Salary is now one of the main reasons a European work permit is granted or refused. For 2027 the key figures are these: in Poland the minimum wage rises to PLN 4,950 gross per month and PLN 32.30 per hour on 1 January 2027, and a foreign worker's pay must not be lower than that of comparable staff; in Sweden a new work permit generally needs at least 90% of the median salary, which is SEK 34,470 per month since 16 June 2026; and the German EU Blue Card needs EUR 50,700 a year in 2026, or EUR 45,934.20 in shortage occupations, with 2027 figures due around the turn of the year. EU law also guarantees single permit holders equal treatment on pay. This guide explains how salary rules work, compares the main countries and shows how to check an offer. All figures were checked on 11 November 2026.

Three kinds of salary rule

European countries use three main types of salary rule for work permits. A job may need to meet more than one.

A statutory minimum wage

Many countries have a national minimum wage that applies to all workers. A permit cannot be granted for pay below it. Poland is an example.

A comparable pay rule

Some countries require that a foreign worker is paid at least as much as local workers doing comparable work. Poland applies this rule to work permits, and the EU Single Permit Directive gives single permit holders equal treatment on pay with nationals (EUR-Lex).

A specific permit threshold

Some permits have their own minimum salary, often linked to the median or average wage. Sweden's 90% of median rule and the EU Blue Card thresholds are examples.

Comparison table

Poland

The 2027 minimum wage

The Polish minimum wage for 2027 is PLN 4,950 gross per month and PLN 32.30 gross per hour, set by the regulation published as Journal of Laws 2026, item 1213 (Journal of Laws). In 2026 the monthly minimum was PLN 4,806. The hourly rate matters for civil law contracts, where pay is often set per hour.

Comparable pay

Voivodeship offices state that the pay of a foreign worker under a permit must not be lower than the pay of workers doing comparable work for the same employer (Warmia-Masuria Voivodeship Office). In practice, this means that an employer who pays local staff above the minimum wage cannot offer the foreign worker only the minimum for the same work.

What this means for contracts running into 2027

A contract signed in 2026 at the 2026 minimum will fall below the legal floor on 1 January 2027 unless the pay is increased. Employers should update contracts, and workers should check their January 2027 payslip. Since 8 July 2026, a worker moving from a civil law contract to an employment contract with the same employer does not need a new permit (Zielona Linia), but the pay rules still apply.

EU Blue Card in Poland

Poland also issues the EU Blue Card, which has a much higher threshold linked to the average wage. The figure changes each year when the statistics office publishes new data, so check the current amount with the voivodeship office before applying.

Sweden

The 90% rule

Since 1 June 2026, a new Swedish work permit generally requires a salary of at least 90% of the median salary. From 16 June 2026 this means SEK 34,470 per month, based on a median of SEK 38,300 (Swedish Migration Agency). The previous level was 80%, and older articles that quote SEK 33,390 now describe an outdated rule for new applications.

Exempt occupations

About twenty occupations are exempt from the 90% rule and need only 75% of the median. The Migration Agency publishes the list (Swedish Migration Agency). Check the exact occupation code, not just the job title.

Extensions

Workers who applied for an extension between 1 June and 1 December 2026 remain covered by the previous 80% level. For later extensions, check the Migration Agency page for the rule that applies.

EU Blue Card

The Swedish EU Blue Card threshold is SEK 53,625 per month. The Blue Card is a separate route for highly qualified work.

When the salary is too low

The Migration Agency explains that an application can be rejected if the salary does not reach the required level (Swedish Migration Agency). Because the median can be updated, check the current figure before filing, not only when the offer is made.

Germany

For 2026, the German EU Blue Card requires a gross annual salary of at least EUR 50,700. A reduced threshold of EUR 45,934.20 applies to shortage occupations, recent graduates and some IT specialists (Make it in Germany). Germany usually publishes the next year's figures around the turn of the year. Until the 2027 figures are published, do not use estimates from unofficial sites. Our guide to Germany work permit types covers the other German routes.

Other countries on this site

We cover salary rules for further countries in separate guides, including Austria and Luxembourg. Check those guides and the national authority for the current figures.

How EU Blue Card thresholds are set

The EU Blue Card Directive, Directive (EU) 2021/1883, requires each member state to set its salary threshold between 1.0 and 1.6 times the average gross annual salary in that country (EUR-Lex). States may set a lower threshold, of at least 80% of the normal one, for shortage occupations and for recent graduates. This is why Blue Card thresholds differ so much across Europe and why they change every year as average salaries change.

Reading a job offer correctly

Gross, not net

Thresholds are almost always stated as gross pay, before tax and social contributions. An offer that states only a net amount is hard to check and should be clarified in writing.

Monthly, annual or hourly

Make sure you compare like with like. Sweden uses a monthly figure, Germany an annual one, and Poland gives both a monthly and an hourly minimum.

What counts towards the threshold

Authorities usually count the fixed salary. Allowances, overtime, bonuses or the value of housing may not count. If a large part of the offer is variable or in kind, ask the employer to confirm how the authority will treat it.

Full-time and part-time

A part-time job may not reach a monthly threshold even if the hourly rate is high. Check the number of hours in the contract.

The year of decision

If the decision will be made in 2027, check the 2027 rules, even if the offer was signed in 2026.

Worked examples

The examples below show how to apply the figures. They are illustrations, not assessments of any real offer.

Poland: hourly pay on a civil law contract

A worker is offered PLN 32.30 per hour from January 2027 for 160 hours a month. That is exactly the 2027 hourly minimum, giving PLN 5,168 gross for the month. If comparable workers at the same employer earn more per hour for the same work, the offer would still not meet the comparable pay rule.

Sweden: a salary just below the threshold

A new work permit application is filed in December 2026 for a full-time job paying SEK 34,000 per month. This is below the SEK 34,470 required under the 90% rule, so the application would not meet the salary requirement unless the occupation is on the exempt list. Raising the offer to at least SEK 34,470 before filing would solve the salary point.

Sweden: part-time work

A job pays the equivalent of SEK 40,000 per month for full-time work, but the contract is for 75% of full time, so the actual monthly salary is SEK 30,000. The threshold applies to the salary actually paid, so this offer would fall short.

Germany: monthly equivalent of the Blue Card threshold

The 2026 standard threshold of EUR 50,700 per year equals EUR 4,225 per month over 12 months. The reduced threshold of EUR 45,934.20 equals EUR 3,827.85 per month. If an employer pays a thirteenth salary or other annual payments, ask how the authority counts them before relying on them.

Currency and exchange rates

Thresholds are set in the national currency: zloty in Poland, kronor in Sweden and euro in Germany. An offer stated in another currency, or converted at an informal rate, is hard to check and may not reflect what the authority will see. Ask for the contract salary in the national currency.

Salary in the contract versus salary on the payslip

The authority looks at the salary in the contract or offer when it decides the application. Later, inspectors and the authority dealing with an extension may look at what was actually paid. If the payslip shows less than the contract, for example because of unpaid hours or deductions that were not agreed, this can cause problems at extension. Workers should raise differences with the employer in writing as soon as they notice them.

If your employer cuts your pay

A pay cut below the level in your permit can mean that the permit conditions are no longer met. Do not simply accept it. Ask for the reason in writing, check your contract, and contact the labour inspectorate if your rights are not respected. In Poland, the National Labour Inspectorate handles complaints about pay (National Labour Inspectorate). If the cut leads to the end of your job, see our guide on losing your job on a work permit in Europe.

Pay after the permit is granted

Salary rules do not stop at the application. If the worker is later paid less than the permit states, the employer may be breaking the rules and the worker may be refused an extension. In Malta, salaries of third-country workers must be paid through a bank, which creates a record that inspectors can check (Department of Information). Workers should keep every payslip and bank statement. Our guide to employer duties after hiring a non-EU worker explains the employer's side.

Salary at extension

When a permit is extended, the authority usually checks whether the salary rules are met at the time of the new application. That can mean a higher figure than at the first application. In Sweden, for example, extensions filed between 1 June and 1 December 2026 remain at the earlier 80% level, but later extensions should be checked against the current rules on the Migration Agency website (Swedish Migration Agency). In Poland, an extension from 2027 must reflect the 2027 minimum wage. Workers and employers should review pay a few months before an extension is due, so that any change can be made in time.

Deductions and charges

Some offers include deductions for housing, transport or meals. Even where these are lawful, a large deduction can leave the worker with much less than the headline figure. Ask for every deduction in writing before you accept. Be especially careful if someone asks you to pay a recruitment or permit fee out of your future wages. Our guide on how to spot a fake job offer for Europe explains why.

A salary check before you apply

1. Find the official threshold for your permit type and the year of decision.
2. Confirm the gross monthly or annual figure in the offer.
3. Check that only countable pay is included.
4. Compare the pay with local workers doing similar work, where that rule applies.
5. Check the hours and whether the job is full-time.
6. Ask for any deductions in writing.
7. Recheck the figures if the decision moves into a new year.

Salary is only one condition, but it is easy to check and often decisive. For other reasons why applications fail, see why work permits are refused in Europe. For the full list of 2027 changes, see our tracker of Europe work permit changes.