EU Blue Card and minimum salary: recent updates

A particularly relevant aspect of the procedure for obtaining the EU Blue Card is the minimum level of remuneration that must be guaranteed to the highly qualified foreign worker.

According to the updated official guidance, the gross annual remuneration provided for in the job offer has been updated and may not be lower than EUR 36,300. The parameter used is derived from the average gross annual remuneration determined on the basis of ISTAT data and constitutes one of the elements that must be verified as part of the procedure for the entry and employment of highly qualified third-country nationals.

The salary requirement for the EU Blue Card

The salary threshold is particularly important because the job offer represents one of the central elements of an EU Blue Card application. The Italian employer must demonstrate that the employment relationship proposed to the foreign national has characteristics compatible with the regime applicable to highly qualified workers.

The remuneration indicated in the employment contract or offer must not be assessed solely in light of the average threshold identified by ISTAT. The remuneration provided for under the Contratto Collettivo Nazionale di Lavoro (CCNL) applicable to the position concerned by the company intending to hire the worker must also be respected. In practice, therefore, the remuneration must at least comply with the level established by the relevant collective bargaining agreement and, in any event, may not fall below the gross annual threshold of EUR 36,300 currently indicated by the authorities.

This clarification is particularly significant for companies intending to hire personnel from non-EU countries, as it makes it possible to determine more precisely the remuneration level to be taken into consideration when preparing the application.

A parameter to be verified before submitting the application

The update concerning the threshold of EUR 36,300 gross per year makes a prior verification of the terms and conditions of the job offer even more important. Before submitting the application, the employer should therefore check not only the remuneration provided for, but also the correct identification of the applicable CCNL, the duration of the employment relationship, the classification of the position and the formal compliance of the documentation.

An early review of these elements can help avoid requests for additional documentation or issues during the examination of the application.

In this context, the salary requirement should not be regarded as a mere isolated economic figure: it represents one of the parameters used to assess whether the offer complies with the conditions governing access to the EU Blue Card. For companies intending to use this instrument to recruit highly qualified professionals from abroad, understanding and correctly applying the current threshold is therefore essential to ensure that the procedure is properly structured.

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The content of this article is intended to provide general information on the topic. For doubts or specific cases, it is advisable to seek specialized legal advice tailored to your particular situation.

Article written by Alessia Ajelli, Managing Associate of LCA Studio Legale, Italian lawyer specialized on Italian immigration and citizenship law, and Paolo Grassi, Trainee of LCA Studio Legale.