A new government in the Netherlands – impact on companies working with highly skilled migrants

This morning, the Netherlands officially welcomed its new government: the Jetten administration. A new government in the Netherlands – in this article you’ll find a breakdown of the most relevant developments for companies hiring highly skilled migrants.

The new government is a minority coalition of D66, VVD, and CDA, sworn in at Huis ten Bosch Palace. The cabinet consists of 18 ministers and 10 state secretaries. Notably, the Ministry of Asylum and Migration now falls under the Ministry of Justice and Security, signaling potential shifts in how migration policy is coordinated. [government.nl]

While the coalition holds only 66 of 150 seats, meaning all legislation will require negotiation with opposition parties, several key policy announcements already shed light on what employers relying on international talent can expect. [usnews.com], [wtop.com]

Below is a breakdown of the most relevant developments for companies hiring kennismigranten.

Immigration and High‑Skilled Migration Policy

No changes to the 30% ruling in 2026

For incoming expats, the 30% ruling is often a decisive factor in choosing the Netherlands. The new government has confirmed that the ruling will remain unchanged throughout 2026, maintaining stability for companies attracting foreign specialists.

Reduction expected in 2027

Starting in 2027, new applicants will see the benefit decrease to 27%, though this is still less severe than earlier phased‑reduction proposals (30–20–10%) debated in 2024. Companies planning long‑term recruitment strategies should consider the implications for future hires.

Migration portfolio reorganized

The former Ministry of Asylum and Migration has been moved under the Ministry of Justice and Security. This structural shift may streamline compliance or tighten controls depending on upcoming legislative proposals. Employers should expect increased emphasis on regulatory alignment, documentation standards, and legal oversight. [government.nl]

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Social security & labour market

Higher healthcare deductible

The government plans to increase the health insurance deductible from €385 to €460 in 2027. For employers offering compensation packages or health insurance allowances to international hires, this is a cost element to revisit. [iamexpat.nl]

Shorter unemployment benefit duration

Unemployment benefits will be shortened from two years to one year. While not directly aimed at expatriates, this may influence the risk calculations for employers hiring international staff under local contracts. [iamexpat.nl]

Raising the state pension age

The pension age will rise in line with life expectancy starting in 2033, signaling future alignment of long‑term employment frameworks. Though long‑term, it will affect mobility programs aimed at retention. [iamexpat.nl]

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Housing policy: a critical factor for knowledge migrant relocation

The coalition plans to invest €1 billion annually in new housing construction and introduce more flexibility for splitting and expanding existing housing. [iamexpat.nl]

For employers, this could help alleviate the persistent housing shortages that often delay relocations and complicate onboarding timelines. However:

• Social housing will include stricter income‑eligibility checks,
• And private rental markets remain tight in major cities such as Amsterdam, Utrecht, and Eindhoven.

Companies should continue to anticipate competition for housing and consider enhanced relocation support for new hires.

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A new government and fiscal & economic measures that could influence hiring

Introduction of “Freedom Contribution” (Vrijheidsbijdrage) tax

To finance increased defense spending, the government plans a tax surcharge, potentially increasing income tax burdens. This may influence net compensation calculations for foreign employees, especially those not covered by the 30% ruling. [usnews.com]

Emphasis on economic resilience and education

The coalition agreement highlights priorities such as strengthening economic competitiveness and supporting innovation‑driven industries; signals that sectors relying on international talent (tech, advanced manufacturing, R&D) remain central in policy planning. [diplomatmagazine.eu]

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Compliance and administrative environment

The new cabinet has made clear that policy implementation will rely heavily on cross‑party approval, meaning unpredictability is likely. Employers should prepare for:

• Stricter compliance checks,
• Possible changes in processing times,
• Closer scrutiny of employer sponsorship obligations.

In line with 2025 developments, experts anticipate continued pressure on immigration systems and closer monitoring of high‑skilled migrant programs.

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What can you expect as employer with highly skilled migrants?

Short‑term: stability and predictability (2026)

• No changes to the 30% ruling for 2026.
• No immediate tightening of high‑skilled migrant rules.
• Housing shortages remain the biggest operational obstacle.

Medium‑term: adjustments needed (2027 and beyond)

• Reduced 30% ruling (27%) will affect compensation packages.
• Higher healthcare deductibles may require HR policy updates.
• New tax surcharge could affect net‑salary attractiveness.
• Reorganized migration ministry may bring administrative changes.

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Conclusion

The newly sworn‑in Jetten government enters office with ambitious fiscal reforms and social policy changes that will influence the environment in which companies recruit and retain highly skilled migrants. For 2026, the picture is relatively stable, with the 30% ruling preserved, no direct restrictions on international hiring, and an emphasis on economic resilience.

However, from 2027 onward, the talent landscape will shift in ways employers should proactively plan for.