- Belgium
- France
- Luxembourg
- Sweden
Staying compliant with evolving immigration frameworks across Europe is critical for employers and recruitment agencies managing international talent. Below is a concise overview of key regulatory changes in Belgium, France, Luxembourg, and Sweden for 2026, along with their practical implications.
Belgium
Wallonia: Revised Salary Requirements for Foreign Workers
From 2026, the Walloon Region has increased minimum salary thresholds for various categories of foreign workers. These thresholds are reviewed annually and must be strictly observed by employers when hiring international talent.
Key examples include:
- Highly Skilled Workers: 53,220
- Junior Highly Skilled Workers (under age 30): 42,576
- Management Positions: 88,790
- EU Blue Card Holders: 68,815
- Junior EU Blue Card Holders (less than 3 years’ experience): 55,052
- Artists: 44,396
- IT Managers: 68,815
- IT Experts: 55,053
- IT Interns: 34,408
- Professional Athletes, Referees, or Coaches covered by the 1978 law on paid athletes: 53,220
- Coaches not covered by the 1978 law: 44,396
- Young Au Pair Workers: 750 per month
Failure to meet these minimum salary levels may result in non-compliance and rejected applications. Employers should review compensation packages carefully before proceeding with recruitment.
Flanders: Process Improvements and Labour Market Rules
Recent updates from the Flemish authorities introduce several operational changes:
- A revised shortage occupation list is now in effect, impacting eligibility for certain work permits.
- Seasonal work regulations have been updated as of January 2026.
- Digital submission via the official portal becomes mandatory for short-term (90-day) permits from May 2026, with a transitional period until September.
Importantly, while ISCO classification codes provide guidance on skill level, authorities will assess actual job duties when determining eligibility.
France
Increase in Immigration Fees
From 1 May 2026, France is introducing higher government fees for residence permits.
Key changes include:
- Differentiation between initial applications and renewals
- Introduction of charges for processes that were previously free
- Overall alignment of fees with the EU average
Employers should anticipate higher onboarding costs for international hires and adjust budgets accordingly, particularly for large-scale recruitment projects.
| Category | Current Fee (EUR) | New Fee – Initial (EUR) | New Fee – Renewal (EUR) |
| Main categories of residence permits | 225 | 350 | 250 |
| Student or Job Seeker residence permits | 75 | 150 | 100 |
| 10-year residence permits | 225 | 350 | 250 |
| Temporary residence document (in most cases) | Free | 100 | 100 |
| Changes to residence permit (e.g. change of address) | 25 | 50 | — |
| Citizenship application process | 55 | 255 | — |
| Exchange of a driving licence | Free | 40 | — |
Luxembourg
Proposed Reforms to Work and Residence Permits
A legislative proposal currently under review aims to modernise Luxembourg’s framework for third-country nationals.
If adopted, the reforms will:
- Reduce processing times to approximately 90 days (with limited extensions)
- Extend residence permit validity for employees from one to two years
- Introduce stricter conditions for changing employers during the initial permit period
For employers, these changes are expected to:
- Improve predictability in hiring timelines
- Reduce administrative burden
- Strengthen workforce mobility planning
However, compliance requirements around job changes and labour market testing will become more structured.
Sweden
Stricter Work Permit Requirements
New legislation approved by the Swedish parliament will take effect from 1 June 2026, introducing several notable changes:
- Minimum salary requirement increases from 80% to 90% of the national median salary
- Mandatory health insurance for short-term assignments (up to one year)
- Enhanced scrutiny of employers, including stricter penalties for non-compliance
These measures aim to improve worker protection but may also increase barriers for employers seeking to hire international talent.
Each application will be assessed individually, with potential exceptions for specific occupations.