EOR · EUR (€)

Employer of Record in the Netherlands

Dutch employment law requires UWV or court approval for many terminations, and the statutory holiday allowance is generally 8% on top of salary. International hires also need careful planning: Highly Skilled Migrant sponsorship depends on an IND-recognised employer and applicable criteria, while the 30% tax facility has its own eligibility rules. xpath.global coordinates the employment, payroll and eligibility checks under one case owner.

Talk to us about the Netherlands How our EOR works

xpath.global Employer of Record coverage — hire in the Netherlands without a local entity

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the Netherlands · EUR (€)

Why hire in the Netherlands through an EOR

The Netherlands is a leading European hub for fintech, logistics and life sciences, with a highly English-proficient workforce and a business culture that welcomes international hires. The friction is procedural: Dutch dismissal law generally requires either UWV (employment agency) permission or a court ruling before an indefinite contract can be terminated — a structural difference from at-will markets that catches unprepared employers off guard.

Employment law essentials in the Netherlands

Probation periods are capped at one month for contracts under two years and two months for longer or indefinite contracts. Notice periods scale from one to four months based on tenure. Statutory annual leave is a minimum of four times the weekly working hours (typically 20 days for a standard week). The mandatory 8% holiday allowance, usually paid out in May or June, is a distinctive Dutch feature that changes take-home pay calculations significantly.

How it works

How hiring through an Employer of Record works

Five clear steps from eligibility assessment to ongoing employment — coordinated by xpath.global with the eligible local employing entity.

Diverse international team collaborating on cross-border hiring through an Employer of Record

The result

Build your team without entity setup for eligible EOR hires — with local employment administration and cross-border risks actively managed.

01
Step 01
Select your candidate
Identify the person you want to hire — anywhere across Europe. We support hiring in 20+ European countries, whether it's a new recruit, a converted contractor or an internal transfer.
02
Step 02
Immigration & relocation readiness
Before confirming the hire, we assess the worker's status, role, local employing entity and any sponsor or labour-leasing requirements. Where an EOR + work-permit route is eligible, one case owner coordinates immigration, employment and relocation, including relevant registrations and settling-in support.
03
Step 03
Employment setup through xpath.global
Once eligibility and any required approvals are confirmed, xpath.global coordinates the locally compliant contract and onboarding with the eligible in-country employing entity — without requiring you to incorporate for that EOR arrangement.
04
Step 04
Payroll, taxes and benefits administration
We run payroll coordination, income tax, social security and statutory benefits in line with each country's labour law — plus supplementary benefits (private health, pension, equity) when your policy calls for them.
05
Step 05
Ongoing employment and HR support
xpath.global coordinates contract updates, leave, expenses, payroll and offboarding with the employing entity. Your team directs work within the agreed lawful arrangement, with employer and any sponsor responsibilities clearly allocated.

Payroll, tax & immigration in the Netherlands

Dutch payroll includes wage tax withholding and applicable social insurance contributions. The 30% tax facility depends on separate tax conditions, including recruitment from abroad, distance and salary criteria; the applicable percentage, limits and duration depend on current rules and the employee's circumstances, not simply on IND sponsor recognition. EU/EEA nationals have free movement. For the Highly Skilled Migrant route, the sponsoring employer must be recognised by IND and satisfy salary and other requirements. A properly recognised agency or payroll company may be the legal employer for an assigned worker in an eligible arrangement.

How xpath.global's EOR works in the Netherlands

Your case owner builds holiday allowance and leave entitlements into the contract and coordinates payroll with the local employing entity. Our tax specialists assess the 30% facility separately from immigration eligibility. Where Highly Skilled Migrant sponsorship is needed, we verify the actual employer's IND recognition and the assignment's eligibility before coordinating the route — without assuming xpath.global itself holds recognised sponsor status.

Always-on compliance

Stay compliant while you grow — everywhere.

Contracts, minimum wage, statutory benefits, terminations and local labour law across 20+ European countries. Our compliance team monitors changes so your team never gets caught out.

Full employee lifecycle — hire, adjust, terminate
Regulatory monitoring and proactive alerts
200+ legal experts specialised by country
Data protection: GDPR, SOC 2 aligned processes

Talk to a specialist

20+

European countries covered

UK, DE, ES, FR, NL, IT, PL, RO…

200+

In-house legal and tax experts

Country-specialised, on your case

24×7

Dedicated customer support

One case owner, no ticket queues

120+

Currencies to pay your employees

Multi-currency payroll & FX

Pricing

Pay, manage and grow your global team.

Transparent, per-employee pricing across the services that surround the EOR relationship — employment, immigration, contractors and full mobility. All plans include a dedicated case owner and platform access.

Employer of Record

Employ talent across Europe without setting up a local entity.

Starting at

Tailored

per employee / month

Legal employment in 20+ European countries
Locally compliant contracts & onboarding
Payroll, tax & social security handled
Statutory + supplementary benefits
Automated compliance & filings
24/7 HR & legal expertise

Book a demo

Immigration Compliance

EOR with work authorisation and visas where local rules allow — one case owner end-to-end.

Custom

Tailored

priced by scope

Legal employment in 20+ European countries
Locally compliant contracts & onboarding
Payroll, tax & social security handled
Eligible work permit & visa coordination
In-house immigration specialists
Family & dependant support
Posted-worker & A1 filings
Same case owner across EOR & immigration

Talk to us

Contractor Management

Engage and pay global contractors compliantly.

Starting at

Tailored

per contractor / month

Compliant contractor agreements
Payments in 120+ currencies
Misclassification risk checks
Automated invoicing & tax forms
Centralized contractor dashboard

Book a demo

Indicative pricing. Final quotes depend on country, role and volume — we confirm the exact monthly and one-off fees before you sign.

FAQs — Employer of Record in the Netherlands

What is the 8% holiday allowance and do we have to pay it?+

Yes — it's a statutory entitlement in the Netherlands, paid on top of salary, usually once a year. xpath.global builds it into your payroll budget from the outset.

Can our Dutch hire qualify for the 30% ruling?+

Possibly, if the employee and employment meet the current tax conditions, including recruitment, distance and salary criteria. Eligibility, percentage, limits and duration can vary. This assessment is separate from IND-recognised sponsor status; our tax specialists coordinate the application with the employing entity where eligible.

How hard is it to terminate an employee in the Netherlands?+

Harder than in at-will markets — most terminations require UWV permission or a court ruling. xpath.global structures contracts and manages exits within this framework from day one.

Can an EOR sponsor a Highly Skilled Migrant in the Netherlands?+

A properly IND-recognised agency or payroll company may sponsor an assigned employee in an eligible arrangement, subject to salary and other requirements. We verify the actual sponsoring employer's recognition and the assignment before confirming a route; xpath.global's coordination service does not imply that xpath.global itself is an IND-recognised sponsor.

Forward look

The Netherlands continues to adjust 30% ruling eligibility and duration, and Highly Skilled Migrant salary thresholds are reviewed annually — details that matter more with each policy cycle.

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Ready to hire in the Netherlands?

One case owner. Contract, payroll, tax and — where locally eligible — immigration, coordinated with the employing entity. Talk to us about your the Netherlands hire.

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