Netherlands
The Netherlands, known for its progressive policies, innovative spirit, and high standard of living, is an attractive destination for businesses looking to expand internationally. TCWGlobal serves as your trusted partner in navigating the complexities of hiring in the Netherlands, offering comprehensive solutions for building your contingent workforce.
With a population of over 17.5 million people, the Netherlands boasts a highly skilled and multilingual workforce. From the historic canals of Amsterdam to the modern architecture of Rotterdam, the country offers a unique blend of culture and innovation.
When expanding your business into the Netherlands, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, minimizing risks for your organization.
In addition to compliance, TCWGlobal provides personalized services tailored to your specific needs. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to supporting you.
Partnering with TCWGlobal guarantees a seamless and successful expansion into the Netherlands. Our expertise and local knowledge make us the ideal partner for businesses looking to establish a contingent workforce in this dynamic market.
There are no subcategories of workers
Fixed-term contracts are permitted in the Netherlands, but cannot be renewed more than three times and cannot exceed three years cumulatively. If a Worker has been engaged on a fixed-term contract for six months or more, they are entitled to one month's advance notice before the end of the fixed term as to whether the contract will be renewed as well as the conditions upon which the contract may renewed. If such notice is not provided, the Worker is owed an additional month's salary.
Probationary periods are permitted if the contract will be longer than six months. In such cases, permanent contracts may include a probationary period of up to two months (one month for fixed-term contracts)
Workers recognize 10 paid public holidays in the Netherlands.2024:New Years Day January 1 Good Friday March 29Easter Sunday March 31Easter Monday April 1 King's Day April 27Ascension Day May 9 Whit Sunday May 19Whit Monday May 20Christmas Day December 25Boxing Day December 26
Workers are entitled to paid vacation equal to four times the number of working hours per week (e.g. 20 days in the case of a full-time job) in addition to a “holiday allowance” equal to 8% of the Worker’s gross salary. Any accrued but unused leave above the annual entitlement must be paid out upon termination.
Workers are not required to work if ill or injured. Employers must continue to pay injured or ill workers 70% of regular wages (subject to applicable caps) for a period of two years. Many employers pay 100% of the Workers wages for the first 52 weeks of illness and 70% for the subsequent 52 weeks. Employers are also required to follow a reintegration process with the Worker. If the Worker is still injured or ill at the end of the 104 week period, the employment agreement may end.
Generally, working hours are 8 hours per day, and 40 hours per week. However, the maximum working hours per week are set to 60 hours but a worker cannot work 60 hours every week. If a worker for more than 5.5 hours, they are entitled to a break of at least 30 minutes.
There is no statutory mandated overtime.
Holiday Allowance:This allowance is required by law and is calculated at 8% of the workers gross salary monthly. Holiday allowance is accrued monthly but will be calculated and paid out to the worker at the end of May each year or at the close of the employment contract.
Except in rare circumstances, one month’s notice and reasonable grounds are required to terminate a Worker within their first five years of service. The termination process in the Netherlands is very specific. It requires court proceedings or obtaining a dismissal permit. Alternatively, the employer and the Worker can mutually agree to terminate an employment agreement. Workers may be entitled to a transitional allowance or reasonable compensation.l Termination Agreement (MTA).
Care Leave - To care for a sick relative. Emergency Leave - Usually for one day. If employee must leave unexpectedly for urgent reason for unforeseeable circumstance. If this goes beyond one day, this will move into short-term care leave. Short Term Care Leave - If no one else to provide care, employee can use short term care leave to care for a sick parent, child, or partner. Employer pays at least 70% of employee salary or at least minimum wage, which ever is higher. Long Term Care Leave - UnpaidUnemployment Insurance - this applies when a worker loses their job. The local government will provide an unemployment allowance to eligible workers.
TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.
When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.
