Netherlands Employer of Record Services
Netherlands Statutory Leave
Employer of Record Services in the Netherlands
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Netherlands Annual Leave
Full time employees are entitled to a minimum of 20 days paid leave per year, however it is common for Dutch employers to over more than this, with 25 days commonly being offered. Unused leave can be rolled over to the following year, but must be taken by July.
In addition to this, the Netherlands celebrates 11 public holidays.
Maternity Leave in the Netherlands
Pregnant employees are entitled to up to 16 weeks, (4 compulsory), of paid maternity leave, which may begin 4-6 weeks before the expected due date. In the case of multiple births, this is increased to 20 weeks
If an employee is unable to return to work due to pregnancy or childbirth complications, maternity leave may be further extended for up to a year.
In addition to paid leave, pregnant employees are entitled to take time off for antenatal appointments, which the employer must pay for.
Maternity leave is paid for by the Institute for Employee Insurance, (UWV), at a rate of 100% of the employee’s salary, capped at a rate set by the government. It is common for the company to continue to pay an employee’s salary as usual, then recoup the cost from the UWV.
Paternity Leave in Netherlands
The partner of a person who has just given birth is entitled to 1 week of leave at full pay, paid for by their employer. This initial week of leave must be taken within 4 weeks of the child’s birth.
In addition to this, they may also take 5 further weeks of leave at any time during the first 6 months following the child’s birth. This additional partner leave is paid for by the Institute for Employee Insurance, (UWV), at a rate of 70% of the employee’s salary, capped at a rate set by the government.
Adoption Leave in Netherlands
Both employees are entitled to 6 weeks of adoption or foster leave after adopting a child or taking in a foster child.
Sick Leave in the Netherlands
Employee’s who are unable to work due to illness or injury are entitled to 104 weeks of paid sick leave, paid for by their employers.
At minimum, employee’s must be paid 70% of their usual salary for the entire period of 2 years, up to the cap of the maximum daily wage set by the Dutch government. It is common, however, for employers to offer more than the minimum, and companies regularly offer contracts topping up sick pay to 100% of the employee’s salary, uncapped, for the first year of sickness.
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We are 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
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
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!