Employer of record services in Netherlands
Grow your team in Netherlands without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.
Loved by our Customers
Quickly & easily employ in Netherlands without an entity
Entity-free employment
Stay compliant
Dedicated support
Sync with your HR systems
“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Employing in Netherlands made simple
Growing your workforce in Netherlands doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.
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Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.
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*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expertNetherlands
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More than an Employer of Record.
Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.
Market Selection Advisory
Compare available talent, compensation, additional costs and regulations across different countries
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Salary Benchmarking
Identify and prioritize markets for growth based on talent, cost & regulations
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Global Skills Analysis
Map skill availability by region to align talent strategies with business goals..
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Talent Acquisition
Find, hire & onboard the highly skilled team members you need in each locality.
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Talent Strategy Optimization
Optimize your talent strategy to enable your organization to achieve it’s global ambitions.
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Frequently asked questions
Yes. We manage payroll tax and social security contributions, the mandatory 8% holiday allowance (vakantiegeld) paid on top of gross salary, and pension enrollment, which is often mandatory through a sector pension fund depending on industry. We also apply the 30% ruling where an employee qualifies, a tax advantage for certain skilled migrants relocating to the Netherlands that reduces taxable income.
Beyond the mandatory 8% holiday allowance, Dutch employees commonly expect a travel or home-working allowance, supplementary pension contributions above the sector fund minimum, and generous paid leave, often above the statutory minimum of four times the weekly working hours. Flexibility around working hours and part-time arrangements is also unusually important in the Dutch labor market compared with other European countries.
Dutch law requires either UWV (employment agency) permission or a court procedure to terminate most permanent contracts unilaterally, which makes the Netherlands one of the more procedurally protective markets in Europe. Notice periods run one to four months depending on tenure, and a transition payment (transitievergoeding) is generally due, calculated at roughly a third of a month’s salary per year of service.
An EOR can typically onboard within one to two weeks for tax and social security registration, compared with the several weeks needed to incorporate a Dutch entity (such as a BV) and register with the tax authority and, where relevant, a sector pension fund. Given the procedural requirements around Dutch dismissals, getting the contract structure right at onboarding is particularly important.
The Netherlands’ formal dismissal procedures, mandatory holiday allowance, and sector pension fund obligations require ongoing local expertise to manage correctly. An EOR takes on that compliance role and the associated risk, letting you hire in the Netherlands without incorporation costs, which is typically the more practical route for an initial Dutch hire or small team.
Hire Anywhere with Our EOR Services
We help you legally employ and pay talent across 180+ countries—so you can scale faster.
