Netherlands

While there are generally four ways of employing people across borders, not all are legal or sensible. Here is an overview of each way to employ a worker in The Netherlands, outlining the potential cons.

HQ country employment & payroll

While the person is in The Netherlands, they are employed and paid directly by the company’s HQ entity.
Cons: This may appear attractive, but it generally isn’t legal in the long term. HQ payroll won’t be possible if the person is not a tax resident in the HQ country.

Independent contractor agreements

People are locally registered as sole traders or limited liability company owners in the Netherlands and invoice for their work. There is no direct employment relationship.
Cons: In The Netherlands, this is not a compliant or legal way to engage full-time workers who work solely for your company. There will be challenges in attracting and retaining talent.

Direct local employer setup

The company is set up as a fully compliant local employer. This often involves setting up a local entity and local tax registration.
Cons: Expensive, time-consuming, high-level of complexity. Unknowns around how obligations and costs will evolve over time. There will be a need to stay on top of changes in regulations.

Partnering with an Employer of Record Netherlands /full-service Professional Employer Organisation

Employment is handled by a platform that specialises in employing people on behalf of customer companies. The Employer of Record helps to hire and pay employees.
Cons: For some countries, the ongoing costs may be higher than direct employment. Some education is needed to inform employees about how the employment relationship will work.

Setting up a local company in The Netherlands is relatively straightforward However, the difficult part comes after the initial setup when payroll needs to be calculated and run every month, taxes filed, benefits extended, change of rules and regulations followed.

When you hire employees in The Netherlands, you have certain obligations as an employer. HR compliance is about ensuring your policies and procedures respect all applicable laws and regulations regarding employment and work practices. Complying with local employment law in The Netherlands is fundamental for the correct running of your business – not only because these laws are in place to protect employees and guarantee their rights are safeguarded, but to minimise your risk of liabilities as an employer. Being compliant means respecting and following all local labour laws, sick leave and illness benefits, annual leave, minimum wage, tax credits, working hours regulations and many other aspects of Dutch employment and tax law.

As with every other country, there are certain costs associated with employing a worker in the Netherlands that come on top of the gross salary you are offering. In the Netherlands those are contributions to AOW, ANW and WLZ, unemployment insurance, disability insurance, health insurance and mandatory pension schemes.

To view the exact percentages and amounts given the salary you are planning to offer, you can use our handy calculator tool.

It means that Boundless is the legal employer of the individual, as far as the Dutch government, tax, and employment authorities are concerned. We are responsible for:

• informing you about any pre-employment requirements
• ensuring their employment is compliant with Dutch employment law
• informing you about the length of the maternity leave, paternity leave, public holidays, illness benefits, medical benefits
• providing a locally compliant employment contract
• processing local payroll
• filing employment-related tax returns
• issuing payslips to the employee
• distributing salary payments
• payments to the local tax authorities

Customers that work with an Employer of Record in The Netherlands are responsible for:

• sourcing and recruiting their own workers
• managing the employee’s day-to-day work load
• contributing to the personal / professional development of the employee through their work
• following any guidance we give on employment and HR best practices or legal obligations in The Netherlands, such as the employment contract, public holidays, annual leave, sick leave, maternity and paternity benefits, probationary periods, overtime pay, statutory redundancy payments, liability insurance and many others
• ensuring that payroll bills relating to their team are paid to Boundless before the cut-off point in each pay cycle

Boundless as the Employer of Record Netherlands files all pertinent taxes and contributions to the employee insurance agency as they relate to the compliant employment of an individual in The Netherlands.

We carefully choose employment lawyers or advisories to partner with in each country we operate in, including The Netherlands. They ensure Dutch employment contracts, and any other relevant documents required for new employees comply with the local jurisdiction. We have thorough discussions on specific norms such as payroll services, social protection, data protection, notice period or work-from-home regulations. Whenever a potentially sensitive issue arises in The Netherlands, our internal team contacts the relevant firm to ensure all steps are taken to resolve it promptly.

Any new employee that is locally employed through an Employer of Record and has a compliant employment contract gets full employment rights and employee benefits as specified in Dutch employment law and employment regulations. They get a locally compliant employment contract, statutory maternity leave, annual leave, illness benefits, any relevant tax credit, and many more. All Dutch-based employees receive healthcare through the public healthcare system.

In the Netherlands, both employers and employees have to pay taxes. For employers, these include National insurance premiums, employee insurance, and healthcare insurance and for employees, they include National insurance premium, Dutch health insurance, and income tax.

To get a clear overview of both employee and employer taxes, use our salary breakdown calculator.