Key Changes to Temporary Protection Status in the Netherlands and Poland
If you’re supporting Ukrainian nationals in the Netherlands or Poland, recent developments require your immediate attention. Both countries have made significant adjustments to their temporary protection programs that will impact eligibility and administrative processes.
Netherlands: Major Eligibility Restrictions Coming
The Dutch government extended temporary protection status through March 4, 2027, but with a critical caveat—this extension now applies exclusively to Ukrainian nationals. Non-Ukrainian nationals who held temporary residence in Ukraine are no longer eligible as of September 4, 2025.
Protection beneficiaries should expect to receive detailed instructions later in 2026 about obtaining updated documentation.
The End is in Sight
Here’s what’s particularly important: Dutch authorities have announced they will terminate the temporary protection program entirely on March 4, 2027. After that date, a new three-year temporary residence permission will become available. We’re expecting more details on this transition in the second quarter of 2026.
New Registration Requirements
Since June 17, 2024, Ukrainian refugees claiming protection must attend an Immigration and Naturalization Service (IND) appointment within four weeks of municipal registration. During this meeting, the IND assesses eligibility and issues a proof of residence sticker if approved.
All temporary protection holders must obtain a sticker or O-document from the IND to prove their right to live and work in the Netherlands. This requirement has been in place since November 2022.
Poland: Extensions Secured After Political Uncertainty
Poland’s temporary protection program has been automatically extended until March 4, 2026, following legislative uncertainty that created significant concern in late summer 2025.
Recent Legislative Drama
On August 25, 2025, the Polish President vetoed proposed amendments to the Ukrainian Special Bill, creating uncertainty about whether protections would expire on September 30, 2025. Fortunately, new legislation was passed and became effective September 30, 2025, securing the automatic extension.
What Changed in July 2024
New requirements took effect on July 1, 2024, that impose stricter obligations on both employers and temporary protection beneficiaries:
Employer Obligations:
- Report employment start dates within seven days (reduced from 14 days)
- Report any employment status changes within seven days
- Confirm that temporary protection beneficiaries earn at least minimum salary
Employee Obligations:
- Notify employers within seven days of receiving any residence status decision
- Apply for a Polish identification number (PESEL) immediately upon arrival (previously 30 days)
Broader Permit Eligibility
Since April 1, 2023, Ukrainian nationals under the Special Bill can apply for Single Permits, EU Blue Cards, and Residence Permits for business activities. These applications can be submitted by postal mail to avoid appointment delays.
Adult unemployed dependents and minors cannot apply for Residence Permits but remain eligible for Single Permits and EU Blue Cards.
Cross-Border Consideration
Ukrainian nationals who already hold temporary protection status in another EU country are not eligible for Polish Special Bill benefits if they relocate to Poland. This prevents duplicate protection claims across member states.
My Insight
The diverging approaches in these two countries highlight a broader trend we’re seeing across Europe. The Netherlands is actively planning its exit strategy from temporary protection, while Poland continues to refine and adapt its program for longer-term integration.
For employers with Ukrainian nationals in either jurisdiction, documentation compliance has never been more important. The Netherlands’ upcoming transition away from temporary protection in 2027 means we need to start planning alternative immigration pathways now—particularly for non-Ukrainian nationals who’ve already lost eligibility.
In Poland, the shortened notification timelines may seem minor, but they create real operational challenges. I recommend establishing clear internal protocols to ensure seven-day deadlines are consistently met. Non-compliance could jeopardize your employees’ legal status.
Both countries demonstrate that temporary protection truly is temporary. We should be having conversations with affected employees about long-term options well before March 2027.
Michelle LePage | Senior Global Immigration Advisor
Global Mobility Partners, Atlanta, GA