Guide for Employers in the Netherlands
You’ve found the right candidate. Now everything needs to be in place before the first working day: is the employee allowed to work in the Netherlands, which documents are required, and who will arrange the relocation, housing and payroll administration?
Hiring international employees requires coordination between HR, the employee, and various specialists. Clear planning helps prevent delays in the process caused by a missing document, an unclear division of responsibilities, or housing that hasn’t yet been arranged.
In this guide, you'll learn which steps require attention and how YourExpats can support your organization.
In this guide
1. Right to Work in the Netherlands
2. Employment Contract and Payroll
4. Practical Matters After Arrival
Step 1
Check the employee’s right to work in the Netherlands
1. Start with the employee’s nationality, current residence status and the country where they will actually be working. These details determine which next steps are required.
Employees who are nationals of an EU or EEA country or Switzerland do not need a Dutch work permit. For other nationalities, the correct route depends on the employee’s personal situation and the nature of the work. Also check any existing residence permit: someone who already lives in the Netherlands is not automatically permitted to perform every type of work for every employer.
See the
IND information on foreign workers
.
Hiring a highly skilled migrant
Would you like to use the highly skilled migrant scheme? Then the employer hiring the employee under this scheme must be an IND-recognised sponsor. Income requirements also apply, and the salary must be market-conform. The current conditions are available on the
IND page on highly skilled migrants
.
immigration and IND procedures, including highly skilled migrant applications, renewals, and partner or family applications. We can also assist with matters related to recognised sponsorship.
Step 2
Align the employment contract and payroll
An international hire requires clear agreements on salary, employment conditions and payroll administration.
Determine in advance who is responsible for:
- Collecting and verifying data for payroll administration.
- Processing salary, allowances and relevant deductions.
- Notifying the payroll department or payroll partner of any changes.
- Alignment between the employment contract and payroll processing.
payroll and salary administration for international employees. We tailor our support to your organization, the employment situation and any existing service providers.
Check eligibility for the 30% ruling
The 30% ruling, also known as the expat tax facility, does not automatically apply to every international employee. Certain conditions apply, and approval from the Dutch Tax Administration is required.
Have eligibility assessed in good time and determine how an approved ruling should be processed in payroll. YourExpats can support with the application and coordinate its implementation.
Step 3
Plan relocation and housing alongside the immigration process
An application may be well prepared while the relocation itself still raises many questions. Where will the employee stay after arrival? Is a partner relocating as well? Is support needed with the international transport of furniture and personal belongings?
Before the move, discuss the budget, preferred residential area, household composition and intended arrival date.
relocation to the Netherlands, international moving and housing for expats. Depending on the situation, this may include temporary accommodation, support in finding long-term housing or guidance throughout the broader relocation process.
Temporary housing can, for example, give the employee time to view homes in person after arrival. Whether this is suitable depends on the budget, availability and the employee’s preferences.
Step 4
Organise practical matters after arrival
Even after arrival, your new colleague will still have a lot to arrange. Create one clear overview of actions, responsibilities and agreements.
Depending on the situation, consider municipal registration and obtaining a BSN, opening a bank account, arranging DigiD and health insurance, and finding a GP. If family members are relocating as well, schools and childcare may also require attention.
practical support with settling in the Netherlands. This gives the employee a point of contact for questions and means your HR team does not have to figure out every practical step on its own.
Step 5
Keep documents, tasks and deadlines in one place
The first day of work is not the end of the process. Residence permits have an expiration date, employment terms may change, and an employee may leave the company.
Sponsors and recognized sponsors have obligations, including information and record-keeping obligations. Recognized sponsors also have a duty of care. See the
IND’s explanation of these obligations
.
brings together documents, tasks and deadlines for each international employee. HR and the employee can collaborate in one environment, with step-by-step tasks, automatic reminders and pre-filled IND forms.
This helps your team maintain oversight and follow up on actions. Always document who checks, who submits and who is responsible for changes.
International Employment
What if the employee continues to work from abroad?
Not every international hire leads to relocation to the Netherlands. If someone continues working in another country, have the applicable local obligations and options assessed in advance.
An Employer of Record (EOR) can, where permitted and appropriate, provide a solution for local employment without having to establish a local entity. The conditions and allocation of responsibilities vary by country.
finding and coordinating a suitable EOR solution. We also assist with questions about cross-border employment and the engagement of international employees and contractors.
HR Checklist
What should be confirmed before the start?
- Where will the employee live and where will they actually work?
- Has the employee’s right to work been verified?
- What applications and documents are required?
- Who manages the timeline and communicates with the employee?
- Are the employment contract and payroll aligned?
- Has eligibility for the 30% ruling been assessed?
- Have moving, relocation, housing and arrival support been arranged?
- Who tracks extensions, changes and deadlines after the employee starts?
Frequently asked questions
Frequently Asked Questions About Hiring International Employees
Do I always have to be a recognized sponsor?
No. Recognition is required for the highly skilled migrant route, but not for every international hire. The applicable conditions depend on the chosen route and the employee’s residence status.
How much does it cost to hire an international employee?
That depends on the situation. In addition to salary and employer costs, consider application fees, professional support, relocation, temporary accommodation and housing. Ask in advance for a detailed breakdown of one-time and recurring costs.
How long does it take to relocate to the Netherlands?
There is no fixed timeline for every process. The immigration route, available documents, appointments and housing all affect the planning. Assess these factors early before confirming a start date.
Can YourExpats work with our current HR department and service providers?
Yes. You can use our support for one specific service, such as an IND application, payroll or housing, or for a more comprehensive process. We tailor our role to what your team already handles internally.
YourExpats
Hiring an international employee? Discuss your situation with YourExpats.
Whether you’re welcoming one new colleague or managing multiple international employees, YourExpats combines practical support with one central platform for HR and employees.
Tell us which country the employee is coming from, where they will be working and when you would like them to start. We’ll discuss which support is most suitable and which steps should be addressed first.
