Germany has ushered in the new year with a routine—but still business-critical—adjustment to its EU Blue Card salary benchmarks. As of 1 January 2026, the general threshold climbed to €50,700 gross per year (€4,225 per month), while the lower ‘bottleneck-occupation’ threshold moved to €45,934.20. The figures were confirmed by the Federal Interior Ministry in a circular released in late December and took legal effect automatically because the Blue Card is pegged to the pension-insurance contribution ceiling.
Although the 5 % hike looks modest on paper, it can be decisive for near-threshold hires. An IT specialist previously clearing the bar at €45,000 now falls short and must renegotiate pay or pursue a different permit route. Corporate mobility teams are therefore scrambling this week to cross-check January contracts and, where necessary, issue addenda before onboarding dates.
![Germany raises EU Blue Card salary thresholds for 2026]()
The change comes against the backdrop of Germany’s chronic labour-market gaps. According to the Federal Employment Agency, 1.7 million vacancies were recorded at the end of 2025, with shortages most acute in STEM fields, healthcare and construction. Employers fear that even a small cost uptick could deter talent, yet unions argue the update merely keeps salaries in line with inflation and prevents wage dumping.
For employers and professionals navigating these updated thresholds, VisaHQ’s Germany team can provide rapid eligibility assessments and end-to-end application support. Their online portal (https://www.visahq.com/germany/) simplifies the Blue Card process—checking salary compliance, assembling documents and submitting filings—helping both HR departments and applicants avoid costly delays.
Practically, companies should update template employment offers, inform recruiters abroad and run salary simulations for candidates still in the pipeline. Mobility advisers also warn that ancillary figures—such as minimum contributions for statutory health insurance—have risen in parallel and must be factored into total-cost calculations. Finally, HR teams should watch for the EU-wide Talent Pool proposal, due for debate in Brussels this spring, which could further reshape salary logic across the bloc.
Although the 5 % hike looks modest on paper, it can be decisive for near-threshold hires. An IT specialist previously clearing the bar at €45,000 now falls short and must renegotiate pay or pursue a different permit route. Corporate mobility teams are therefore scrambling this week to cross-check January contracts and, where necessary, issue addenda before onboarding dates.
The change comes against the backdrop of Germany’s chronic labour-market gaps. According to the Federal Employment Agency, 1.7 million vacancies were recorded at the end of 2025, with shortages most acute in STEM fields, healthcare and construction. Employers fear that even a small cost uptick could deter talent, yet unions argue the update merely keeps salaries in line with inflation and prevents wage dumping.
For employers and professionals navigating these updated thresholds, VisaHQ’s Germany team can provide rapid eligibility assessments and end-to-end application support. Their online portal (https://www.visahq.com/germany/) simplifies the Blue Card process—checking salary compliance, assembling documents and submitting filings—helping both HR departments and applicants avoid costly delays.
Practically, companies should update template employment offers, inform recruiters abroad and run salary simulations for candidates still in the pipeline. Mobility advisers also warn that ancillary figures—such as minimum contributions for statutory health insurance—have risen in parallel and must be factored into total-cost calculations. Finally, HR teams should watch for the EU-wide Talent Pool proposal, due for debate in Brussels this spring, which could further reshape salary logic across the bloc.
