Immigration programs
Reviewed program overviews based on government sources. Understand the main requirements, then confirm every detail with the responsible authority.
71 reviewed program overviews
Austria's Red-White-Red Card for Skilled Workers in Shortage Occupations needs 55 of 90 points, with language worth up to 25 — German at B1 alone scores 15, which often decides whether the mark is reached.
Austria's Red-White-Red Card for Very Highly Qualified Workers needs 70 of 100 points, weighted most heavily toward qualifications and age, with language worth only 10. It also has a six-month jobseeker visa.
For managers, specialists or trainees temporarily transferred from a non-EU entity to a related entity in Belgium.
Belgium's single permit merges work authorisation and residence into one document. The decisive point is that competence sits with the Regions, so there is no nationwide set of work-permit conditions.
Canada's Canadian Experience Class: one year of authorized Canadian work in the last three, a language bar that varies by TEER, and no proof of funds — but meeting the conditions only enters the pool.
Croatia's stay and work permit splits three ways on the labour market test: the default needs the test plus the Employment Service's opinion, high-demand professions need only the opinion, and extensions, short seasonal work and the Article 110 categories — including the Blue Card and self-employment with a 51 per cent share — need neither.
Croatia's seasonal work permit covers agriculture, forestry, hospitality and tourism for at most six months a year, after which the worker must leave. Seasonal employment of up to 90 days is exceptionally exempt from the labour market test and the Employment Service's opinion. The route writes accommodation into the legal conditions: at least 14 m² per worker, a maximum of six people per premises, a toilet physically separated from sleeping and living space, and — where the employer arranges it — a cost not exceeding 30 per cent of net salary.
For third-country nationals with eligible seasonal employment in Cyprus who complete the entry, registration, residence and work-permit procedure.
For third-country nationals with general employment in Cyprus applying for entry and temporary work permission of up to three months.
Czechia's Employee Card sets no education or qualification bar and covers all kinds of employment, which often makes it the route for someone whose education does not reach the Blue Card's.
Czechia's EU Blue Card requires at least three years of higher education and a salary of 1.5 times the average gross annual salary — a multiple, not a fixed amount.
Denmark's Pay Limit Scheme turns on a single annual salary figure revised each year, with no occupation list and no education tier, but with separate conditions on employment terms and a Danish bank account.
For people offered a job on Denmark's shortage lists for higher-education or skilled occupations.
For third-country nationals employed in Estonia in work requiring a higher professional qualification.
Estonia's residence permit for employment sets its salary bar as the average salary times a coefficient rather than a fixed amount, requires the employer to obtain an Unemployment Insurance Fund permit first, and adds an Estonian A2 requirement after five years of residence.
Canada's Federal Skilled Trades Program has the lowest language bar of the three federal programs — CLB 5 for speaking and listening, CLB 4 for reading and writing — but still requires proof of funds.
Canada's Federal Skilled Worker Program: one year of skilled work in the last ten, CLB 7 in all four abilities, an ECA for foreign education, and 67 selection-factor points — but meeting these only enters the pool.
For highly qualified workers in Finland meeting the education, contract and salary requirements.
For specialists or managers with an employment contract or binding job offer from an employer operating in Finland.
France's talent — EU Blue Card residence card lets the holder live in France and work there, with the employer needing no work authorisation and exempt from the tax on employing a foreign national. It requires a diploma certifying at least three years of higher education or five years of comparable relevant professional experience — reduced to three years acquired in the seven years before the application for professions set by ministerial order — a work contract of at least six months, and gross annual pay of at least 1.5 times the reference average gross annual salary, that is EUR 59,373.00. The card's length follows the contract: for a contract of at least two years it equals the contract up to four years; for a shorter one, the contract plus three months up to two years.
France's talent — qualified employee residence card runs along three parallel tracks: holders of a French diploma at master's level or above (or a level 1 diploma labelled by the Conférence des grandes écoles), employees of innovative companies, and employees on an intra-group assignment. All three share the same gross annual pay threshold of EUR 39,582; the diploma track additionally needs a work contract of more than three months, and the assignment track at least three months' seniority in the group. The employer needs no work authorisation and is exempt from the tax on employing a foreign national, and the card lasts as long as the work contract, capped at four years.
For people with a higher-education or comparable qualification and a German job offer matching it. There are two salary thresholds, revised annually, and the lower one additionally requires Federal Employment Agency approval.
Two ways into Germany's opportunity card: those already counted as skilled workers need no points, everyone else must reach six on the points table. It is a job-search permit, not a permit for full employment.
For professionals with a qualification recognized or comparable in Germany and an offer of qualified employment.
For third-country nationals entering Greece for dependent employment through the applicable employer invitation or employment procedure.
For third-country nationals with highly skilled employment in Greece who meet professional qualification and applicable employment assessment rules.
The Hungarian Card is issued by the National Directorate-General for Aliens Policing under the single application procedure, for a maximum of three years and extendable by three more. Beyond working under employment or performing actual work as the owner or executive officer of a gainful legal entity, an applicant must also fall into one of four groups: holding a professional qualification listed in the decree of the minister responsible for higher education, being a professional sportsperson or coach, being a performer, or working for a filmmaker or film production company registered under the Act on motion picture. The administrative period is 21 days, and a decision on the merits must be adopted within 70 days of submission.
This is Hungary's guest worker route, open only to third-country nationals designated by government decree: Annex 1 of Government Decree No. 450/2024 of 23 December currently lists only Georgia, Armenia and the Republic of the Philippines. The permit runs for a maximum of two years and may be extended by one more, but never beyond three years from first issuance. The route deliberately closes several exits: no application for a residence permit on another legal title may be made in Hungary, family members may not be granted family reunification permits — except a child born in Hungary during its validity — and holders may not be granted a national residence card.
Iceland's temporary work permit for expert knowledge first requires the Directorate of Labour to have been asked to find someone in Iceland, the EEA, the EFTA states or the Faroe Islands. The expertise must be university-level education or industrial, artistic or technical training recognised in Iceland, and essential to the company. Permits are generally granted for one year and may be granted for up to four years at a time; someone who loses the job can apply for a 12-month residence permit to look for another.
Iceland grants temporary work permits for a shortage of employees only in exceptional circumstances, to respond to temporary fluctuations in the Icelandic labour market. The employer must first look for someone who already has unrestricted access to the Icelandic labour market, and must give specific detailed reasoning for why workers from outside the EEA, the EFTA states and the Faroe Islands are needed. A first permit runs up to one year and may be renewed for up to two years.
Ireland's Critical Skills Employment Permit has three remuneration tiers, each tied to its own qualification condition; it is exempt from the Labour Market Needs Test and leads directly to a Stamp 4 on expiry.
Ireland's General Employment Permit inverts the Critical Skills logic: all occupations qualify unless excluded by the Ineligible List. It needs only a 12-month contract, but the salary floor has three tiers depending on the occupation.
For highly qualified workers with eligible professional qualifications or experience and a highly skilled Italian job offer.
For non-EU employees whose Italian employer obtains work authorisation under the applicable annual admission quotas and procedure.
For employees undertaking professional work in Japan involving engineering, humanities knowledge or international services.
For people meeting the points standard for advanced academic, specialised technical, or business-management activities.
For third-country nationals with long-term Latvian employment who complete the applicable sponsorship and residence procedure.
Latvia's EU Blue Card is issued by the Office of Citizenship and Migration Affairs (OCMA/PMLP). Before the application the employer must register the vacancy with the State Employment Agency — a third-country national may be employed only if the vacancy has been free for at least 10 working days — and submit a sponsorship request to OCMA, and the inviting party must confirm the sponsorship at an OCMA office. The documents include proof of subsistence: EUR 1,916 per month, or EUR 1,532 for those covered by Cabinet Regulation No. 108 of 20 February 2018, plus EUR 500 per month for each accompanying adult and EUR 150 for each minor.
For third-country nationals performing highly qualified work in Lithuania who meet qualification and applicable salary rules.
For third-country nationals working in Lithuania under an employment contract or binding job offer who meet the applicable approval rules.
Luxembourg's EU Blue Card waives the labour market test but still requires the employer to declare the vacancy to ADEM; the salary threshold is set by Grand-Ducal regulation and revised.
Luxembourg's salaried worker route requires the authorisation to stay before entry, and the first permit runs a maximum of one year confined to one profession within a single sector, opening up only on renewal.
Malta's EU Blue Card is issued under Subsidiary Legislation 217.27, the Highly Qualified Employment Regulations, implementing Directive (EU) 2021/1883, and is separate from the general Single Permit under S.L. 217.17. It requires a university degree at MQF Level 6 or higher or at least five years of proven professional experience, a binding employment contract or job offer of at least six months, and a salary of at least 1.5 times the average gross annual salary in Malta. A first card runs up to 24 months and a renewal up to 36; a holder who loses the job has three months to find another that meets Blue Card criteria.
For third-country nationals with a Maltese job offer whose employer submits the combined employment and residence application.
For non-EU, EEA and Swiss nationals taking highly qualified work in the Netherlands; a recognised sponsor is not mandatory.
The Netherlands' highly skilled migrant permit requires an IND recognised sponsor, and its monthly salary thresholds are age-banded, exclude holiday allowance, and change every six months.
New Zealand's Skilled Migrant Category needs six skilled resident points, not a hundred-point total. They come mainly from one of occupational registration, qualifications or income, plus New Zealand work experience.
New Zealand's Straight to Residence Visa is for Green List Tier 1 occupations: a job or job offer with an accredited employer leads straight to residence, with no prior period of work in New Zealand required.
New Zealand's Work to Residence Visa is for Green List Tier 2 occupations and requires 24 months of work in that job in New Zealand first — the core difference from the Straight to Residence Visa.
For people offered full-time seasonal work or holiday-cover employment who meet employment and return conditions.
For workers with vocational training, higher education or special qualifications and a normally full-time matching job offer.
For third-country nationals with highly skilled work in Poland who meet professional qualification and applicable employment rules.
For third-country nationals intending to reside beyond a short stay and work in Poland under a qualifying employment arrangement.
For people holding a valid residence visa for employed work who can evidence an employment relationship in Portugal.
For people undertaking employed or independent highly qualified activity in Portugal with the relevant residence visa and evidence of qualifications and activity.
Singapore's two-stage Employment Pass assessment: first the qualifying salary, which rises with age and differs by sector, then COMPASS — two of whose criteria score the employer's workforce rather than the applicant.
Singapore's S Pass qualifying salary is benchmarked against the top third of the local associate professionals and technicians workforce by age, rising with age and set higher for financial services. The thresholds rise from 2027.
A permanent visa for invited skilled workers that does not require state, territory or family sponsorship. The 65-point threshold is a minimum and does not guarantee an invitation.
A permanent visa for invited skilled workers nominated by an Australian state or territory government. Each jurisdiction applies its own nomination criteria.
A five-year provisional visa for skilled workers nominated by a state or territory or sponsored by an eligible relative to live and work in designated regional Australia, with a possible permanent-residence pathway.
For third-country professionals with a highly qualified work contract who meet qualification and salary rules.
For people offered highly qualified work in Spain who hold higher-education qualifications or equivalent experience.
Sweden's EU Blue Card is for people offered highly qualified employment in Sweden. It requires higher education corresponding to at least 180 credits or at least five years of relevant professional experience, an employment contract of at least six months, comprehensive health insurance for the whole stay, and a salary of at least 1.25 times the average Swedish salary. The Migration Agency sets that threshold annually: since 15 July 2026 it is SEK 53,625 per month. The card entitles the holder to work only for the employer and within the profession stated in the application.
Sweden's work permit salary requirement became a percentage of the national median in June 2026 and floats with it; the employer's four insurances and the collective-agreement benchmark are two further separate tests.
Switzerland admits third-country nationals for employment only where they are highly qualified, and the employer must prove no suitable candidate exists in Switzerland or the EU/EFTA — the most decisive condition and the one most often underestimated.
Switzerland admits non-EU/EFTA nationals on a self-employed basis, but admission is still conditional on a review of labour market conditions, and the applicant must show the self-employment will have a lasting positive impact on the Swiss labour market.
The UK Global Talent visa needs no employer sponsorship, but outside the prize route it is a two-stage process: obtain an endorsement in your field, then apply for the visa.
The UK Scale-up Worker visa is for approved fast-growing businesses and needs only a six-month job offer; changing employer within the first six months requires updating the visa, after which the route loosens considerably.
The UK Skilled Worker visa rests on employer sponsorship. The salary must be the higher of the general threshold and the occupation's going rate, which is the part most often missed.
US EB-1 has three sub-categories. The extraordinary ability route needs no employer and no labor certification, but requires at least three of ten criteria — a counting threshold that depth of evidence does not substitute for.
The US EB-2 National Interest Waiver allows self-petition without an employer or labor certification, but requires both EB-2 eligibility itself and the three-prong waiver test.
No programs match these filters.