Employment agreement and any applicable collective agreement
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Local employment / Netherlands
Employer of Record in the Netherlands
A clear plan for your next hire—from employment agreements to payroll and benefits. Tell us about your role and we’ll help you work through the details.
- Discuss the right employment setup for your role
- Understand payroll, benefits and ongoing support
- Review the full cost before you commit
Your next step
Let’s build your hiring plan.
Start with your contact details. We’ll follow up to discuss your role and requirements.
The essentials, in one hiring plan.
Employment setup
Understand the employing entity, contract terms and responsibilities before signing.
Payroll and benefits
Discuss pay cycles, benefits, employee support and the scope of ongoing administration.
A complete cost picture
Separate service fees, salary, employer costs and any setup or exit charges.
Made for your market
Local details.
Better decisions.
Every hiring plan starts with the role and its location. Here’s what to discuss before employing someone in the Netherlands.
Holiday allowance, leave and benefits
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Employing entity and the proposed arrangement
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Hiring in the Netherlands at a glance
Capital
Amsterdam
Currency
EUR · Euro
Payroll cycle
Monthly
Employer cost (statutory)
≈ 19.2% of gross
Minimum wage
€ 2.598 / month
Paid annual leave
20 days
Employing in the Netherlands: the essentials
Statutory employment costs, taxes and entitlements an Employer of Record handles on your behalf.
Cost & tax
| Employer social contributions | ≈ 19.2% of gross salary |
|---|---|
| Employee social contributions | ≈ 27.7% of gross |
| Highest recorded income-tax rate | 17.8% |
| Corporate income tax | 25.8% |
| Tax and mandatory contributions wedge | 49.9% |
Working time & leave
| Paid annual leave | 20 days |
|---|---|
| Public holidays | 11 days |
| Maternity leave | 16 weeks |
| Paternity leave | 1 week |
| Parental leave | 26 weeks |
Pay & employment terms
| Minimum wage | € 2.598 / month |
|---|---|
| Payroll cycle | Monthly |
| 13th-month salary | Not required |
| Statutory notice period | 8.7 weeks |
| Statutory severance | 7.7 weeks |
Good to know in the Netherlands
- Holiday allowance: 8% of gross annual salary, paid on top of wages (usually in May).
- The 30% ruling can give qualifying foreign hires a tax-free allowance on part of their salary.
Country research sources
- public holidays treatment · Source as of 2026-10-16
- thirteenth salary · Source as of 2026-10-01
- dismissal procedure days · Source as of 2026-09-19
- min wage monthly · Source as of 2026-09-12
- parental leave weeks · Source as of 2026-09-12
- paternity leave weeks · Source as of 2026-09-12
Sourced from OECD, ISSA and national authorities, latest data 2026. Figures are indicative and change over time — confirm specifics with our team before hiring.
Planning your hire
What to budget and confirm in the Netherlands
A Dutch salary offer needs a clear definition of what is included. Before comparing service fees, agree the annual gross base, holiday allowance, working pattern and any collective agreement. Those decisions shape both the employee’s offer and the employer’s budget.
Start with the annual package
Ask for base salary and holiday allowance as separate lines. Include pension arrangements, insured benefits and variable pay in the proposal. A headline monthly figure is difficult to compare when one quote includes allowances and another excludes them.
Establish the employment arrangement
Request the legal name of the employing entity and ask which collective agreement, if any, applies. Have the provider explain how the arrangement fits the role, work location and day-to-day supervision. Record responsibility for payroll, sickness administration and employee support.
Plan for changes as well as onboarding
Ask how a salary increase, working-hours change or end of assignment is handled. Separate the commercial notice period in your service agreement from the employee’s employment terms. Request an explanation of final payroll, unused leave and any termination costs before signing.
A worked salary-budget example
Illustration: a full year at €4,000 gross base per month, with an 8% holiday allowance paid in addition. This assumes a base-only package with no variable pay.
| Annual base salary · €4,000 × 12 | €48,000 |
|---|---|
| Illustrative holiday allowance · €48,000 × 8% | €3,840 |
| Salary plus holiday allowance | €51,840 |
| Average monthly accrual · €51,840 ÷ 12 | €4,320 |
This is a salary subtotal, not total employer cost or take-home pay. Add the applicable employer contributions, pension, insurance, agreed benefits and service fee. The Dutch government describes an 8% general holiday-allowance rule with exceptions; confirm the applicable contract and collective agreement. Payment timing may differ from monthly accrual.
Business.gov.nl · Holiday allowance and exceptions
Request a full employer-cost breakdown →Compare the employment options before choosing a service
Ask for a proposal that explains the arrangement as well as the price. Your team size, planned duration and local activities should guide the decision.
Prepare these details for the hiring proposal
- Role description, work location, proposed start date and weekly hours.
- Annual gross base, holiday-allowance treatment and agreed benefits.
- Identity and work-authorisation checks through the provider’s secure onboarding process.
- Applicable collective agreement, employing entity and signed employment terms.
- Payroll cutoff, first payment date, leave administration and named support contact.
Start with role and company details in your inquiry. The selected provider can request sensitive employee documents through its secure onboarding process.
Questions about hiring in the Netherlands
Does a €48,000 offer include holiday allowance?
The offer must say. In the example above, €48,000 is the base and the assumed 8% allowance adds €3,840. If the package is quoted inclusive of holiday allowance, do not add it again. Confirm the written breakdown before comparing proposals.
How should we describe annual leave for a part-time employee?
Dutch statutory annual leave is based on four times weekly working hours. A 32-hour week therefore gives 128 statutory hours for a full year. Additional contractual or collective-agreement leave can sit above that minimum. Expressing the entitlement in hours avoids confusion when working days vary.
Which documents should we send with an initial inquiry?
Start with the role, location, salary range and intended start date. A provider can then confirm the arrangement and document checklist. Use its secure onboarding channel for identity, bank and employee tax details; the initial inquiry only needs enough information to scope the hire.
Sources for this hiring guide
Sources checked 2026-09-05. The examples use stated assumptions; request a role-specific proposal before committing to a budget.
A practical approach
A hiring plan built around the Netherlands
Start with the role, work location and intended start date. An EOR proposal should explain who employs the worker, what payroll and benefits include, and how responsibilities are shared with your business. Review those details before you commit.
Explore hiring options for your business →A straightforward way forward.
1
Share your hiring plan
Tell us about the role, location, team size and intended start date.
2
Review the arrangement
Confirm service availability, the employing entity and the proposed scope.
3
Compare the full proposal
Review costs, contract terms, benefits and support before deciding.
4
Agree the next steps
Set a realistic schedule for documents, onboarding and the first payroll.
Let’s discuss your hiring plan
Ready to hire in the Netherlands? Share your requirements so we can discuss the next steps.
Email: info@eor-netherlands.com