Spain has enacted Order PJC/44/2026, introducing new salary benchmarks for third-country nationals applying for residence under the EU Blue Card scheme. Effective immediately, highly qualified professionals must meet a revised income threshold aligned with national earnings data. The new reference threshold is set at €54,977.89 per year, calculated as 1.4 times Spain’s average gross annual income of €39,269.92, based on the latest figures from the National Statistics Institute (INE).
In specific cases, a reduced threshold of €31,415.94 may apply. This lower rate is available to applicants working in occupations classified under Groups 1 and 2 of Spain’s National Classification of Occupations—provided those roles appear on the government’s catalogue of difficult-to-fill positions. It is also available to third-country nationals who obtained a relevant qualification within three years prior to submitting their application, as defined by Article 71.2.a of Law 14/2013.
Transition and Automatic Adjustments
Authorizations already granted remain valid under previous rules. For applications submitted before the Order’s effective date, the previous criteria will apply—unless the applicant requests to be assessed under the new standard and can demonstrate eligibility. The salary threshold will be automatically updated in line with national income data and published on the Large Companies and Strategic Groups Unit website.
What Employers Should Do Now
Employers sponsoring candidates for an EU Blue Card in Spain must immediately verify that offered compensation meets the updated thresholds. This includes reviewing current and future offers, as well as assessing job classifications to determine whether a role qualifies for the reduced threshold. For recent graduates or roles flagged as difficult to fill, the new lower rate presents an opportunity—but timing and eligibility must be clearly documented.
Failure to comply may result in delayed applications or outright refusals, particularly where salary levels fall short of the new minimums. HR and mobility teams should also ensure internal immigration policies reflect these changes to avoid missteps.
Supporting Employers with Strategic Guidance
At Newland Chase we help employers navigate changes to immigration law with clarity and precision. Our team can assess eligibility under the revised framework, evaluate role classifications, and recommend compliant salary strategies tailored to your global mobility program. To discuss how this update may impact your current or future applications, reach out to your Newland Chase advisor.
This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.
