Moving Talent, Moving Families: Navigating Family Reunification in Europe

Taking a new job abroad is a major step. For employees with families, whether loved ones can relocate with them, and when, can shape the entire move. Across Europe, the answer depends on factors including the employee’s immigration permission, the country they are moving to and their relationship with the family member seeking to join them.  

Family reunification can be relatively straightforward in some cases but may become more complex when the person joining is an unmarried partner, parent or adult child. Eligibility may also depend on the employee’s immigration permission and whether the relationship existed before the move. Even where reunification is possible, immigration requirements and processing times can affect when a family can settle together. 

For employers, these questions have practical consequences for assignment planning, employee wellbeing and retention. Assessing family eligibility and likely timelines alongside the employee’s work permission can mean businesses and employees make informed decisions before relocation plans are set in motion. 

Who can sponsor a family member? 

The employee’s immigration permission is the starting point for any family reunification plan. EU legislation provides specific family reunification rights for some workers, including EU Blue Card holders and intra-corporate transferees, while other workers rely on national immigration routes.  

The examples below are not exhaustive but illustrate how the sponsor’s immigration status permission can affect when family members may be able to join them. Requirements must also be checked in the destination country. 

EU Blue Card holders 

The EU Blue Card is a route for highly qualified workers taking up employment in a participating EU country. It offers facilitated family reunification: a minimum period of residence is not required before the holder can apply, and family applications submitted at the same time as the Blue Card application can be decided together when the relevant conditions are met.  

EU ICT permit holders  

An EU intra-corporate transferee (ICT) permit serves a different kind of move: a transfer from a company outside the EU to an entity in the same group within the EU. It also provides for family reunification without a minimum residence period for the permit holder. The family’s application still needs to meet the applicable conditions, and the practical process should be checked in the destination country as variations of this scheme may exist at national level. 

National rules can introduce additional considerations. In Germany, for example, one of the requirements under German immigration law for certain assignment-based permissions is that the marriage must already have existed when the residence permit was granted. Where the marriage takes place later, the principal may need to have held a residence permit for at least two years prior to reunification being applied for. 

Holders of national work permissions  

Employees sponsored through a country’s own employment routes may face different family reunification rules depending on the permission they hold.  

In Ireland, for example, Critical Skills Employment Permit holders and General Employment Permit holders fall into different family reunification categories, with the latter generally facing a 12-month waiting period. Under Spain’s general family reunification route, the sponsor ordinarily must have lived in Spain for at least a year and sought permission to remain for at least another year.  

Students do not have the same family reunification rights under EU legislation as the above categories. Whether family members can accompany or join a student therefore depends on the destination country’s rules and the type of student permission they hold. 

Taken together, these differences mean that choosing a viable immigration route for the employee does not necessarily mean every member of their family will be able to relocate at the same time.  

What restrictions do families face? 

The sponsor’s permission is only the starting point. Family reunification rules also determine which relatives may qualify and what they need to demonstrate.  

A spouse or minor child may have a clearer route than an unmarried partner, parent or adult child. Depending on the country and relationship, applicants may need to provide evidence of prior cohabitation, a durable relationship, financial dependency or a need for care. When the relationship began can also be relevant, particularly where it formed after the employee relocated. 

Applications involving parents, adult children or unmarried partners often require a thorough individual assessment. Where the law allows it, authorities may exercise discretion when weighing evidence of dependency, care needs or the durability of a relationship. As a result, the outcome is often much less predictable than for a spouse or minor child. 

Income and accommodation requirements, document collection and processing times can all affect when a family is able to relocate.  

This can have very practical consequences, such as an employee needing to start work before their partner can move, while parents may hope to time a child’s relocation around the school year. If these issues emerge only after an assignment has been agreed, a family may face an extended separation, and the employer may need to revisit start dates, assignments or project plans. 

One of the key considerations is timing – family immigration options should be assessed alongside the employee’s work authorisation, rather than after the work route and relocation date have already been decided.  

How Fragomen can help? 

Fragomen can assess family circumstances alongside the proposed work permission early in the mobility process. Considering the employee’s work authorisation and the family’s immigration options together can help identify potential restrictions before start dates and relocation plans have been finalised.  

This includes identifying who may qualify, what evidence is needed and whether the family can apply or travel together. We can also help employers and employees understand likely immigration timelines before they commit to a start date. 

Where a route creates difficulties for a family, we can work with employers to consider available alternatives, including the immigration route, the EU country of destination, assignment structure or timing of the move.  

If an application is delayed, we can assess whether an exception or expedited process is available and, where appropriate, engage with the relevant authorities.  

Family reunification is therefore more than an issue to address after an employee has secured permission to work. Considering the employee and their family together from the outset can give families greater clarity over their options and help employers plan international moves that work in practice.  

Want to know more?  

For questions or more information on family reunification and mobility into Europe, please reach out to Fragomen Consulting Europe: [email protected].

This blog was published on 13 October 2026 and reflects information available at that time. Updates may occur as policies evolve. To stay informed on the latest immigration news and analysis, please subscribe to our alerts and follow Fragomen on LinkedIn, Facebook and Instagram.