Tulips, clogs, cheese and windmills. And of course, bicycles. These are a few things that probably come to your mind when you think of the Netherlands. But did you know it’s also home to one of the most qualified workforces in Europe? Let us show you how to hire employees in the Netherlands in a compliant and cost-effective way.
If you’re considering hiring your next candidate in the Netherlands, you’re in the right place. At WorkMotion, we have helped scores of businesses onboard their remote hires, and we have achieved excellent expertise in the country. Our tech solutions and team of experts will make this incredibly easy for you.
Receive process support by an experienced team of experts & pay your talent on time and in their local currency.
Send laptops and other devices to your remote employees in the Netherlands through our platform with just a few clicks.
Identify taxable talent expenses easily. No more manual sorting & human errors. Get 100% protection from tax liabilities
Fast-track your talent onboarding while ensuring 100% compliance with local regulations.
Easily onboard your remote talent in the Netherlands through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
The Dutch workforce is known for its digital skills, multilingualism and diversity. Working professionals in the Netherlands are technically skilled, highly adaptable and well-trained. They have access to various training programmes for young workers at different career levels.
Workers in the Netherlands as per industry sectors are as follows: service (82%), manufacturing (16%) and agriculture (2%).
The Netherlands has a robust network of universities that produce some of the smartest graduates in Europe. In the QS World University Rankings 2023, 11 universities in the Netherlands were ranked within the world’s top 250.
The Netherlands is a great country of choice if you’re looking to hire talent and expand your business in a new region. This is due to the stability and transparency of their labour relations. The Netherlands is also ranked highly in terms of competitiveness.
The Netherlands (also known as Holland), is located in northwestern Europe. The kingdom includes its former colonies in the Lesser Antilles: Aruba, Bonaire, Curaçao, Saba, Sint Eustatius, and Sint Maarten. Around 2,500 square miles (6,500 square km) of the country consists of reclaimed land. The Netherlands ranks among the highest in international indices of press and economic freedom, human development, and quality of life as well as happiness. *Please note that the official currency is the currency of remuneration when employed through WorkMotion in the Netherlands.
There are eight public holidays. Bridge days apply for religious holidays to create long weekends. The national holidays mentioned below are valid for the year 2023.
|January 1||New Year's Day|
|April 7||Good Friday|
|April 9||Easter Sunday|
|April 10||Easter Monday|
|April 27||Kings Day|
|May 18||Ascension Day|
|May 28||Whit Sunday|
|May 29||Whit Monday|
|December 25||Christmas Day|
|December 26||Boxing Day|
The approximate time for sharing the contract with an employee in the Netherlands is 4 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay. NOTE: The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee. If all talent data is available, the contract can be generated immediately.
is the maximum working time per week
are the maximum working hours per day
is the maximum no. of hours workers under the age of 18 may work
is the maximum no. of hours workers under the age of 18 may work
The minimum number of holiday days in the Netherlands is set at 20. The statutory number of leave hours per year is at least four times the number of weekly working hours. Employees may choose to spend the holidays within six months after the end of the year.
There are two types of social insurance schemes in the Netherlands:
Employee insurance (werknemersverzekeringen) is mandatory for every employee that works in the Netherlands and provides employment-related benefits. Thus, this is applicable to all employees in the Netherlands, in addition to the National Insurance.
National insurance (volksverzekeringen) is compulsory for those living in the Netherlands and covers social benefits, so applicable for all residents of the Netherlands.
The following table summarises the contributions for 2023:
|Basic WAO/WIA premium||
Large and Medium-Sized Employers: 7.11%
Small Employers: 5.82%
|Unemployment insurance premium*||
General Unemployment Fund premium (Awf low): 2.64%
Premium General Unemployment Fund (Awf-high): 7.64%
The differentiated premium for the Resumption of Work Fund (Whk)** in 2023 is made up of 3 premium components:
Average Employer Risk Rate: 0.59%
Average Employer Risk Rate: 0.42%
|Childcare Allowance||0.5% of gross salary|
|Employer’s Levy Health Insurance Act (ZVW)||6.68% of gross salary|
In the Netherlands, there is no obligation for the employer to provide a healthcare insurance policy. There is, however, a levy on the health insurance Act that is paid by the employer at 6.68%. Every person who lives or works in the Netherlands is legally obliged to take out standard (basic) health insurance to cover the cost of, for example, consulting a general practitioner, hospital treatment, and prescription medication.
In the Netherlands, there are no separate schemes for industrial accidents and occupational diseases. The rules for sick pay in the event of illness and work incapacity benefits apply to all cases of illness or incapacity for work. If an employee becomes ill and is in paid employment, the employer must continue to pay at least 70% of the pay for at least two years.
The duration of the benefit depends on the number of years worked before becoming unemployed. The amount of the benefit depends on the income earned in the year prior to unemployment. The employee must have been employed at least 26 out of 36 weeks to be eligible. They must be available for work, under 65 years of age, and should not have lost their job due to their fault.
According to the Dutch Childcare Act, parents, employers, and the government must jointly bear the costs of formal childcare. The government does so by imposing a childcare levy on all employers. The law assumes that the employers of the two partners together pay a third of the costs. The contributions by the employers and the government are paid out by the tax authorities by means of child care allowances. The childcare allowance is provided on a per-child basis, whereby an allowance is determined and provided for each child. The amount of the childcare allowance will depend on both the childcare costs and the family’s income situation. Each year, the Ministry of Social Affairs and Employment publishes tables for childcare allowance.
We're excited to help you get started.