1. Latest 2026 Update: What Has Changed?

The first step in checking the France Passeport Talent salary requirements 2026 is to distinguish the currently published legal thresholds from older figures that may still appear in articles, recruitment discussions or immigration websites.

The French government published an order dated 21 August 2025 establishing the annual gross salary reference at €39,582, effective from 1 September 2025. The relevant French Immigration and Integration Code provisions use this reference for the qualified employee and EU Blue Card salary calculations.

As of 14 October 2026, the official government guidance consulted for this article continues to list €39,582 for the relevant qualified employee routes and €59,373 for the EU Blue Card. Applicants should recheck the official rules immediately before filing because a subsequent legal instrument could change a threshold.

The important distinction is that a published salary threshold is only one part of the eligibility test. The immigration authority must also be satisfied that the applicant falls within the legal category being requested.

Are new salary increases or policy changes proposed?

A proposed amendment, a government announcement and an enacted legal change are not the same thing. Do not increase or decrease your expected salary requirement based on an unconfirmed social media post, recruitment advertisement or unofficial prediction.

For the latest legally applicable position, check the official French legislation database, Légifrance, and the Service-Public government information portal. This article does not treat an unverified future salary increase as an existing rule.

2. What Is the France Passeport Talent?

The Passeport Talent is the familiar name for France’s multi-year Talent residence permit framework. It is intended for qualifying non-EU nationals whose employment, professional expertise, business activity or other recognised contribution meets a specific immigration category.

For skilled employees, the relevant routes can include qualified employment, employment with an eligible innovative company, intra-group assignments and the EU Blue Card for highly qualified professionals.

Although the routes are grouped under the Talent framework, their legal requirements differ. A professional with a master’s degree and a qualifying employment contract may fit the qualified employee route. A senior specialist hired for a highly qualified position may instead qualify for the EU Blue Card if all its conditions are satisfied.

Why choosing the correct category matters

• Salary: The minimum annual gross remuneration varies by route.
• Qualifications: Some routes require a specific French qualification, while others accept qualifying higher education or relevant professional experience.
• Employer status: Innovative-company and intra-group routes have additional requirements.
• Contract duration: Minimum contract periods differ between categories.
• Work authorisation: Qualifying Talent permits generally allow employment without a separate work authorisation application by the employer, subject to the applicable legal framework.
• Residence duration: The visa or permit validity depends on the route and the duration of the qualifying activity.

The purpose of a salary assessment is therefore not simply to ask whether your proposed pay is high enough. It is to determine whether the remuneration, job, employer and your professional profile satisfy the same legal route.

3. France Passeport Talent Salary Requirements 2026 by Category

A. Talent-Salarié Qualifié: Qualified Employee

The qualified employee route is relevant to certain non-EU professionals who have obtained a qualifying French higher education qualification and secured an appropriate employment contract.

Under the government guidance applicable in October 2026, the standard salary threshold for this route is €39,582 gross annually.

The usual qualification condition includes a master’s-level qualification obtained in France or a qualifying diploma recognised under the applicable rules, such as an eligible qualification bearing the relevant Conférence des grandes écoles label.

The employment contract must exceed three months. The job offer must provide the required gross annual remuneration, and the applicant must satisfy the remaining category-specific conditions.

This route should not be confused with a general rule that any overseas master’s degree automatically qualifies its holder. The specific qualification conditions and the place or status of the diploma matter.

B. Talent-Salarié Qualifié: Employee of an Innovative Company

This pathway is intended for eligible professionals recruited by a qualifying innovative company to carry out duties directly connected with the company’s research and development project or qualifying development activities.

The standard published annual gross salary threshold is €39,582.

Salary alone is insufficient. The company must meet the relevant legal definition or recognition conditions, and the employee’s actual responsibilities must fit the required relationship with the innovative project.

Before relying on this route, check:

• Whether the employer qualifies as a young innovative enterprise or another recognised innovative company under the applicable rules.
• Whether the company can supply the relevant recognition or supporting evidence.
• Whether the job duties are genuinely connected to the qualifying project.
• Whether the employment contract and proposed remuneration satisfy the required conditions.

A standard technology company is not automatically eligible simply because it works with modern software or describes itself as innovative in its marketing.

C. Talent-Salarié Qualifié: Employee on Assignment

The employee-on-assignment route is relevant when an employee of a company established outside France moves to France as part of a qualifying transfer between establishments of the same business or companies within the same group.

The standard published salary threshold is €39,582 gross annually. The applicant must also satisfy the intra-group mobility conditions, including at least three months of qualifying employment history within the group.

The French employment arrangement, the relationship between the companies and the nature of the assignment must be documented. An ordinary recruitment by an unrelated French company does not automatically qualify as an intra-group transfer.

Evidence may include a letter describing the assignment, an employment certificate from the overseas employer, details of the French position and the relevant employment contracts.

D. Talent–EU Blue Card

The EU Blue Card is a distinct route for highly qualified employment. It may suit experienced specialists, senior technical professionals and other candidates who meet the applicable qualification and employment conditions.

The official annual gross salary threshold is €59,373, calculated at 1.5 times the €39,582 annual gross reference amount.

The principal conditions include:

• A qualifying employment contract of at least six months.
• Annual gross remuneration meeting the applicable EU Blue Card threshold.
• A higher education qualification involving at least three years of higher education, or qualifying professional experience at a comparable level under the applicable rules.
• For certain specified occupations, eligibility may be established through at least three years of relevant professional experience acquired during the seven years preceding the application, where the relevant legal conditions apply.

Not every professional with five years of experience automatically qualifies. The experience must meet the relevant standard and relate appropriately to the profession or sector. The special three-year route applies only under the prescribed conditions.

Review the official French Immigration Code provisions for the EU Blue Card before selecting this category.

E. Talent–Corporate Officer

The corporate officer route, known in French as mandataire social, is relevant to certain individuals appointed to act as legal representatives of a French company or establishment.

Under the applicable rule, remuneration must be at least three times the annual full-time SMIC. The individual must also demonstrate the qualifying employment or corporate-officer history within the same group for more than three months and hold the appropriate mandate.

This route is not interchangeable with ordinary salaried employment. A job title such as director, country manager or chief executive officer does not by itself establish eligibility. The legal appointment and the actual corporate responsibilities must be assessed.

Because the formula depends on the applicable minimum wage, confirm the current SMIC reference when preparing the application. Do not assume that the €39,582 qualified employee threshold applies to corporate officers.

Other Talent categories

The Talent framework also covers other qualifying activities, including certain research, artistic, cultural, medical, investment, business creation and recognised innovative-project situations. Their requirements may involve a different salary calculation, financial resources, professional authorisation, investment amount or supporting agreement.

For example, a qualifying medical professional may need the appropriate authorisation to practise and must meet the specific remuneration rule for that category. An artist or a person recognised for national or international reputation may be assessed under a different resource requirement.

These routes should not be evaluated using the qualified employee salary threshold alone. Always start with the exact category and its official eligibility page.

4. How to Check Your Correct Category in 2026

Use the following sequence before accepting a job offer or submitting a visa application.

Step 1: Confirm your professional arrangement

Identify whether you are joining an unrelated French employer, moving to France within your existing corporate group, joining an eligible innovative company or taking up a genuinely qualifying highly skilled position.

Your relationship with the employer is often the first indicator of the appropriate route.

Step 2: Review your qualifications and experience

Determine whether the route requires a qualifying French master’s-level qualification, a higher education credential, a particular level of professional experience or a specific professional authorisation.

Prepare certificates, transcripts where relevant, employment references and evidence of responsibilities. If your experience is being relied upon instead of a conventional qualification, make sure it satisfies the legal requirements of the selected category.

Step 3: Check the annual gross salary

Compare the remuneration stated in your proposed contract with the threshold for the selected route. Use annual gross remuneration rather than take-home pay, and make sure the contractual figures can be understood without relying on uncertain bonuses.

Step 4: Check contract duration

Confirm that the employment contract meets the applicable minimum duration. The standard qualified employee route requires a contract exceeding three months, while the EU Blue Card requires at least six months.

Step 5: Verify the employer’s supporting evidence

Ask whether the employer can supply the necessary employment certificate, company recognition, assignment documentation or corporate appointment documents.

Step 6: Check the application route

If you are applying from India or another country outside France, use the official France-Visas process and the instructions of the French consular authority responsible for your place of residence. If you are already in France, check the applicable online residence-permit procedure and filing deadlines.

5. Eligibility Requirements Beyond Salary

Meeting the salary threshold is necessary for the relevant route, but it is not a guarantee of approval. Applicants should review the complete legal conditions before submitting their documents.

Professional qualifications

For the qualified employee pathway, the prescribed qualification condition is central to the application. For the EU Blue Card, the relevant higher education or professional experience condition must be met. The correct evidence depends on the route.

Professional certificates, online training and short courses do not necessarily substitute for a qualification specifically required under immigration law.

Genuine employment

The employment contract should identify the employer, position, remuneration, working arrangements and duration of the engagement. The proposed role should be consistent with the evidence submitted and the category requested.

A contract that states an eligible salary but provides insufficient detail about the job or employer may require clarification or additional evidence.

Employer and company eligibility

Innovative-company applications require evidence of the company’s relevant status and the relationship between the job and its qualifying project. Intra-group applications require evidence of the corporate relationship and employment history.

Applicants should avoid relying exclusively on an employer’s verbal assurance that a company qualifies.

Regulated occupations

Some professions are subject to separate professional licensing, registration, recognition or authorisation requirements in France. Healthcare and other regulated occupations may require additional proof that the applicant is legally entitled to practise.

An immigration residence permit does not automatically replace a professional licence or authorisation required under French law.

Immigration status and application timing

Your current location and residence status influence the application procedure. Applicants outside France generally apply through the French consular visa process. Applicants already in France must follow the relevant residence-permit procedure and its deadlines.

Make sure your passport, current immigration status and supporting documents remain valid as required throughout the application process.

6. Employer Requirements and Responsibilities

The employer plays an important role in a Talent application because the employment contract and supporting company documents are central evidence of eligibility.

Employment contract and remuneration

The contract should clearly establish the position, gross remuneration, duration and other relevant terms. Where a threshold applies, the contractual annual gross salary should meet or exceed it without ambiguity.

If the remuneration package contains fixed salary, bonuses, commissions or benefits in kind, ask the employer to explain how the guaranteed contractual remuneration is calculated. Do not assume that every additional benefit will count toward the immigration salary threshold.

Company documents

Depending on the category, the employer may need to provide an employer certificate, information about the company’s legal status, evidence of innovative-company recognition or documents establishing an intra-group assignment.

For a corporate officer, the legal appointment and remuneration evidence must support the requested category.

Work authorisation

For the qualifying Talent-Salarié Qualifié and Talent–EU Blue Card routes, the French government states that the employer does not need to request a separate work authorisation for the qualifying employment. This should not be interpreted as permission to disregard the specific eligibility requirements or professional rules.

Employer tax considerations

The French government also indicates that qualifying employers under these Talent routes are exempt from the tax associated with employing a foreign national. The precise treatment depends on the applicable category and legal conditions.

Practical employer checklist

• Confirm the employee’s intended Talent category.
• Check that the contract satisfies the relevant duration requirement.
• Confirm the gross annual salary and how it is calculated.
• Prepare the applicable employer certificate and contract evidence.
• Obtain company recognition or group-mobility documents where required.
• Check any professional authorisation requirements.
• Coordinate the timing of the visa or residence-permit application.

Official guidance and the current documentation requirements are available through Service-Public’s Talent residence permit guide.

7. How to Calculate Your Qualifying Salary

Salary assessment should begin with the gross remuneration guaranteed by your employment contract. The amount should be compared with the applicable annual threshold for your route.

For a straightforward annual salary, the calculation is simple: compare the annual gross contractual amount with the published minimum. If your contract states a monthly gross salary, multiply it by the number of guaranteed monthly salary payments in the relevant year, taking account of the contractual structure.

Gross salary versus net salary

Gross salary is the remuneration before employee social contributions and income tax deductions. Net salary is what the employee receives after applicable deductions. Immigration salary thresholds are generally expressed in gross annual terms for the categories discussed here.

For example, a candidate may receive a net monthly payment that looks lower than expected because of tax and social contributions. That does not automatically mean the gross salary falls below the threshold. Check the gross amount stated in the employment contract and supporting payroll documentation.

Can bonuses count?

The treatment of bonuses and variable remuneration depends on the contract and the applicable rules. A guaranteed and clearly documented component is easier to evaluate than a discretionary payment dependent on future business performance.

If your base salary falls below the threshold but your employer proposes to make up the difference through commissions, a performance bonus or benefits, obtain a category-specific assessment before relying on the package.

Part-time work and unusual payment arrangements

Do not assume that a salary below the published annual threshold becomes acceptable because the role is part-time, or that a part-time salary can be annualised without considering the applicable legal conditions. The relevant threshold and the proposed contract must be assessed together.

Likewise, reimbursements for travel, relocation or business expenses should not automatically be treated as salary. They may serve a different purpose and should be documented separately.

Keep a salary evidence file

Save the signed employment contract, any formal salary annex, the employer’s salary calculation and supporting documents that explain guaranteed remuneration. If a revised offer changes the annual gross amount, obtain an updated contract or written amendment rather than relying on an informal email alone.

8. Documents Required for a France Talent Application

The exact checklist depends on your category, application location and personal circumstances. The following is a practical preparation list rather than a substitute for the personalised checklist issued through the official process.

Personal documents

• Valid passport and relevant identity pages.
• Current visa or residence permit, if applicable.
• Proof of address where required.
• Recent compliant digital photograph or e-photo reference where requested.
• Completed application information and the applicable declarations.
• Signed commitment to respect the principles of the French Republic, where required.

Employment and salary documents

• Signed employment contract or qualifying offer documentation.
• Employer certificate or the applicable official employer form.
• Clear evidence of annual gross remuneration.
• Job description explaining responsibilities and position.
• Salary annex or contract amendment if remuneration has been revised.

Qualification documents

• Relevant degree or diploma.
• Evidence that the qualification meets the category’s conditions.
• Professional experience certificates where experience is relevant to eligibility.
• CV and supporting employment references, where applicable.
• Professional registration or authorisation for regulated occupations.

Additional documents for particular categories

• Innovative-company route: qualifying company recognition or evidence of young innovative enterprise status, plus employer confirmation of the employee’s duties.
• Employee on assignment: evidence of at least three months’ relevant group employment, an assignment letter and documents explaining the relationship between the overseas and French entities.
• EU Blue Card: evidence of the required higher education qualification or qualifying professional experience, as applicable.
• Corporate officer: the legal mandate or appointment documentation, relevant group employment history and remuneration evidence.

Documents not issued in French may require translation or other formalities, depending on the document and the authority’s instructions. Check the current consular or residence-permit checklist before paying for translations, legalisation or certification.

For official document instructions, visit Service-Public and France-Visas.

9. Application Process for Indian and Other Overseas Applicants

If you are applying from India, the general process begins with identifying the correct Talent category and confirming that the employment offer meets its legal requirements. The exact procedure depends on the length of the intended stay and the type of visa or permit issued.

Step 1: Confirm your category and salary

Check the salary threshold, qualification requirements, contract duration and employer eligibility. Resolve any uncertainty about variable pay or the legal nature of the job before beginning the formal process.

Step 2: Gather employer evidence

Ask the French employer to prepare the appropriate employment documents and any supporting company evidence. The employer should verify that the proposed contract and job duties match the category being requested.

Step 3: Complete the official visa process

Applicants living outside France generally submit the relevant visa application through the official France-Visas process and follow the instructions of the French consular authority responsible for their place of residence.

Use the official visa wizard to identify the applicable application route, supporting documents and appointment instructions. A Talent application should not be filed under an unrelated visa category merely because an appointment appears more convenient.

Step 4: Attend the required appointment

Follow the current instructions for appointment booking, biometrics, document submission and any applicable fees. The required arrangements may depend on the location and the service provider designated by the French authorities.

Step 5: Respond to requests for additional information

Keep copies of the submitted application and all supporting evidence. If the authority requests clarification about your salary, employer, qualifications or assignment, respond with consistent documentation within the specified deadline.

Step 6: Follow the correct procedure after arrival

The procedure after arrival depends on the document issued. A qualifying long-stay visa serving as a residence permit must generally be validated online within three months of arrival. Where a separate multi-year residence card is required, follow the applicable filing instructions and deadline.

The French government distinguishes between stays shorter than 12 months and stays of at least one year. Under the relevant Talent routes, a stay of less than 12 months may be covered by a long-stay visa equivalent to a residence permit, while a stay of at least one year may require a separate residence card application after arrival.

Official guidance is available at France-Visas and the French government’s foreign nationals online administration portal.

10. France Talent Visa Fees and Processing Times in 2026

Residence permit fees

For the relevant Talent residence card routes, Service-Public currently lists a total of €350 for the residence card, comprising a €50 stamp duty and a €300 tax, payable when the card is issued. The authority confirms the amount and payment instructions as part of the procedure.

This figure should not be mistaken for a complete estimate of every cost associated with moving to France. Visa application charges, service-provider fees, translations, document certification, travel and relocation expenses may be separate. The applicable amount and payment process should be verified for your particular application.

Consult the official Talent residence permit guidance and the France-Visas website for current charges.

How long does processing take?

There is no single processing time that can safely be promised for every France Talent application. The timeline depends on the visa or residence-permit procedure, the application location, appointment availability, document completeness and whether the authority needs further evidence.

Applicants should distinguish between:

• Waiting for a visa appointment.
• Time spent preparing and submitting the application.
• Consular assessment and any request for additional documents.
• Residence-permit processing after arrival, where applicable.
• Card production and collection after approval.

A complete application may avoid preventable delays, but no adviser or employer should guarantee approval or a fixed processing time without an official basis.

Plan your start date carefully

Do not assume that signing a contract means you can immediately begin working in France. Coordinate your intended joining date with the visa process, the conditions of your immigration document and the employer’s onboarding arrangements.

If the contract has a fixed start date, discuss contingency arrangements with the employer before submitting your application.

11. Is There a Quota or Annual Cap for the Passeport Talent?

The standard Talent-Salarié Qualifié and Talent–EU Blue Card routes are based primarily on individual statutory eligibility conditions, including salary, qualifications, contract duration and the relevant employer or job requirements.

The official guidance reviewed for this article does not establish a general annual numerical quota for these standard routes. Applicants should not assume that a salary above the threshold guarantees approval, but neither should they assume that a universal annual cap automatically applies.

Other immigration schemes may have distinct restrictions, sector-specific conditions or programme rules. These should not be confused with the general eligibility framework for the Talent categories discussed here.

Do occupation lists matter?

For the EU Blue Card, the qualification and professional experience rules are particularly important. Certain specified professions may benefit from the applicable alternative professional-experience route, but the relevant occupation and evidence conditions must be satisfied.

For the innovative-company route, the relationship between the employee’s duties and the company’s qualifying project matters. For the intra-group route, the employment relationship and group transfer must be genuine and documented.

There is no reason to treat every occupation as automatically eligible merely because the employer offers the required salary. Equally, do not assume that every Talent route requires the same occupation list.

How to monitor future changes

Before applying, check:

• Légifrance for enacted legal provisions and published orders.
• Service-Public for updated official eligibility and procedural guidance.
• France-Visas for visa category and application instructions.

Any announced proposal should be treated as a future change only if the official legal process confirms its status and effective date. Applicants should use the rules in force for their actual filing circumstances rather than relying on a predicted future threshold.

12. Practical Examples: Does Your Salary Meet the Requirement?

The following scenarios illustrate how salary and category conditions interact. They are examples for understanding the rules, not guarantees of an individual outcome.

Example 1: A qualified professional earning €42,000

An applicant has a qualifying French master’s-level diploma and a French employment contract lasting 18 months. The annual gross salary is €42,000.

Salary assessment: The proposed salary exceeds the €39,582 threshold for the relevant qualified employee route.

What to verify next: Confirm that the diploma meets the specific legal requirement, the contract exceeds three months and the employer documentation is complete. Meeting the salary test does not remove the other conditions.

Example 2: An employee earning €38,000 at a recognised innovative company

A technology company proposes to recruit a specialist whose duties relate to a research and development project. The annual gross salary is €38,000.

Salary assessment: The salary is below the €39,582 threshold for the relevant innovative-company employee route.

Possible solution: The employer could review whether a genuine contractual remuneration adjustment is commercially appropriate and legally compliant. The applicant should not rely on speculative bonuses or benefits to close the gap without checking the rules.

Example 3: A highly qualified engineer earning €61,000

An engineer receives a French employment offer with an annual gross salary of €61,000 and a contract lasting 12 months.

Salary assessment: The proposed amount exceeds the €59,373 EU Blue Card salary threshold.

What to verify next: The engineer must also satisfy the relevant higher education or professional experience conditions and the other Blue Card requirements. A high salary by itself does not establish eligibility.

Example 4: A multinational employee transferred to France

An employee has worked for a company group overseas for four months and is moving to a French entity within the same group. The annual gross remuneration is €45,000.

Salary assessment: The salary exceeds the €39,582 threshold for the relevant employee-on-assignment route.

What to verify next: The applicant must establish the qualifying group relationship, the required employment history, the French employment arrangement and the nature of the assignment. A standard external job offer would need a different category assessment.

Example 5: A candidate with a high net salary but unclear gross pay

A candidate receives an offer stating an expected monthly take-home amount but does not have a signed contract showing the gross annual remuneration.

Salary assessment: Eligibility cannot be established reliably from the take-home figure alone.

Practical solution: Ask the employer to confirm the annual gross salary and provide the appropriate written contract or salary documentation before relying on the offer.

Example 6: A corporate manager appointed as a legal representative

A senior manager will act as the legal representative of a French entity and has worked in the same group for several months.

Salary assessment: The €39,582 qualified employee threshold should not automatically be used. The corporate officer route applies its own formula based on three times the annual full-time SMIC.

What to verify next: Confirm the legal mandate, qualifying group employment history and remuneration under the corporate officer rules.

13. Common Salary Eligibility Mistakes and How to Avoid Them

Mistake 1: Using an outdated threshold

Older articles may display salary figures that no longer match the official rules.

Solution: Check the current Service-Public guidance and the applicable Légifrance order. Record the date on which you verified the amount.

Mistake 2: Choosing the wrong Talent category

A professional may focus on the salary threshold and overlook a route-specific qualification, employer or mobility condition.

Solution: Identify the category first. Then check the salary, qualification, contract and employer requirements as one combined test.

Mistake 3: Confusing gross salary with net pay

Take-home pay does not provide a reliable substitute for the contractual gross annual amount.

Solution: Request a clear annual gross salary statement from the employer and review the contract’s payment structure.

Mistake 4: Depending on uncertain bonuses

A discretionary bonus may not provide the same evidence as a guaranteed contractual salary.

Solution: Confirm which remuneration components count under the applicable rules before relying on them.

Mistake 5: Ignoring contract duration

An otherwise attractive salary may be attached to a contract that does not meet the minimum duration for the selected route.

Solution: Verify the exact contract period. Remember that the standard qualified employee route and the EU Blue Card have different minimum durations.

Mistake 6: Assuming every French employer qualifies

An innovative-company or intra-group application requires evidence of the relevant legal conditions. A company description or job title alone is not sufficient.

Solution: Request the appropriate employer documentation before filing.

Mistake 7: Leaving documents until the last minute

Missing qualification evidence, unclear salary terms or incomplete employer documents can create delays.

Solution: Prepare a category-specific checklist, check the validity of documents and verify any translation or certification requirements before the appointment.

Mistake 8: Assuming the salary threshold guarantees approval

The published salary amount is only one component of the assessment.

Solution: Review your complete profile, including the job, qualifications, employer and procedural requirements, before proceeding.

14. Frequently Asked Questions About France Passeport Talent Salary Requirements 2026

15. Conclusion: Check Your Salary Before Applying

The France Passeport Talent salary requirements 2026 depend on the residence permit category that best matches your professional circumstances. For the relevant qualified employee routes, the published annual gross salary threshold is €39,582. For the EU Blue Card, it is €59,373. Corporate officers and applicants using other Talent categories must check their separate financial and eligibility conditions.

Before proceeding, confirm your annual gross salary, contract duration, qualifications, professional experience and employer documentation. Check the latest official rules rather than relying on an outdated salary figure or assuming that a high-paying job guarantees approval.

For applicants planning to move from India to France, early preparation can help identify gaps in the employment contract or supporting evidence before the formal application is submitted. The right category assessment should bring together salary eligibility, job requirements and the relevant immigration procedure.

Official Government Sources

• Service-Public: Talent multi-year residence permit, eligibility, documents and fees
• Légifrance: Official annual gross salary reference of €39,582
• Légifrance: Immigration Code provisions for the EU Blue Card
• Légifrance: Decree No. 2025-539 of 13 June 2025 on Talent residence permits
• France-Visas: Official visa application information
• French Ministry of the Interior: Foreign nationals online administration portal

Disclaimer: This article is for general information and immigration planning purposes only. Immigration rules, salary thresholds, fees and administrative procedures can change. Eligibility and approval depend on the applicable law and the facts of each case. Confirm the current official requirements before making employment, travel or application decisions.