Placing skilled professionals in the Netherlands without opening a local branch can feel overwhelming on your first attempt. As someone who’s worked with dozens of cross-border teams and watched Dutch employment rules evolve, I’ve learned that success doesn’t happen by accident. It comes from understanding local laws, knowing which models really work, and having trusted partners by your side. In this guide, I’ll break down what matters, where mistakes creep in, and how to make placing new hires in the Netherlands both compliant and practical—even if you never set up an office in Amsterdam, Rotterdam, or The Hague.
The right approach opens doors for global growth—no brick-and-mortar required.
I’m often asked: Why target the Netherlands for growth or remote hires? First, let’s talk numbers. According to recent Dutch labor statistics, over 73% of people aged 15–74 participate in the workforce, with both men and women contributing strongly. This creates a dynamic, skilled talent pool.
On the flip side, the OECD’s 2023 Economic Survey highlights that there are nearly 130 job vacancies per 100 unemployed people. That ratio points to a tight labor market where competition for the best workers is fierce and companies need to move quickly.
Beyond the numbers, I’ve seen first-hand that Dutch professionals are known for their language skills, technical expertise, and strong work ethic, making them appealing to international employers looking to scale up teams without opening a subsidiary.
If you’re used to placing talent in other countries, you might assume the Dutch model is similar. In some ways it is, but I’ve seen recruiters trip up due to differences in:
The Netherlands takes local rights seriously, and local authorities are swift to spot non-compliance. Attempting to hire without understanding legal context is a recipe for risk—not just for you, but for your candidates as well.
Yet, with the right approach and support, these challenges become manageable. I use the tools at my disposal, like those offered by EWS Limited, to simplify complexity and keep hires smooth, lawful, and supportive for everyone involved.
This is the big question, and I hear it all the time. The short answer? Yes, you can. Several legal options allow companies to place people in the Netherlands without forming a Dutch company.
Let me break down the models I’ve used or reviewed in my experience:
Of these, EOR is the proven, compliant method recruiters use most when placing staff in a new country. I’ve found it streamlines contracts, onboarding, and payroll, sidestepping regulatory headaches.
Compliance issues don’t just hurt business—they damage candidate trust.
When explaining EOR to clients, I always focus on what you gain:
With EWS’ solution, every hire in the Netherlands is treated as though they were employed by a local Dutch firm. That means no difference in employee protections, no disruption for the new hire, and full compliance for the foreign enterprise.
Some businesses try going it alone—hiring Dutch freelancers, or paying people as “contractors” from abroad. On paper, it looks easy. In practice, it rarely works for long-term placement, because Dutch authorities apply strict employee classification tests. These consider things like:
When a worker is misclassified, penalties may include back taxes, social contributions, fines, and (in some sectors) damage to client reputation. Read more about misclassification risks.
If the relationship looks like employment, the Dutch government will treat it as such—no matter what contract you use.
Here’s the process I recommend for recruiters and hiring managers who want to expand into the Netherlands without local incorporation. I’ve refined these steps to avoid common errors and maximize speed:
I find a more detailed compliance checklist for hiring in a new country immensely valuable, with guidance tailored to Dutch requirements. EWS offers a detailed international hiring checklist.
Dutch employment contracts often need to comply with Collective Labour Agreements (CAOs) relevant to the sector. In my experience, recruiters should not underestimate the role of CAOs:
When working with an experienced partner such as EWS, this complexity is addressed automatically, as contracts and policies are checked against up-to-date sector agreements.
Through my work, I’ve noticed several recurring mistakes that can trip up even experienced recruiters:
Dutch compliance is not one-size-fits-all—a detail overlooked can undo months of work.
Pay attention to these issues and your candidates will have a far smoother start.
Salary is only part of the picture. In my experience, these are the cost factors to plan for when hiring in the Netherlands using a compliant solution like EOR:
I advise clients to compare these expenses against the upfront costs of opening a local entity—which often include notarial fees, office space, administrative staff, and local tax registrations. For most Series B/C startups and established IT firms, EOR makes financial sense until headcount justifies a formal Dutch operation.
While Dutch and EU nationals can usually be hired without much red tape, hiring non-EU citizens in the Netherlands is more complex. The process might require:
EWS specializes in managing these steps as part of global mobility services, taking pressure off recruiters and candidates alike.
The Dutch talent pool is in high demand, and with nearly as many vacancies as job seekers, you need a competitive recruitment approach. My main recommendations based on recent search assignments:
For more recruiting tips and employer comparisons, EWS provides a sharp overview of first-hire models in new markets.
Once you’ve made an offer and the candidate accepts, what comes next?
For the employee, the experience is identical to being hired by a Dutch company—the law, pay, and protections all apply in full.
What stands out in my experience working with EWS Limited is the way they take on complex Dutch regulations, freeing up recruiters and hiring managers for the business of talent search and onboarding. Their Employer of Record model:
Every overseas hire I’ve placed with support from EWS felt as safe and smooth as hiring in my home country. Candidates appreciate the robust Dutch employment contracts, and clients value the single point of contact and detailed monthly reporting.
With the right partner, the Dutch market feels accessible—no local office required.
Looking ahead to the next few years, I see these trends shaping international recruitment for Dutch-based roles:
If your company is planning expansion or needs a Dutch specialist, this is the moment to embrace a compliant, flexible placement model.
Hiring in the Netherlands without a local company isn’t just possible—it’s practical with the right guidance. When you partner with trusted experts, follow local rules, and prioritize transparency with your candidates, you remove roadblocks that could otherwise stall growth.
If you’re ready to place exceptional Dutch talent and want to learn how EWS can take the pain out of cross-border hiring, I encourage you to reach out and discover how we can help your next hire be your best yet.
To hire employees in the Netherlands, you need to ensure the worker has the right to work locally, provide a contract that meets Dutch legal requirements (including salary, benefits, and notice periods), and register them for payroll taxes and social security. Most foreign companies work with an Employer of Record partner, like EWS, who handles local compliance, contracts, and payroll obligations for you.
You can hire talent in the Netherlands without forming a local branch by working with an Employer of Record. This partner acts as the legal employer, taking care of all local paperwork, payroll, and compliance. Alternatively, hiring freelancers is an option but carries risk if the worker is actually an employee under Dutch law. EWS Limited specializes in showing organizations the right path for smooth, compliant hiring.
Yes, it’s possible to hire Dutch-based employees or contractors without opening a Dutch office, using models like Employer of Record (EOR). This way, your new hires have a local contract with all rights and protections, while your business stays compliant with Dutch laws. Remote work and hybrid structures work particularly well with this approach.
The legal process includes confirming work rights, preparing a Dutch-compliant contract, registering the employee for taxes and social security, setting up local payroll, and making sure all mandatory benefits (such as vacation allowance and sick pay) are delivered. For non-EU nationals, immigration permits must also be secured. Using an EOR simplifies this, as they manage the entire step-by-step process for you.
Costs include the gross salary, employer social security contributions (about 18–25% of gross pay), statutory holiday allowance (8%), pension contributions, and administration or EOR service fees. EOR models offer predictable, “all-in” monthly invoices. While opening a branch involves higher upfront costs, using an EOR allows companies to hire flexibly and remain cost-efficient for small teams or pilot expansion.
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