Your trusted partner for relocation, onboarding and managing international talent.

Yes. We help employers manage important deadlines, documentation, and immigration obligations.

Yes. Employees have access to their own workspace where they can upload documents and track tasks.

No. The platform guides users step by step, and our team is available to provide additional support.

Yes. Schedule a no-obligation demo and discover how YourExpats can support your international processes.

YourExpats supports employers who hire, relocate, and onboard international employees in the Netherlands.

Yes, as an employer or HR user, you can mark certain tasks as completed on behalf of a candidate. This is useful when a step has already been confirmed internally, a document has been received outside the platform, or an action has been taken by HR. This keeps the onboarding process organized and ensures that everyone can see which steps are still pending.

We recommend marking a task as complete only after the information has actually been verified or finalized. This ensures that the administrative processes related to international onboarding, immigration, documentation, and compliance remain reliable.

Employees working abroad may be subject to various laws and regulations. Examples include the 183-day rule for tax purposes, the Wtta (Temporary Employment Act) when workers are posted, an A1 certificate for social security, or a registration in the Posted Workers Register when a foreign employer temporarily assigns employees to work in the Netherlands.

The applicable obligations depend on the situation. Important questions include, for example: Where does the employee live? Where is the work performed? Who is the employer? Who provides management and supervision? How long does the assignment last? And through which party is the contract arranged?

YourExpats helps employers systematically identify these international compliance issues. This gives you a better understanding of immigration, HR compliance, taxes, social security, Wtta risks, and reporting requirements for international employees.

An employee’s nationality and the country where they live are not always the same, and this can be important for immigration, tax, social security, and labor law. For example, an employee may be an EU national but live outside the EU. Or someone may work in the Netherlands but be a tax resident of another country.

That is why it is important to consider not only the passport, but also the place of residence, work location, residency status, employment contract, social security status, and any tax obligations. In some situations, an A1 certificate, posted worker notification, residence permit, or additional compliance check may also be required.

YourExpats helps employers centrally record this information and assess, on a per-employee basis, what steps are needed. This keeps international hiring organized, compliant, and more manageable.