How to switch to a new recognised sponsor
A job offer is not enough. The new employer, salary, start date and IND process must all fit the highly skilled migrant conditions.
Five checks before signing
1. Sponsor status
Verify the legal employing entity in the IND public register for work. A group brand appearing elsewhere is not proof that the contracting entity is recognised.
2. Salary criterion
The IND says the amount applicable on the new employment start date controls a change of employer. Confirm which age or reduced criterion is being used.
3. Market rate
Meeting the numerical threshold does not remove the requirement that the salary is in line with the market rate.
4. Permit validity
A notification may be sufficient for a valid HSM permit, but an extension or different application may be required when the card is near expiry.
5. Process owner
Identify the employer's immigration contact and obtain written confirmation of what will be filed and when you may lawfully start.
6. Tax transfer
Check the separate expat-scheme rules. The three-month tax transfer deadline can be shorter than the IND search period.
Notification or new application?
The IND FAQ states that highly skilled migrants generally only need the change of employer to be notified while continuing to satisfy the permit conditions. This differs from routes such as a GVVA, where a new application may be required. In practice, the recognised sponsor normally handles the HSM employer-change process through the Business Portal or the relevant form.
A change of residence purpose, expired permit, sponsor problem or non-qualifying salary can require a different application.
Can you start before the IND responds?
Do not rely on a verbal assurance. Ask the new sponsor to confirm the work-authorisation basis, the filing date and the permitted start date. Where a new application is required, the decision letter or residence endorsement can control whether work may begin.
Documents to transfer
- Passport and residence-card copies.
- Original IND decision and V-number.
- Previous contract and exact end-date evidence.
- New signed contract, salary breakdown and start date.
- Evidence relevant to the reduced salary criterion, if used.
- Current 30% ruling decision and payroll information.
- Partner and children permit details where family is linked.
Red flags
- The recruiter says the company will become recognised later.
- The contract uses a different legal entity from the public register.
- Allowances are included without confirming whether the IND counts them.
- The start date falls after the search deadline.
- The employer asks you to begin ordinary employment before confirming HSM work rights.