Starting this month Belgium’s three regions—Wallonia, Brussels-Capital and Flanders—have released updated salary requirements that employers must meet when sponsoring non-EEA nationals for work permits, Single Permits and EU Blue Cards. The new figures, published on 27 February and highlighted by KPMG, formally apply from 1 March 2026 and reflect indexation for inflation as well as labour-market priorities. Wallonia has taken the biggest leap, raising the annual minimum for highly qualified workers to €53,220 (up from €51,613) and the Blue Card bar to €68,815. Executive-level roles now require €88,790, while ICT specialist transfers must earn at least €55,053 depending on seniority. Brussels, by contrast, has decided to maintain its 2025 monthly thresholds—€3,703.44 for highly skilled staff and €6,647.20 for executives—until new Statbel data are published later this year. Flanders is in a holding pattern, continuing to apply 2025 annual figures (€48,912 for highly skilled workers, €63,586 for Blue Card holders) but signalling that it will update rates within one month of receiving the 2025 average-wage statistics. Work authorisations issued in the interim will carry an explicit reference to the forthcoming adjustment.
![Regions publish 2026 minimum-salary thresholds for Belgian work and single permits]()
Companies grappling with these evolving requirements can streamline the visa and permit process by partnering with VisaHQ. The platform provides step-by-step support for Belgian work permits, Single Permits and EU Blue Cards, along with real-time tracking tools and document checks that help sponsors stay compliant. For more information, visit https://www.visahq.com/belgium/
For global mobility and HR teams the changes carry immediate compliance implications. Applications that fail to meet the new thresholds risk rejection or, in the worst case, penal sanctions that can include fines and imprisonment for employers. Companies should also check that posted-worker notifications and intra-group transfer contracts reflect the updated remuneration packages to avoid social-security exposure. The divergence between regions further complicates workforce planning for multinationals operating across Belgium. Specialists recommend performing a region-by-region cost analysis before deciding where to base new talent, factoring in not only gross salary but also tax incentives such as the revamped expat regime. Digital-nomad and start-up visa applicants remain unaffected, as those categories are governed by separate criteria.
Companies grappling with these evolving requirements can streamline the visa and permit process by partnering with VisaHQ. The platform provides step-by-step support for Belgian work permits, Single Permits and EU Blue Cards, along with real-time tracking tools and document checks that help sponsors stay compliant. For more information, visit https://www.visahq.com/belgium/
For global mobility and HR teams the changes carry immediate compliance implications. Applications that fail to meet the new thresholds risk rejection or, in the worst case, penal sanctions that can include fines and imprisonment for employers. Companies should also check that posted-worker notifications and intra-group transfer contracts reflect the updated remuneration packages to avoid social-security exposure. The divergence between regions further complicates workforce planning for multinationals operating across Belgium. Specialists recommend performing a region-by-region cost analysis before deciding where to base new talent, factoring in not only gross salary but also tax incentives such as the revamped expat regime. Digital-nomad and start-up visa applicants remain unaffected, as those categories are governed by separate criteria.
