Find your employer of record in Netherlands

Nationals of the EU, EEA, and Switzerland are not formally required to get a work or residence permit. However, in order to be qualified for social security payments, individuals must obtain a residency permit.

Before entering the Netherlands, citizens of the USA, Japan, New Zealand, Canada, Australia, and all other non-EU/EEA/Swiss foreign nations must obtain a "authorization temporary stay" (MVV) from the Dutch consulate or embassy in their home country.

In The Netherlands, the usual VAT rate is 21%. An Employer of record in the Netherlands will ensure that the company they are working for remain compliant under every law. 

Termination Process

Depending on the type of agreement and the grounds for termination, the termination procedure differs depending on how the Contract of employment in the Netherlands and Cooperative Agreement are in place. But without the Employee Insurance Agency (UWV), no dismissal for financial reasons or long-term disability can take place.

Notice Period

The Netherlands' one-month statutory minimum notice requirement for termination is subject to the following factors depending on the employee's length of service:

• Less than five years: One month notice
• 5 to 10 years: Two months’ notice
• 10 to 15 years: Three months’ notice
• 15 years or more: Four months’ notice

With PEO services or an Employer of Record in the Netherlands, companies can smoothly go through the termination process of an employee.

Severance Pay

The employment contract or collective agreement must include provisions for transition payment, which is what severance pay is known as in The Netherlands. In general, when a company terminates an employee's employment agreement, the employee is entitled to compensation beginning on the first day of work.

According to the contract, the amount owed is determined, but at the very least, it is computed at a pace of one-third of the normal income for each year of service, reaching a maximum of 84,000 EUR.

Probation Period

Trial or probation periods are typically outlined in collective bargaining agreements and employee contracts; nonetheless, the norm in the Netherlands is 2 months.

Paid Time Offs

Each year, a full-time worker is eligible to 20 paid vacation days. Offering 24 or even 32 days of annual paid leave is customary in the Netherlands.

Additionally, any unused vacation time from the prior year should be used by July in the Netherlands, and the employer is required to let the employee know if it is about to run out. Although only for the legal minimum number of days, this requirement.

Public Holidays

There are 11 national holidays throughout the year.

Vacation Holidays

There are 20 vacation holidays throughout the year.

Sick Days

An employee has the right to 70.00% of their last income earned for a full year if they are unable to work due to illness. For illnesses that last more than a year, the WULBZ (legal obligation to continue paying wages while ill) comes into force. This statute permits the continuation of salary payments at (a minimum of) 70% of the regular wage for up to 104 weeks of sickness.

Some employers add to this to offer the full compensation. This is only allowed for the first year of illness; if the illness lasts longer than that, the maximum payment is limited to 70% of the employee's wage.