An intra-corporate transfer (ICT) permit lets a multinational company move a manager, specialist or trainee from outside the EU into one of its entities in an EU member state for a limited period. Under Directive 2014/66/EU, the transfer can last up to three years for managers and specialists and one year for trainees. The permit is valid for at least one year or the length of the transfer, whichever is shorter, and the transferee's pay must not be lower than that of nationals in comparable positions. Holders can work in other EU countries within the same group: up to 90 days in any 180-day period under short-term mobility, and longer under long-term mobility rules. Denmark and Ireland do not take part. This guide explains how it works, with examples from national authorities. All information was checked on 11 November 2026.

Who the permit is for

The Dutch immigration service describes the ICT permit as a work and residence permit for managers, specialists and trainees who are nationals of countries outside the EU, the EEA or Switzerland (Netherlands Immigration and Naturalisation Service). The transferee must already work for the company group outside the EU and be moved temporarily to an entity of the same group inside the EU.

The three categories are defined in the directive (EUR-Lex):

• Manager: a person in a senior position who primarily directs the host entity, under the general supervision of the board or shareholders.
• Specialist: a person with specialised knowledge essential to the host entity's areas of activity, techniques or management.
• Trainee employee: a person with a university degree transferred for career development or training in business techniques or methods, and paid during the transfer.

People who do not fit these categories may still be able to work in the EU on another permit, such as an EU Blue Card or a national work permit.

The main conditions

The EU Immigration Portal summarises the conditions for entering as an intra-corporate transferee, which you or your company must meet, and states that your salary shall not be lower than the salary earned by nationals occupying comparable positions (EU Immigration Portal). National authorities apply the conditions in Articles 3 and 5 of the directive; the German page on the portal, for example, explains that if you fulfil them you will be issued an intra-corporate transferee permit (EU Immigration Portal). In practice, applicants are usually asked to show:

• that the sending and host entities belong to the same undertaking or group;
• prior employment within the group for the period national law requires;
• a transfer letter setting out the role, duration, location and pay;
• evidence of the qualifications and experience needed for the role;
• for trainees, the university degree required by the directive.

How long a transfer can last

The directive sets the maximum duration of a transfer at three years for managers and specialists and one year for trainee employees, after which they must leave the EU unless they obtain a residence permit on another basis (EUR-Lex). The maximum covers the whole transfer to the EU, including periods of mobility between member states. The Dutch immigration service confirms that the maximum duration of a transfer to the EU, including transfers between member states, may not exceed three years, or one year for a trainee (Netherlands Immigration and Naturalisation Service).

The permit itself is valid for at least one year or the duration of the transfer, whichever is shorter, and can be extended up to the maximum. Germany's page on the EU Immigration Portal states this rule (EU Immigration Portal), and Estonia's page confirms that the permit may be extended up to one year for trainees and three years for managers and specialists (EU Immigration Portal).

To keep transfers temporary, member states may require a period of up to six months to pass between the end of the maximum duration and another application for the same person in the same country (EUR-Lex).

Where and how to apply

The application is submitted to the authorities of the member state where the first stay takes place (EUR-Lex). In many countries the employer or host entity applies or plays a central role. In the Netherlands, for example, the employer applies for the employee, and recognised sponsors can apply online (Netherlands Immigration and Naturalisation Service). National procedures, fees and processing times differ, so read the page for the first country before starting.

Working in other EU countries

Short-term mobility

An ICT permit holder can work in other member states at entities of the same company or group for up to 90 days in any 180-day period, subject to the directive's conditions. Austria's page on the EU Immigration Portal describes this short-term mobility (EU Immigration Portal). The Dutch service notes that an employee coming for short-term mobility does not need a separate residence permit (Netherlands Immigration and Naturalisation Service), and Cyprus states that it issues no permit for short-term mobility (EU Immigration Portal). Some countries require a notification. Estonia, for example, explains that the transferee may start work as soon as the notification is sent (EU Immigration Portal).

Long-term mobility

For stays longer than 90 days in another member state, long-term mobility rules apply, and the second country may issue its own permit. Germany, for example, issues a Mobile ICT Card, and its page explains that the host entity must make a notification when the transferee applies in another member state (EU Immigration Portal). In Portugal, requests for long-term mobility must be submitted within set deadlines after entry (EU Immigration Portal).

Our guide on working in another EU country with your permit compares mobility under the ICT permit with other permits.

Family members

ICT permit holders have the right to family reunification. National rules decide the procedure. Portugal's portal page lists family reunification among the rights and applies the general family reunification regime (EU Immigration Portal). Cyprus grants family members a permit with the same validity as the sponsor's permit and lists an application fee of EUR 200 (EU Immigration Portal). See bringing your family on a work permit in Europe.

ICT permit or another route?

If the employee is likely to stay beyond the maximum duration, plan from the start for a change to another permit, such as an EU Blue Card. See how the EU Blue Card works across Europe.

Pay and conditions

The transferee's pay must not be lower than that of nationals in comparable positions in the host country (EU Immigration Portal). Employers should benchmark pay against local roles, not against the home country, and keep evidence of how they did so. Allowances for housing or travel may or may not count towards pay, depending on national rules.

When the permit ends

When the transfer ends, the employee must leave the EU unless they hold another basis of stay. If an ICT permit expires during a renewal procedure, the directive provides that the transferee may stay until the authorities decide on the application. Employers should diarise the maximum duration from the first day of the transfer, including mobility periods in other countries.

For employers: a checklist

1. Confirm that the employee fits the manager, specialist or trainee definition.
2. Check the employee's prior employment within the group.
3. Prepare a transfer letter with role, duration, place of work and pay.
4. Benchmark pay against comparable local positions.
5. Apply in the country of the first stay.
6. Plan any mobility to other member states and send notifications on time.
7. Track the cumulative duration towards the three-year or one-year limit.

Where to get official information

• The EU Immigration Portal, run by the European Commission, has a page for each permit type in each member state, with conditions, procedures and links to national authorities (EU Immigration Portal).
• The national immigration authority of the country where you will live publishes the binding procedure, forms and fees.
• For the Netherlands, the Immigration and Naturalisation Service publishes the ICT procedure and the sponsor route.

Where an article, including this one, differs from the national authority's current page, follow the authority's page.

Documents often requested

• Evidence that the sending and host entities belong to the same group, such as corporate structure documents.
• Evidence of the employee's prior employment within the group.
• A transfer letter or assignment letter setting out the role, duration, place of work and pay.
• The employee's CV, degree certificates and evidence of specialised knowledge, where relevant.
• For trainees, the university degree and a training plan.
• A valid passport and, where required, evidence of sickness insurance.

National authorities list their own requirements, so treat this as a starting point.

Planning a multi-country assignment

Many transfers involve work in more than one EU country. Plan the itinerary at the start:

1. Decide which country hosts the first and longest stay, and apply there.
2. List other countries the transferee will visit, with expected days in each.
3. Check whether each stay is short-term mobility, up to 90 days in any 180-day period, or long-term mobility.
4. Check each country's notification or permit requirement before the stay starts.
5. Track the total duration against the three-year or one-year limit.

A simple tracker, updated with each trip, prevents most compliance problems.

For employees

• Ask for a copy of the transfer letter and the permit decision.
• Check that your pay matches what the permit states.
• Keep a record of your days in each country.
• Ask your employer what happens at the end of the transfer, and whether a move to another permit is planned.
• Check your family members' status if they come with you.

Your next steps

1. Confirm the employee's category: manager, specialist or trainee.
2. Read the ICT page for the first country on the EU Immigration Portal.
3. Prepare the group and transfer documents.
4. Apply, and plan mobility notifications before any work in other countries.

Worked examples

A manager moved for two years

A regional manager employed by a group company in India is transferred to the group's subsidiary in Germany for two years to run its operations. She fits the manager definition, has worked for the group for the required period and will be paid in line with comparable German managers. The host entity applies in Germany, the country of the first stay. Her permit can be issued for the two years, within the three-year maximum.

A specialist with trips to other countries

A software specialist is transferred to the Netherlands for 18 months and will spend about six weeks at the group's office in Belgium. The Belgian stay falls within short-term mobility of up to 90 days in any 180-day period. The employer checks Belgium's notification rules before the trip and records the days.

A trainee

A graduate trainee is transferred to Portugal for a 10-month training programme. Because the trainee limit is one year, the transfer fits within the maximum. If the group later wants to keep the trainee in Europe, a different permit will be needed.

A transferee nearing the limit

A specialist has completed 34 months on ICT permits, including mobility. The group wants her to stay another year. Because the maximum is three years, the employer plans a change to another permit, such as an EU Blue Card, before the limit is reached.

Common mistakes

• Using an ICT permit for an employee who does not meet the manager, specialist or trainee definition.
• Assigning the transferee to work for a client outside the group.
• Forgetting that mobility periods count towards the maximum duration.
• Paying below comparable local salaries.
• Assuming the permit works in Denmark or Ireland.

For the employer's ongoing duties after any non-EU hire, see employer duties after hiring a non-EU worker.