Corporate Immigration — Simplified,
Compliant and Cost-Efficient
CIS specializes in fully managing corporate immigration processes for companies operating in Netherlands. With the growing demand for international talent, navigating Dutch immigration laws and securing legal residence for non-EU employees has become more complex - and more essential - than ever before.
Corporate Immigration in a Globalized Workforce
In a global economy where talent knows no borders, corporate immigration has become a strategic pillar for companies aiming to attract and retain the right people in the right place, at the right time. Navigating the complexities of global mobility and immigration compliance is no longer a back-office function. It is a boardroom issue, influencing strategic growth, workforce planning, and risk management.
From international logistics hubs to large-scale construction projects, employers increasingly depend on foreign talent to fill roles in high-demand sectors such as construction, manufacturing, transport and warehousing. However, ensuring compliance with immigration laws - especially when dealing with third-country nationals (TCNs) - requires more than just paperwork. It demands a multidisciplinary approach that combines legal expertise, operational efficiency, and human understanding.
Whether you're onboarding third-country nationals for long-term assignments, short-term projects, or intra-company transfers, our automated solutions take the hassle out of the entire process.
From residence permit applications to legal consulting and IND correspondence, we handle everything... so you don’t have to.
What Is Corporate Immigration?
Corporate immigration refers to the legal and administrative processes by which businesses move foreign nationals across borders for employment purposes. This can involve short-term business visits, intra-company transfers, highly skilled migrant schemes, or long-term assignments. Immigration strategies often intersect with employment law, tax regulations, and social security obligations.
While EU/EEA and Swiss nationals benefit from freedom of movement within the European Union, hiring talent from outside this area involves more stringent procedures. Employers must understand visa categories, work and residence permits, labor market tests, and sector-specific quotas. Failure to comply with these frameworks may result in significant penalties and reputational damage.
As summarized in the OECD’s International Migration Outlook 2023, countries are tightening enforcement while introducing fast-track pathways for skilled workers. This dual trend underscores the need for businesses to balance speed with compliance.
See our FAQ for more answers on corporate immigration.
The Strategic Importance of Immigration Compliance
Corporate immigration is not merely an HR function - it’s a strategic enabler. Companies that integrate immigration planning into their workforce strategy gain access to critical skills, strengthen diversity and inclusion goals, and build resilience in volatile labor markets.
But complexity is increasing. Legal frameworks differ widely across jurisdictions, and frequent policy changes - often driven by political developments, labor shortages, or health crises - can derail business continuity. Key compliance challenges include:
Authorities across Europe, including the Dutch Labour Authority, now regularly conduct audits and unannounced workplace inspections. Employers must be ready to demonstrate real-time compliance and provide documentation that proves legal employment status, salary levels, and terms of secondment. As emphasized by the European Labour Authority, cross-border employment demands a coordinated effort between immigration, HR and legal teams to minimize risk and ensure ethical labor practices.
Trends and Innovations in Corporate Immigration
Several major trends are transforming the landscape of corporate immigration.
The most prominent include:
Digitalization of immigration services
Many countries are automating visa applications, residence permits, and status checks. However, the Dutch Immigration Authority (IND) still processes most corporate applications using physical paperwork rather than digital systems.
Remote work and digital nomad visas
Countries such as Portugal and Estonia have introduced new visa categories targeting remote workers. These programs are reshaping traditional views of work location and residence requirements.
Employee experience and duty of care
Employers are increasingly recognizing that the immigration journey impacts talent retention. Streamlined processes, clear communication, and relocation support are no longer optional - they’re competitive differentiators.
Sustainability and compliance-driven policies
ESG-conscious companies are aligning their immigration strategies with ethical employment standards and fair labor practices, often going beyond legal minimums.
For a deeper dive into these shifts, the Migration Policy Institute regularly publishes trend analyses and policy briefings on global labor migration and corporate mobility frameworks.
A Human-Centered Approach to Global Mobility
In today’s interconnected world, corporate immigration is about more than processing documents. It’s about helping people transition across borders, cultures, and legal systems in a way that is compliant, transparent and humane.
Employers who take a proactive, human-centered approach not only reduce legal risk - they also empower their global workforce. This means designing immigration processes that are predictable, efficient, and empathetic to the needs of both the organization and the individual.
Whether you're relocating science researchers, construction builders or healthcare specialists, immigration policies are increasingly shaping your ability to compete for global talent. Integrating immigration into your strategic HR and compliance framework is no longer optional - it’s essential.
