Netherlands Employer of Record Services
Hire staff and expand your business in the Netherlands with our fully-managed EOR Service
How we can help
Unrivalled Employer of Record Service in the Netherlands designed to expand your business seamlessly
Agility EOR delivers services for business’s looking for an Employer of Record in the Netherlands. We help clients hire new employees or transfer existing employees into a fully-managed EOR service.
Employer of Record Services Netherlands
Download our full Netherlands Employment Guide
Find out all about employing in Netherlands
WHAT to expect
Netherlands Employment Law
In the Netherlands, there is no overarching statute that governs all aspects of the workplace. Instead, it is subject to the provisions of the Dutch Civil Code and other applicable laws, as well as the provisions of any applicable Collective Labour Agreements, internal policies, and the terms of the individual employment contract.
Payroll in the Netherlands
Employees are entitled to receive their salary once per month, with 13 payments being made over the course of a year.
A mandatory holiday allowance is also required for employees who earn below a fixed threshold, determined annually by the Dutch government. The holiday allowance must equal at least 8% of the employee’s annual gross pay. This includes pay in lieu of holidays, performance bonuses, commissions, overtime, and pay for working outside of normal business hours.
For employees who earn over the threshold, employers may choose to award the holiday allowance in addition to the gross pay as an optional compensation.
Holiday pay is not to be prioritised over expenses, rewards, or profit sharing.
Working hours in the Netherlands
The standard working week in the Netherlands is 36-40 hours a week, worked over 5 days per week. The maximum workweek is 60 hours, with a maximum shift length of 12 hours per day.
However, over a period of 4 weeks, this may average out to no more than 55 hours worked per week, and may average out to no more than 48 hours per week over a 16 week period.
In addition to these statutory maximums, working hours may be further limited by collective agreements, or individual contract.
Terminations in the Netherlands
Except for situations when a fixed-term contract has ended or during the probationary period, terminations must be for good reason and must be authorised by the labour courts. In most cases it is preferable for employers to use mutual settlement agreements to bypass the drawn-out legal procedure.
The statutory severance, which equates to about one-third of the gross monthly income for each year worked, must be given if a termination is granted by the courts.
We are the Netherlands EOR experts
We have extensive experience helping businesses expand their workforce in the Netherlands. Take a look at our areas of expertise to find out more:
Unsure what’s required when employing staff in the Netherlands? Find out about Netherlands Work Permits and Visas here
Wondering what it’s like to work in the Netherlands? We’ve got you covered in our extensive guide
Learn more about how you can attract and retain staff in the Netherlands with both statutory and enhanced employee benefits
Wondering if expanding
in the Netherlands is right for you?
Read on or speak to a member of our team now
Netherlands Employer of Record Benefits
When you choose Agility EOR to expand in the Netherlands, we guarantee an EOR Service tailored to the needs of your business
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Frequently Asked Questions
Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.
Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.
Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!