Employ in the Netherlands,
without the entity.
Our EOR Netherlands services put the person you have chosen onto a Dutch arbeidsovereenkomst without you registering a company of your own. Payroll runs in euro, loonheffingen are withheld and reported in the monthly loonaangifte, vakantiegeld accrues at 8%, and the leave, sickness and contract questions that follow are answered as they come up.
Book a Demo
A Dutch contract, a euro payroll and a person who answers.
The person you picked is employed on an arbeidsovereenkomst, with the article 7:655 BW written terms issued alongside it.
A named contact who works on Dutch employment daily and stays on your account.
Per employee, flat, whatever the salary. Statutory costs are passed on at what they cost.
Answers on the Burgerlijk Wetboek with the article number attached, usually the same working day.
The employment questions that arrive once someone starts
Answers for companies outside the Netherlands whose people are on Dutch contracts, given with the rule and the article behind them rather than a general view.
- Onboarding, and a proeftijd only where article 7:652 BW allows one at all
- Leave counted in hours, and which of the eleven 2026 holiday dates the contract actually pays for
- Sickness, the 70% obligation and the Wet verbetering poortwachter steps that go with it
- Pay reviews, new titles and reissuing the article 7:655 BW written terms when something moves
- Restructuring, and the bedrijfseconomisch case UWV expects to see before it grants anything
- Ending employment, whether by permission, by the kantonrechter or by agreement
Ending a Dutch contract works backwards from the way most employers expect. There is no dismissal at will: an employer needs prior permission before it can give notice, from UWV on economic and long-term-illness grounds and from the kantonrechter on personal ones, on a ground from the closed list in article 7:669(3) BW, and only after redeployment has been tested. Permission lasts four weeks. Notice then runs from one to four months by length of service, shortened by the time the procedure took, with a month always left. Transitievergoeding follows from day one of the employment, capped at € 102.000 for 2026. Much of this is settled instead by a vaststellingsovereenkomst, which the employee may undo within 14 days, or three weeks if that right is not written into it. We plan the sequence with you before anything is said to anyone.
What the monthly run has to get right
Dutch payroll withholds loonbelasting and premie volksverzekeringen together as loonheffingen and reports them in the loonaangifte. On top of the gross sit five employer charges: AWf, Aof, the opslag Wko, the gedifferentieerde premie Whk and the werkgeversheffing Zvw. Two of them vary with the contract type and the size of the employer, one is set employer by employer by Belastingdienst decision, and all of them stop at € 79.409 of pay in 2026.
- Twelve monthly runs, with vakantiegeld at 8% accrued and normally paid in May or June
- Loonheffingen withheld, with the loonheffingskorting applied where the employee has asked for it
- Bonuses and variable pay, taxed through the tabel bijzondere beloningen
- Expenses, plus the € 2,45 untaxed thuiswerkvergoeding for each day worked at home in 2026
- The loonaangifte filed each period, with records kept in the state an inspection expects
What a Dutch candidate expects above the statutory floor
The floor is set by law: leave at four times the weekly hours, 8% vakantiegeld, and sick pay that runs for up to two years. A CAO, or a bedrijfstakpensioenfonds made compulsory for a sector, can raise that floor on an employer that never signed anything, so the first job is to check whether one reaches the role. What candidates then weigh is usually leave, pension and the home-working package. We price the options and run whichever you pick.
- Supplementary cover above the health insurance residents buy themselves
- Allowances arranged inside the werkkostenregeling
- Employer contributions to a pension scheme you choose to set up
- Income protection and life cover
- Bovenwettelijke vakantiedagen, which run for five years rather than lapsing on 30 June
From your offer to their first Dutch payslip
The person you chose signs a Dutch arbeidsovereenkomst and gets the article 7:655 BW written terms. Their BSN, a verified identity document and a signed employee statement are held before the first working day, because without them the anoniementarief applies.
Your new colleague reports to you, takes their targets from you and works the way the rest of your team works.
Payroll goes out in euro, loonheffingen are withheld and reported in the loonaangifte, employer charges are worked out on premieloon, and vakantiegeld accrues at 8%.
Working hours under the Arbeidstijdenwet, leave that lapses on 30 June, home working with no statutory right behind it, and a concurrentiebeding that only binds in an indefinite contract, in writing, with an adult.
Where our fee sits among the platforms
Cheaper fees are published elsewhere. What sits behind ours starts at €599 per employee each month, one country covered properly, and terms shaped around the role instead of a template.
| UsNetherlands only | Deel | Oyster | RemoFirst | Remote | Papaya | Native Teams | |
|---|---|---|---|---|---|---|---|
| Fee per employee, per month | from €599 | $599 | USD 699 | From $199 | $699 | From $499 | From $99 |
| A single published figure | ✔ | ✖ | ✔ | ✖ | ✔ | ✔ | ✖ |
| Covers the Netherlands and nowhere else | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Dutch payroll and HR kept in house | ✔ | ✖ | ✔ | ✖ | ✔ | ✖ | ✖ |
| Pay guidance drawn from published CBS wage data | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Fluent in vakantiegeld, proeftijd and the ketenregeling | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Contract drafted inside a working day | ✔ | ✔ | ✔ | ✔ | ✔ | ✖ | ✔ |
| Changed terms reissued in writing | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Hiring in countries beyond this one | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| One name on your account throughout | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
Competitor fees are shown in the currency in which each provider publishes them, which for most is US dollars. Our fee starts at €599 per employee per month, which at the European Central Bank reference rate of 21 September 2026 (EUR 1 = USD 1,1490) is approximately USD 573, so reading the columns straight across understates some gaps and overstates others. Each figure was read on the provider’s own pricing page on 22 September 2026. A “from” price is a starting point rather than a quoted rate, and several providers publish no Netherlands rate at all. Every figure is a management fee and excludes salary, employer social charges and vakantiegeld.
Employing in the Netherlands from somewhere else?
Send the role, the base salary and the start date you have in mind. Back comes the full employer cost, what has to be held before day one, and how the contract would read.