The European Commission has opened a formal consultation on a new EU Visa Strategy designed to draw more skilled workers to the bloc, with proposals tied to the “Blue Carpet” policy package set for rollout in the last quarter of 2025. Officials say the plan focuses on streamlining entry routes, revising EU Blue Card rules, and reworking the Single Permit framework to reduce red tape and make the Union more competitive for global talent.
Consultations run through summer 2025, and the Commission aims to present final measures by year’s end amid tight labor markets in tech, engineering, and healthcare.
Who’s being consulted and why
The process asks employers, trade unions, national ministries, and migration experts for input on key issues such as:
- Salary thresholds
- Recognition of qualifications
- Worker protections
- Balancing EU-wide standards with national control over entry policies
That balance is the core political challenge: capitals weigh the benefits of a more open, predictable system against the desire to keep national schemes and hiring targets. Analysis by VisaVerge.com finds momentum strongest where businesses and governments agree Europe needs faster hiring tools to compete with North America and Asia for talent.
Proposed changes: Blue Card and Single Permit
Early drafts point to deeper reforms of the EU Blue Card, the bloc’s flagship permit for highly qualified non-EU workers. Key proposals include:
- Greater flexibility on pay requirements, including differentiated thresholds for shortage occupations and recent graduates.
- Simpler mobility between participating Member States after a set period of residence.
The Single Permit Directive—covering combined work-and-residence permits—is also up for update after years of modest uptake and uneven procedures across countries. Proposed aims:
- Make combined applications simpler, faster, and more predictable
- Reduce duplicate checks
- Clarify eligibility for applicants applying from inside the EU versus from abroad
- Introduce standard forms and clearer timelines while strengthening worker rights
Officials have mapped an accelerated schedule: policy drafting through Q3 2025, followed by a formal launch in Q4 2025. The Blue Carpet package serves as the umbrella for these changes, intending to make the EU a first-choice destination for skilled workers while maintaining job standards and pay levels.
Policy changes overview
Under the proposed Blue Card reforms:
- National authorities could set minimum pay up to 1.6 times the national average salary.
- Member States could allow a lower floor—down to 80% of that level—for shortage occupations or recent graduates.
The lower band aims to help hospitals, engineering firms, and digital employers fill urgent roles while tying pay to local wage data.
Mobility rights would improve: revised rules are expected to allow Blue Card holders to move more easily to a second participating country after 12–18 months, reducing repeat paperwork for workers and employers expanding across borders.
National programs will continue alongside EU tools. Examples include:
- France’s Talent Passport
- Germany’s Job Seeker Visa
- The Netherlands’ Highly Skilled Migrant Scheme
These national routes may be updated to align with Blue Carpet goals. The Commission stresses the aim is not to replace national routes but to make the EU-level pathway—especially the Blue Card—work smoothly across borders.
Consultation priorities
The consultation stage centers on the following priorities:
- Salary rules that reflect local markets while opening fair access for shortage roles and new graduates
- Recognition of qualifications, including fast checks of foreign degrees and experience
- Labor standards to prevent wage dumping and protect workers from exploitation
- EU–national balance, so countries can set local rules without weakening a common framework
Critical takeaway: the tension between flexibility and uniformity will determine how effective the Blue Carpet package becomes in practice.
Impact on applicants and employers
For applicants:
- The Blue Card remains the main EU-level permit for highly qualified roles, with simpler proof of pay and skill.
- Mobility after the first period in one country (expected 12–18 months) will make career progression across the bloc easier.
- Lower pay floors for shortage occupations could open doors for nurses, software engineers, and industrial technicians who meet skill criteria but currently face salary hurdles.
- For new graduates from outside the EU, a threshold at 80% of standard pay—if adopted by a Member State—could ease the transition from study to work.
For employers:
- Faster, simpler processes and predictable pay rules are key asks.
- Employers should prepare to provide clear employment letters, duties, and proof of salary offers aligned with national thresholds or shortage/graduates bands.
Worker groups are pressing for strict safeguards (audits, complaint channels) to ensure fair pay and conditions. National authorities will still set fees and service standards, but the Commission seeks shorter processing times and uniform rules on core eligibility.
Data and market context
Labor market figures underline the rationale for reform:
- In 2023, the EU issued 89,000 Blue Cards, with Germany accounting for 78% (69,000) of them.
- Top recipient nationalities: India (24%), Russia (11%), Turkey (7%), and Belarus (6%).
- The EU granted 451,000 authorizations for researchers and students, led by Germany, France, and Spain.
The Migration Policy Institute Europe emphasizes that skilled migration is central to filling labor gaps in tech, engineering, and healthcare. However, it warns that if Member States do not use optional measures—like lower thresholds for shortage jobs—the Blue Carpet package’s practical impact may be limited.
Political dynamics and national roles
- Employers broadly welcome reforms that speed hiring, but want predictable pay rules and quicker recognition of qualifications.
- Trade unions demand strong worker protections and clear salary floors to avoid undercutting local staff.
- Member States are split: some favor flexibility to meet hiring needs; others resist losing control over entry conditions.
Germany’s role will remain central given its large share of Blue Cards, but the Commission aims to encourage other Member States to become more competitive in skilled migration.
Practical steps for prospective applicants and employers
Applicants should prepare:
- Degree certificates and translations
- Employment letters detailing duties and skill levels
- Proof of salary offers that meet national thresholds or the shortage/graduates band
Employers should:
- Review job descriptions against local shortage lists
- Plan for intra-EU transfers after 12–18 months when revised mobility rules apply
Timetable
The Commission has laid out a tight sequence:
- Q2–Q3 2025: Stakeholder consultations and policy drafting
- Q4 2025: Expected formal launch of the EU Visa Strategy and updated Blue Card rules
Member States will decide how far to use optional measures (e.g., lower thresholds for shortage jobs and graduates). Employers and workers should watch national announcements closely, since practical access often hinges on local shortage lists and how salary bands are applied.
Where to find official updates
For official updates on legal migration policy and the Blue Card framework, consult the European Commission’s Migration and Home Affairs portal:
https://home-affairs.ec.europa.eu/policies/migration-and-asylum/legal-migration_en
The site hosts legislative texts, background notes, and links to national authorities, and will carry the final Blue Carpet package once adopted.
The Commission’s stated aim: build a predictable system that helps Europe hire and keep the people it needs while protecting fair pay and working conditions. Whether that promise holds will depend on Member States’ use of salary bands, the speed of qualifications recognition, and how well mobility rules work in practice as drafting and consultations conclude.
This Article in a Nutshell
The EU’s Blue Carpet consultation (summer 2025) proposes flexible Blue Card pay rules—up to 1.6× national wage, 80% floor for shortages—and easier mobility after 12–18 months, plus a simplified Single Permit to speed hiring while balancing worker protections.
