Global Employment Guides
6 mins read
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Published on:
Feb 13, 2025
Updated on:
May 19, 2026
Our Employer of Record (EOR) solution makes it easy to hire, pay, and manage global employees.
Book a demoExpanding your workforce across borders is exciting, but it also means dealing with work visas. Europe has a range of visa options, and the right one depends on the employee’s role, skill level, and how long they plan to stay. If you’re hiring international talent, here’s what you need to know.
If you’re hiring highly skilled professionals from outside the EU, the EU Blue Card is one of the best options. It’s available in most EU countries (except Denmark and Ireland) and provides a clear path to long-term residence.
Who applies?
You, as the employer, typically handle the application and must prove that the job meets the salary and skill requirements.
Key permits involved:
A residence permit and a work permit are required.
Eligibility:
The employee must have a recognized university degree and a job offer that meets the salary threshold, which varies by country. For example, in Germany, the minimum salary is around €45,000 per year, while in France, it’s closer to €53,000.
Processing time:
Expect the process to take about 2-3 months, though some countries may move faster.
Some professionals prefer to work independently rather than be tied to a single employer. If that’s the case, freelancer and self-employment visas are the way to go. Countries like Germany, Italy, and Portugal offer these visas to attract international talent.
Who applies?
The applicant (employee) applies on their own and must prove they have steady clients or a viable business plan.
Key permits involved:
A self-employment permit and a residence permit.
Eligibility:
Requirements vary, but most countries ask for proof of income, business ties, and sometimes a minimum bank balance. For example, in Portugal, freelancers need to show an annual income of at least €9,120. For companies building permanent teams in Portugal, working with an Employer of Record Portugal provider can simplify local contracts, payroll, and immigration compliance. This support makes it easier to move from freelance arrangements to fully compliant employment when the timing is right.
Processing time:
The process can take anywhere from 2-6 months, depending on the country and how complete the application is.
If you need to move an existing employee from one branch of your company to another within the EU, an ICT permit makes the process smoother.
Who applies?
The employer handles the application on behalf of the employee.
Key permits involved:
An intra-company transfer permit and a residence permit.
Eligibility:
The employee must have been with the company for a certain period—usually at least 3-12 months. They must also meet salary requirements, which vary by country.
Processing time:
ICT permits generally take 1-3 months to process.
Some European countries actively encourage foreign entrepreneurs to set up businesses. A startup visa might be the right fit if your company is launching a European branch.
Who applies?
Entrepreneurs apply directly and must submit a business plan for approval.
Key permits involved:
A startup visa or entrepreneur visa, along with a residence permit.
Eligibility:
Applicants need a solid business plan, proof of financial backing, and a proposal that benefits the local economy. France, for example, offers the "French Tech Visa" for innovative startups.
Processing time:
The process can take 3-6 months, depending on the country and business sector.
Each European country has its own work visa system tailored to specific employment needs. Here are a few key examples:
Germany:
The Skilled Worker Visa requires proof of professional qualifications and a job offer.
France:
The Talent Passport is ideal for highly skilled workers, researchers, and artists.
The Highly Qualified Professional Visa is designed for executives and specialists in key industries.
The Highly Skilled Migrant Visa offers a fast-track process for high-earning professionals.
Not every international hire needs a long-term work visa. A business visa is usually enough if your employee is only visiting for meetings, conferences, or short-term assignments.
Who applies?
The employee applies directly, though they may need a letter from your company.
Key permits involved:
A short-term business visa.
Processing time:
Usually 15-45 days, depending on the country.
Things to keep in mind:
If the employee ends up staying longer than their visa allows, they’ll need to switch to a work permit. It’s best to plan ahead.
Applying for a European work visa can feel overwhelming, but breaking it down into steps helps:
Determine eligibility – Check if your employee meets salary, education, and experience requirements.
Choose the right visa type – Different roles require different visas, so make sure you pick the correct one.
Submit the application – Either you (the employer) or the employee will need to submit paperwork, such as contracts, proof of qualifications, and financial statements.
Wait for processing – Depending on the visa, this could take anywhere from a few weeks to several months.
Register with local authorities – Once the employee arrives, they may need to obtain a residence permit and register for tax purposes.
Understanding work visa options in Europe makes hiring global talent easier and ensures you stay compliant with immigration laws. Whether you’re hiring a full-time employee, bringing in a freelancer, or sending an existing worker on an internal transfer, choosing the right visa is key. Planning ahead will save time, money, and headaches down the road.
It depends on the visa type. Employers typically handle applications for hired employees, while freelancers and entrepreneurs must apply on their own.
Processing times vary by country and visa type, ranging from a few weeks for business visas to several months for long-term work permits.
In most cases, they must leave the country and apply from abroad. However, some countries allow in-country visa conversions under certain conditions.
Head of Partnerships
Martijn is an Account Executive at Rivermate with several years of experience in the EOR and global HR space. He works with companies expanding internationally, helping them navigate cross-border employment, compliance, and local labor laws without needing to set up entities. His focus is on building scalable sales processes and driving both inbound and outbound growth, collaborating closely with SDRs, Account Managers, and Customer Success teams to support a strong customer journey. He has been actively involved in shaping outbound strategy and go-to-market optimization using tools including Pipedrive, Apollo, and Clay, and regularly advises clients on EOR best practices and global hiring strategies.
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