Case Id: 61973977-2f21-4f2d-8b39-d24b7cc478fc
Date: 18/08/2015 13:23:54

Public consultation on the EU’s labour migration policies
and the EU Blue Card
Fields marked with * are mandatory.

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Your Contact Details

*1.1 Name
K.H.D.M. Dijkhoff, State Secretary of Security and Justice, on behalf of
the Dutch Cabinet.

1.2 Organisation's Name
Ministry of Security and Justice

1.3 Address
Postbus 20301, 2500 EH, Den Haag

*1.4 Email
info@minvenj.nl

1.5 Country of current residence or where your organisation is based:
Netherlands

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Your Profile

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*2.1 In what capacity are you completing the questionnaire?
Employer
Employer's organisation
Trade Union
Executive and Senior-Level Management (Oversees Mid-Level Management and
multiple departments; May manage multiple facilities; May manage national or global
operations; Manages budgets)
Non-EU migrant workers and entrepreneurs already residing -or having previously
resided- legally in the European Union
Non-EU migrant workers and entrepreneurs currently outside the European Union but
considering or having considered to migrate to the EU
Public Employment Service
Private Employment Service
National Ministry
Non-Governmental Organisations (support network, assistance, services)
Regional Authority
Local Authority
National Consulate/Embassy
National Statistical Office
Private Individuals
Academia
Non-Governmental Organisations (advocacy)
Media
International organisations
Organisations or authorities of the countries of origin
Others

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LABOUR MARKETS
3.7 In order to address labour shortages, a number of policy measures can be taken such as
recruiting from other EU Member States, increasing the retirement age and labour market
participation rates, or active labour market policies.

Besides such measures, do you consider that it is also necessary to recruit migrant workers,
including entrepreneurs, from outside the EU to address labour shortages in particular
sectors/occupations in the EU?
Yes
No

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3.8 The EU and the Member States have in place tools to identify labour and skills shortages. Do
you think that further initiatives at EU level, in particular with regard to highly skilled jobs, are
necessary to improve the effectiveness of these tools?
Yes
No
3.10 If no, why?
200 character(s) maximum
NL wants to attract highly skilled, students and entrepreneurs because
they contribute to the economy but potential shortages on the Dutch
labour market should be solved by demand and supply factors.

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AVAILABILITY OF INFORMATION
4.21 Do you inform employers and/or potential non-EU workers about recruitment possibilities for
foreign workers?
Yes, employers
Yes, non-EU workers
Yes, both
No
4.22 If yes, how do you inform employers and non-EU workers about these recruitment
possibilities?
Public employment agencies
Private intermediation agencies
On the basis of international agreements between your Member State and non-EU
countries
Other (please specify)
4.24 Do you put employers and employees in touch (job-matching)?
Yes
No
4.26 Are NGOs, Unions or charities also involved in intermediation services?
Yes
No

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4.27 Do you take actions to promote the immigration schemes for highly qualified labour migrants,
such as the EU Blue Card or similar schemes?
Yes, we promote the EU Blue Card
Yes, we promote another (national) scheme
No
4.28 Please Specify
300 character(s) maximum
The target groups in NL are students, highly skilled migrants, investors
and entrepreneurs. For each of these groups specific attractive schemes
are in place, which can be found on the IND website https://ind.nl/en,
www.newtoholland.nl (work and study) and www.startupdelta.org
(entrepreneurs).

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ATTRACTIVENESS OF THE EU

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5.1 How would you rate the attractiveness of the EU for labour migrants on the following factors?
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Level of wages
Job opportunities
Ease of getting a work permit
Conditions for family reunification
Welfare and healthcare system
Opportunities for family members (professional, schooling,
leisure and other)
Rule of law
The environment
Portability of social benefits (e.g. acquired pension rights,
sickness insurance…)
Personal safety
Recognition of foreign qualifications
Language(s) spoken in destination country
Conditions for permanent residence
Openness of the socio-political environment to
immigration
Availability of integration and language assistance
Easy mobility between EU Member States
Ease of entering and leaving the EU at will as a permit
holder
Business friendly environment
Innovation friendly environment
Quality of life (please specify)
Other (please specify)

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5.2 Quality of life: please specify
300 character(s) maximum
In NL: high standards are upheld regarding the rule of law – also for
the (international) business community, excellent health care and
education systems, safe and secure environment, rich and diverse
cultural life, excellent housing conditions, rich nature, excellent
infrastructure.

5.3 Other: please specify
300 character(s) maximum
The EU is attractive for labour migrants but also for entrepreneurs especially startups. Many member states have vibrant startup communities
and take action to build up a good ‘startup ecosystem’. NL as well. This
will increase Europe's attractiveness. Coordinated EU action might be
helpful.

5.4 On which of the following issues could the EU do more to improve its attractiveness as a
migration destination for highly skilled non-EU migrants?
at most 3 choice(s)

Ease of getting a permit
Facilitate family reunification
Portability of social benefits (eg. acquired pension rights, sickness insurance…)
Recognition of foreign qualifications
Facilitate access to permanent residence
Easy mobility between Member States
Ease of entering and leaving the EU at will as a permit holder
5.5 Do you think more should be done, at the EU level, to improve the attractiveness of the EU
Member States for highly-skilled migrants?
Yes
No
5.6 Please explain
600 character(s) maximum
The Dutch government's national strategy is to attract and retain highly
skilled migrants. The announced actions on legal migration in the EU
agenda for migration fall within the scope of the Dutch national
strategy. The Dutch government welcomes the aim of the EU commission to
broaden the scope of the Blue Card to include entrepreneurs as well. The
Dutch government strongly believes that entrepreneurs, especially
innovative startups, are of great importance to our economies because
they can empower job creation and innovation.

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5.7 In the country/ies in which you are active, do you consider that the system for managing labour
migration fully responds to current and long-term needs.
Yes
No, there is more to be done.
5.8 Please explain
600 character(s) maximum
NL supports an effective, simple and flexible scheme for admitting
highly skilled workers. The Dutch national scheme for the highly skilled
has proven to be very successful. Essential elements in the Dutch scheme
that differ from the Blue Card: a salary threshold for highly skilled
workers > 30 years and < 30 years (lower), no educational condition,
longer possible period of validity, based on a system of ‘recognised
sponsors’, which allows for fast-track decision making and less evidence
to submit. For an EU scheme to be successful, these factors should be
taken into account more.

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EU BLUE CARD
6.4 Have you ever heard of the EU Blue Card before this survey?
Yes
No
6.5 If yes, do you consider that:
It could be made more attractive
It is sufficiently attractive
6.14 The Blue Card Directive sets a number of admission conditions which applicants must fulfil to
be allowed into the EU: 1) a work contract or binding job offer of at least one year; 2) a salary of
at least 1,5 times the average gross annual salary in the Member State concerned; 3) proof of
relevant professional qualifications or fulfilling the national legal requirements

Do you consider that the admission conditions of the current EU Blue Card Directive are
adequate?
Yes
No
Info: ‘higher professional qualifications’ means evidence of recognised higher education
qualifications or at least five years of relevant professional experience;

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6.15 If no, please indicate the specific criteria which you consider should be made more flexible
(multiple answers possible):
The recognition of foreign qualifications
Recognising professional experience instead of educational qualifications
The salary threshold of 1,5 times the average gross annual salary in the Member State
concerned
Other
6.16 Please Specify
300 character(s) maximum
See answer on question 5.8.

6.17 What aspects would be most important for the attractiveness of the EU Blue Card?

Please indicate the factors you consider important (max. three answers possible):
at most 3 choice(s)

Fast-track entry procedures
A clear, streamlined and uniform scheme across all Member States
Unrestricted access to the labour market
Extension of its scope to other categories, e.g. entrepreneurs
Promotion and information provision on the EU Blue Card
Favourable conditions for family reunification
Availability of integration support (e.g. language courses, job orientation) for highly
qualified workers and family members
Allowable absences to return to the country of origin
Rights and equal treatment
Long-term perspectives (e.g. longer validity of the Blue Card or facilitated access to
long-term residence status or naturalisation)
Easy intra-EU mobility to take up employment opportunities in other Member States
Other (please specify)
6.19 In many Member States national schemes for attracting highly-skilled labour migrants exist in
parallel to the EU Blue Card. In your opinion, in order to make the EU as a whole more attractive
for highly qualified migrant workers, do you consider that:
It is better to opt for one unified and visible EU-wide scheme, such as an improved EU
Blue Card without parallel national programmes
It is better to keep parallel national programmes for highly qualified migrant workers in
addition to the EU Blue Card
No opinion

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6.22 Why? Please indicate the factors you consider important (multiple answers possible).
Separate national programmes…
Allow Member States to differentiate themselves from other Member States and improve
their relative attractiveness
Allow to better align national policy preferences with national needs
Offer more options for potential migrants
Other
6.23 Please specify
300 character(s) maximum
Even though NL believes improvements can be made (such as broadening the
scope to entrepreneurs/startups and better agreements on intra-EU
mobility), Member States should be able to run parallel national
programmes and set country-specific conditions.

6.24 Do you consider that the EU Blue Card scheme could be more attractive if its scope were to
be expanded to certain additional categories of highly-qualified workers?
Yes
No
6.25 Please indicate the specific categories/cases (multiple answers possible):
Entrepreneurs or aspiring entrepreneurs in any area (upon fulfilment of specific
conditions)
Entrepreneurs or aspiring entrepreneurs in high-tech sectors likely to create high-growth
employment
Self-employed workers (upon fulfilment of specific conditions)
Facilitation for international students (graduates from third countries who obtained a
higher education degree in the EU)
A job seeking permit for highly-skilled non EU nationals
A job seeking permit for non EU nationals for sectors where labour shortages are
identified
Other (please specify)
6.27 Do you have further comments on how the EU can be made more attractive for highly
qualified workers (in particular in relation to the Blue Card directive)?
300 character(s) maximum
For The Netherlands, three elements are most important: 1) the
conditions in the EU Blue Card directive, 2) broadening the scope to
entrepreneurs and especially startups and 3) better agreements on
intra-EU mobility.

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7
QUALIFICATIONS
7.1 Do you consider the current procedures for the recognition of non-EU qualifications adequate?
Yes
No
I do not know
7.2 Please Specify
300 character(s) maximum
Recognition procedures in NL are mostly well-organized by the competent
authorities. The transparency of the procedures (and information
provision) may be improved. Knowledge of non-EU qualifications is not
very well known among employers, they might make more use of the
available recognition tools.

7.8 On average, how long does it take to get non-EU qualifications for a regulated profession
recognised in your Member State? (‘regulated profession’: a professional activity to which
access is limited to those with specific professional qualifications, e.g. professions with
professional associations, such as accountants, lawyers, notaries, dentists)
Under 1 month
1-3 months
4-6 months
Over 6 months
I don't know
7.9 On average, how long does it take to get non-EU qualifications for an unregulated profession
recognised in your Member State?
Under 1 month
1-3 months
4-6 months
Over 6 months
I don't know

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7.18 In the field of recognition of qualifications obtained outside the EU, which of the following
initiatives would you welcome the most?
An easier system of recognition of qualifications at EU level for non-EU qualifications
Increased cooperation between national accreditation systems
Increased transparency on national procedures
A better use of the qualifications frameworks to support recognition (where these exist)
No further action
Other
7.19 Please explain what would be the advantages of such an initiative (in terms of reducing costs
etc.) for you.
300 character(s) maximum
An increase in transparency may facilitate a more efficient information
provision towards both employers and employees. This in turn will allow
part of our resources to be redirected to other areas of recognition.

Contact
Jan.SAVER@ec.europa.eu

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