing market rate. Posted workers – their remuneration must align with the wages of local workers under Croatian law or applicable collective bargaining agreements, whichever is more favourable to the employee than the terms of the employment contract. Compliance obligation Whenever the statutory minimum changes, employers are required to adjust salaries for: current foreign workers, pending applications, and new submissions, to the extent that the applicable threshold applies to their specific permit category. Exclusion of benefits and allowances Additional benefits, allowances, or in‑kind payments cannot be factored into the minimum salary calculation – only base monetary wages are taken into account.
CZECH REPUBLIC Revised: March 25, 2026 Employee Card & Work Permit/Employee Card Effective January 1, 2026, the monthly salary threshold for the Employee Card and the Work Permit/Employee Card streams rises to CZK 22,400 (up from CZK 20,800). For the Qualified Employee Migration Program, the minimum monthly salary increases to CZK 27,328 (up from CZK 25,376). Dependent sponsorship (general rule) The base subsistence amount for dependent sponsorship remains unchanged at CZK 3,130. When sponsoring family members, applicants must hold 15 times this amount for the first month of the dependent’s stay and twice the amount for each subsequent month. Specific sponsorship and subsistence requirements (unchanged since January 1, 2025, and will remain so through 2026) For a six‑month stay: applicants must demonstrate CZK 78,250 per adult dependent and CZK 39,125 per minor dependent (under 18). For a one‑year stay: the required amounts are CZK 115,810 per adult dependent and CZK 57,905 per minor dependent. Long‑term business visa Applicants must show CZK 156,500 for each month of the visa's validity period. The entire required sum must be deposited in a bank account and evidenced at the time of filing. EU Blue Card A new monthly gross salary threshold for the EU Blue Card takes effect on May 1, 2026, set at CZK 73,833. (For reference, the previous increase, effective May 1, 2025, raised the amount to CZK 69,248.) General formalities and compliance The applicable salary amount must be explicitly stated in the employment contract. Benefits, bonuses, and allowances are not taken into account when calculating the salary threshold. In addition to meeting the salary requirement, applicants sponsoring dependents must also satisfy the separate minimum subsistence amounts outlined above. Whenever thresholds change, the new levels apply universally—to current employees, pending applications, as well as new and renewal submissions.
DENMARK Revised: 11-07-2026(Effective from January 1, 2026) Denmark has updated its minimum annual salary thresholds for work permit schemes, with the following changes taking effect from January 1, 2026: Pay Limit Scheme (including Fast‑Track Scheme cases): DKK 552,000 per year (up from DKK 514,000). Supplementary Pay Limit Scheme: DKK 446,000 per year (up from DKK 415,000). Additional compliance and procedural points Currency requirement: All salary amounts must be stated in DKK within the employment contract. If the contract originally specifies a foreign currency, a supplementary addendum showing the Danish krone equivalent must also be submitted. Initial applications: For foreign nationals applying for a work permit after the new thresholds take effect, the offered salary must meet the updated minimum. Applications falling short of the required amount will be rejected. Pending applications: Applications submitted before the effective date are not affected by these changes – they will be assessed based on the previous thresholds. Renewal applications: The salary level required for a renewal remains fixed at the amount applicable for the year in which the original permit was granted; the new annual updates do not retroactively apply to renewals. Includable components: Benefits, allowances, and non‑cash payments are excluded from the minimum salary calculation. Only the following elements may be counted: basic salary, paid holiday allowance, and contributions to the labour market pension scheme. DISCO code alignment: Both initial and renewal applications must show a salary and a Danish International Standard Classification of Occupations (DISCO) code that match the relevant Danish Income Statistics for the occupation. Danish bank account requirement: For assignments exceeding six months in Denmark, the employee’s full salary must be paid into a Danish bank account. This requirement does not apply to Fast‑Track Scheme cases.
ESTONIA Revised: April 7, 2026 (Effective dates as noted below) National Minimum Wage Effective April 1, 2026, the general minimum wage has been raised to EUR 946 gross per month (up from EUR 886). Residence Permit for Employment & Short‑Term Employment Program – effective March 6, 2026 Top specialists: at least EUR 3,138 per month (up from EUR 2,972), or the average salary paid to other employees in comparable roles within the local company—whichever is higher. Other specialists (experts, advisors, consultants): EUR 2,092 per month (up from EUR 1,981). EU Blue Card – thresholds established on March 6, 2025, and still applicable as of March 2026 Standard track: EUR 3,096 per month (up from EUR 2,748). ‘Sought‑after’ occupations: EUR 2,972 per month (up from EUR 2,272). Additional requirements and practical considerations Dependents: Supplementary subsistence funds must be demonstrated for each accompanying spouse and family member, regardless of age (under or over 18). Transitional compliance: Current permit holders and applications already pending are grandfathered under the previous salary levels. Salaries only need to be updated to the new thresholds when filing a new or renewal application. Excludable components: Benefits, allowances, and in‑kind payments may not be included in the salary threshold calculation—only base monetary salary counts. Currency guarantee: Employers are obligated to ensure that the salary is paid in EUR, irrespective of where payroll is administered or how exchange rates fluctuate.
FINLAND Updated January 7, 2026 Specialist Permits and Blue Cards: Effective January 1, 2026, EUR 3,937 gross per month, up from EUR 3,827. Residence permit for an employed person: As of January 1, 2025, if there is no collective agreement or the work is part-time, the salary must now be at least EUR 1,600 gross per month – up from EUR 1,399. As of January 19, 2023, authorities are using the Finnish Incomes Register to verify that applicants extending permits based on employment or studies are being paid a sufficient income, whereas previously applicants were required to provide copies of pay slips. This is expected to improve the reliability of information authorities use to adjudicate extension applications and will reduce the amount of information they typically require for the application. Other relevant considerations: Benefits and allowances. Benefits and allowances cannot be included in the minimum salary calculation. Safe margin. Applicants paid close to the minimum salary threshold are likely to face clarification requests and/or refusals. Compliance. In case of threshold changes, the new threshold applies to current permit holders, pending and new applications. Uplifts must be completed at least three months before a renewal application is filed as renewal applications require payslips for the three months prior to the application.
FRANCE June 4, 2026 (Effective dates as noted below) Minimum wage Effective June 1, 2026, the national minimum wage has been raised to EUR 1,867.02 gross per month (up from EUR 1,823.03). This rate applies to local hires and intra‑corporate transferees, unless a relevant collective bargaining agreement stipulates a higher amount. Additional benefits or allowances may also be applicable in specific cases. Talent permits Talent – Qualified Employee: As of August 31, 2025, the annual salary threshold is EUR 39,582. This category underwent restructuring on June 13, 2025; previously, different levels applied (EUR 43,243.20 for new graduates and EUR 38,918.88 for employees on assignment). During a transitional period immediately following the restructuring—owing to the absence of a proper implementing decree—the threshold temporarily reverted to a much lower 2016 reference amount of EUR 35,891. Talent – EU Blue Card: From August 31, 2025, the annual requirement is EUR 59,373 (up from EUR 53,836.50). Talent – Medical and Pharmacy: Since June 16, 2025, the annual salary floor is EUR 41,386.48. Talent – Legal Representative (Mandataire Social): Effective June 1, 2026, the annual amount is EUR 67,212.72 (up from EUR 65,629.08). Other permits Job seeker / new business creator (Recherche d'emploi et création d'entreprise): Effective June 1, 2026, the annual salary requirement is EUR 33,606.36 (up from EUR 32,814.54). General cross‑category rules Benefits and allowances: These may be counted toward the salary threshold only if they are fixed in amount, subject to tax and social security contributions, and clearly itemised on the employee's payslip. Compliance: The revised thresholds apply universally—to current permit holders, applications already pending, and new submissions alike.
GEORGIA Revised: May 8, 2026 (Effective date not specified; presumably the increase takes effect immediately or as of the update date) The minimum salary requirement has been raised to GEL 1,416.50 per month (up from GEL 1,301.50). This amount corresponds to five times the national monthly minimum wage. Compliance flexibility There is no restriction on subsequently reducing a foreign worker's salary, as long as the new minimum threshold continues to be met. Inclusion of benefits and allowances Additional benefits and allowances may be counted toward the minimum salary calculation only if they are: expressly stipulated in the employment contract, guaranteed and fixed in amount, and provided in monetary form (not in kind). Holiday allowance is specifically excluded from the calculation.
GERMANY Revised: November 7, 2025 (Effective from January 1, 2026) EU Blue Card – annual gross salary thresholds Non‑shortage occupations: €50,700 (up from €48,300) Shortage occupations: €45,934.20 (up from €43,759.80) Young professionals (graduates within the last three years prior to application): €45,934.20 (up from €43,759.80) Specialists with extensive work experience From January 1, 2026, the annual minimum salary rises to €45,630 (up from €43,470). Skilled Worker Permit / Local Hire Permit (applicants aged 45 and over) The annual salary requirement increases to €55,770 (up from €53,130). Applicants in this age bracket who do not meet this threshold must instead demonstrate sufficient retirement provisions. National minimum wage Effective January 1, 2026, the statutory hourly minimum rises to €13.90 (from €12.82), with a further increase to €14.60 scheduled for January 1, 2027. These adjustments do not affect employment‑based permit holders, who must continue to receive the prevailing market salary rate for their position and qualifications. Other permit types EU Intra‑Company Transferee (ICT) Card and Local Hire Work & Residence Permit: Foreign nationals under these streams must be paid a salary comparable to that of a local worker in an equivalent role. General administrative and compliance points Benefits and allowances: Their treatment is case‑specific; it is advisable to consult an immigration professional for guidance on whether any particular benefit can be considered toward the threshold. Currency and payroll: Employers must guarantee that the salary is paid in EUR. EU Blue Card applicants, in particular, must be enrolled on a local German payroll and receive their salary in euros.
GREECE Revised: [Date of update – April 1, 2026 effective] National minimum wage Effective April 1, 2026, the gross monthly minimum wage has risen to €920 (calculated across 14 annual payments), up from the previous €880. This change is not expected to affect employment‑based permit holders, as their remuneration is primarily governed by the requirement to receive the market salary rate for their specific role. EU Blue Card The minimum annual gross salary threshold for the EU Blue Card is set at €32,000. Additional general rules Benefits and allowances: These are generally excluded from the minimum salary calculation. Currency requirement: Employers are obligated to ensure the salary is paid in EUR, irrespective of where payroll is administered or how exchange rates fluctuate.
HUNGARY Revised: December 19, 2025 (Effective from January 1, 2026) National minimum wage and qualification‑based tiers General minimum wage: HUF 322,800 gross per month. Jobs requiring at least secondary education or a vocational qualification: HUF 373,200 gross per month. Posted workers General posted worker minimum: HUF 322,800 per month. Posted workers in positions requiring at least secondary school education: HUF 373,000 per month. Short‑Term Work Permit General stream: 80% of the national average salary for the occupation (based on the FEOR classification system), subject to a floor of at least HUF 322,800 per month. Positions requiring secondary school education: 80% of the national average (FEOR‑based), subject to a floor of at least HUF 373,200 per month. EU Blue Card The monthly gross threshold rises to HUF 1,001,048 (up from HUF 883,671). However, a reduced threshold applies to specific healthcare roles, set at HUF 800,838 (up from HUF 706,936), for the following occupations: dietitians and nutritionists, general practitioners, midwives, nurses, optometrists, paramedics, pharmacists, and physiotherapists. Audit and compliance risk Recent inspections have seen authorities increasingly request payroll documentation to verify adherence. Failure to meet the applicable minimum salary may result in invalidation of the residence permit. General obligations and considerations Existing employees: Employers must raise the salaries of both EU and non‑EU foreign nationals currently on permits to reflect the new thresholds. New applications: To avoid refusal, all filings must demonstrate that the proposed salary meets the minimum level in force on the date of submission. Exclusion of benefits: Benefits, allowances, and non‑cash payments cannot be factored into the minimum salary calculation. Net pay variability: Take‑home (net) amounts will differ depending on individual circumstances and company policies, such as family allowances and cafeteria benefits. Annual indexation: The thresholds are subject to annual adjustment. The updated levels must be applied immediately to all foreign workers, including current permit holders, as soon as the new amounts take effect.
ICELAND Revised: January 27, 2025 (Effective from February 1, 2025) Iceland has updated its minimum living standard thresholds for residence permit and citizenship applicants. The new monthly pre‑tax income requirements are: Single applicants (aged 18 and over): ISK 247,572 (up from ISK 239,895). Married couples: ISK 396,115 per month (up from ISK 383,832). Transitional rule: The revised amounts apply only to applications submitted on or after February 1, 2025. Any applications already pending as of that date will continue to be assessed under the previous, lower thresholds. All amounts are calculated based on pre‑tax (gross) income.
IRELAND Revised: December 3, 2025 (Effective dates as noted below) National minimum wage Effective January 1, 2026, the statutory hourly minimum wage increases to €14.15 (up from €13.50). Employment permit thresholds – Minimum Annual Remuneration (MAR) The Department of Enterprise, Tourism and Employment (DETE) has published a roadmap for MAR salary thresholds, with the first set of increases taking effect from March 1, 2026. Further phased adjustments are planned through to 2030. General Employment Permit – effective March 1, 2026 General category: €36,605 (up from €34,000) Special category – Healthcare assistants and home carers: €32,691 (up from €30,000) Special category – Horticultural workers and meat processors: €32,691 (up from €30,000) Recent graduates: €34,009 Atypical Working Scheme Permission From March 1, 2026, the threshold rises to €36,605 to align with the General Employment Permit level. Critical Skills Employment Permit – effective March 1, 2026 Applicants with a relevant degree and a role on the Critical Skills Occupations List: €40,904 (up from €38,000) Applicants without a relevant degree and/or a role not on the Critical Skills List: €68,911 (up from €64,000) Recent graduates: €36,848 Intra‑Company Transfer Employment Permit – effective March 1, 2026 Trainee transferees: €36,605 (up from €34,000) All other transferee categories: €49,523 (up from €46,000) Exemptions from the new MAR thresholds Certain roles covered by the public service pay agreement (i.e. employees of specified State bodies) are exempt from the March 2026 increases. Their remuneration will instead follow the pay scales set under that agreement. This exemption also extends to community and voluntary organisations whose pay structures are linked to the public sector pay deal. Student financial requirements – as of June 30, 2025 Non‑visa‑nationals: must demonstrate access to €10,000 for a one‑year course (up from €7,000), or €833 per month for courses lasting six to eight months (up from €585). Visa nationals: must show €10,000 for a one‑year course, plus an additional €10,000 for each subsequent year of study; for courses of six to eight months, the requirement is €833 per month. Other key considerations Currency guarantee: Employers must ensure salaries are paid in EUR, irrespective of payroll location or exchange rate fluctuations. Working week basis: The MAR figures above are based on a 39‑hour working week. For longer working weeks, the salary must be increased proportionally; for shorter weeks, the minimum 39‑hour MAR threshold must still be met. Compliance: Both new applications and renewals must satisfy the updated salary levels; failure to do so will result in refusal. Benefits and allowances: For ICT Permits specifically, the basic salary must first meet the Irish national minimum wage before any benefits or allowances can be considered toward the overall package. Minimum wage exemptions: Workers under 18 are subject to a scaled‑down minimum wage. Additionally, employees of close relatives and those in statutory apprenticeships may, in certain circumstances, be exempt from the minimum wage entitlement.
ISRAEL Revised: January 12, 2026 (Effective dates as noted below) Minimum monthly wage (effective April 1, 2025) The gross monthly minimum salary rises to NIS 6,248 (up from NIS 5,880). This applies to: foreign nationals under the Short‑Term Employment Authorization (SEA) and Short‑Term Expedited Authorization Process (STEP) schemes, asylum seekers, and general B‑1 visa holders. The new threshold applies to current permit holders, new applicants, and pending applications submitted on or after April 1, 2025. Foreign national experts (effective January 1, 2026) The monthly gross minimum salary for foreign national experts – covering B‑1 Expert Work Visas and Hi‑Tech B‑1 Work Visas – has increased to NIS 27,132 (up from NIS 24,758). This requirement applies to: employers of current permit holders, new applicants, and pending applications submitted on or after January 1, 2026. Foreign nationals holding SEA B‑1 or short‑term STEP B‑1 visas valid for up to 90 days are not affected by this expert‑level increase. Other key considerations Benefits and allowances: Allowances may be included in the salary calculation only if they are guaranteed, paid via bank transfer, processed through payroll, and paid monthly for the full duration of the assignment or employment. Currency: Salaries may be paid in any currency, provided they meet the applicable NIS threshold. This applies regardless of where payroll is administered or how exchange rates fluctuate.
KAZAKKHSTAN Revised: August 8, 2024 (current as of April 22, 2025) National minimum wage Effective January 1, 2024, the gross monthly minimum wage rose to KZT 85,000 (up from KZT 70,000). This remains the applicable rate as of the last update. Market salary rate Employers are still required to pay foreign workers the prevailing market salary for the specific position, in addition to meeting the statutory minimum. Compliance scope The updated threshold applies universally to: current permit holders, pending applications, new submissions, and renewal requests. Exclusion of benefits Benefits, allowances, and in‑kind payments may not be included in the minimum salary calculation. Currency Salaries must be paid in KZT. Payment timing Salary payments may commence only after the employment contract has been signed by both parties. However, the employment contract can be finalised only once the work permit has been granted.