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Weighing up EOR providers?

Best EOR provider in the Netherlands
judged on what it carries.

Three things separate the Employer of Record providers worth shortlisting for the Netherlands: whether the monthly loonaangifte is right, who absorbs the 104-week sick pay duty under article 7:629 BW, and who answers when a dismissal needs permission before it can happen at all. Each test is below, with our answer beside it.

Book a demoAbout Usfrom €599 per employee each month · no company of your own to register
One country onlyWe work on nothing else
Monthly loonaangifteWithheld and filed on time
Sanne, your EOR Netherlands contact

What the employment side actually involves in the Netherlands

You pick the person and set the work. Everything below sits on the employment contract instead of on your finance team.

  • A written arbeidsovereenkomst, with the article 7:655 BW information the employee must be given
  • A proeftijd only where the contract can lawfully carry one, since article 7:652(6)(a) BW makes it void in a contract of six months or less
  • Monthly payroll in euro, with loonheffingen withheld and the loonaangifte filed to the Belastingdienst
  • Employer social charges worked out on premieloon and stopped at the € 79.409 ceiling for 2026
  • Vakantiegeld accrued at 8% under article 15 WML, normally paid out in one go in May or June
  • Statutory leave counted in hours at four times the weekly hours, with wettelijke days lapsing on 30 June of the following year
  • Sick pay at 70% for up to 104 weeks under article 7:629 BW, with the Wet verbetering poortwachter milestones kept to date by date
  • Dismissal handled the way Dutch law requires it: permission from UWV or the kantonrechter first, then notice, then transitievergoeding
  • Ending by agreement where that suits better, with the article 7:670b BW reflection period written into the vaststellingsovereenkomst
  • Employee records kept under the GDPR, in a state the Nederlandse Arbeidsinspectie can be shown
The EOR Netherlands portal for managing people, payroll and employment contracts
The same name each month

Someone who has read your contracts.

A provider is worth what it is worth on the awkward cases. You get a named contact who works on Dutch payroll and employment every day, already knows how your contracts read, and comes back with the article that settles the point rather than a reference number.

Sanne, your contactDutch payroll and HR
Questions worth asking

How should you test an EOR before you commit?

Eight questions that tell you quickly whether a provider knows Dutch employment or has read a country guide.

Who the contract is with

Ask who signs the arbeidsovereenkomst and who is named on it as the employer. If that is a firm you never deal with, your escalation route runs through two sets of terms.

Getting the monthly return right

Loonheffingen are withheld and reported in the loonaangifte every period. Ask who checks the inputs, who approves the run, and what happens when a correction is needed.

Who absorbs two years of sick pay

Article 7:629 BW puts 104 weeks of pay at 70% on the employer. Ask how the provider funds that, and how it runs the Wet verbetering poortwachter steps that stop UWV adding a 52-week loonsanctie.

Where the employee file sits

Ask who is controller and who is processor, which systems hold the payroll history, and how long records are kept after someone leaves.

Depth on Dutch employment law

Ask whether the person replying works on Dutch employment daily, and whether they hold the question until it is answered instead of passing it on.

A start date that holds

Ask for a timeline built from the real steps. The BSN, a verified identity document and a signed employee statement all have to be held before the first working day, or the anoniementarief applies.

A fee that stays where it is

A flat fee per head is easier to plan around than a share of salary. Ask for anything extra in writing before you add the second person.

Documents you can download yourself

You should be able to download contracts, payslips and proof of each monthly return without asking anybody for them.

What each provider publishes

Our fee against the global platforms in the Netherlands

from €599 per employee each month, and a start date built from the steps that have to happen before day one.

Netherlands onlyEOR NetherlandsDeelOysterRemoFirstRemotePapayaNative Teams
Fee per employee, per monthfrom €599$599USD 699From $199$699From $499From $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. Comparing the published numbers straight across currencies will therefore understate some gaps and overstate others. Competitor prices were read on each provider’s own pricing page on 22 September 2026. Where a provider publishes “from” or “starting at”, that figure is a starting point rather than a quoted rate, and several publish no Netherlands rate at all. Every figure here is a management fee and excludes salary, employer social charges and vakantiegeld. These figures were accurate in September 2026 and may have moved since.

Things you can check

Why companies hiring into the Netherlands stay with us

One country, read properly, instead of fifty covered at arm’s length

Loonheffingen withheld and reported in the loonaangifte every period

A named contact, and an agreed route when something has to go further

Plain answers on where the employee file sits and who may open it

One sequence for every hire, so the date you agree is the date it happens

Records kept in the state an inspection expects to find them in

2026Wage floor reset twice

The Dutch wage floor moved again in July

The minimumuurloon for workers aged 21 and over went from € 14,71 to € 14,99 on 1 July 2026, a rise of € 0,28. The floor is hourly and there is no statutory figure by the month, so what an employee is owed as a minimum is simply the hours they worked multiplied by that rate, which is why a 36-hour and a 40-hour contract owe different amounts. The figure is reset every 1 January and every 1 July under article 14 WML. Payroll has to move with it on the day, and ours does.

Who this page is written for

Written for people about to hire in the Netherlands

01

Founders comparing the best EOR provider in the Netherlands for one or two early hires

02

HR leads who want to see where the 104-week sick pay duty actually lands

03

Hiring teams who need an employee file that survives an audit and a subject access request

04

Employers leaving a platform that never replies and looking for a test rather than a pitch

Put to us most often

What buyers ask about EOR providers here

Who employs the person, and what do they take on?+
The EOR becomes the legal employer of the person you hire. The arbeidsovereenkomst is between the worker and the employing company, which pays the salary in euro, withholds and files loonheffingen, applies statutory leave under article 7:634 BW and carries the 104-week sick pay duty under article 7:629 BW. You choose the person, set the pay and run the work.
How does Dutch payroll and tax work each month?+
Loonbelasting and premie volksverzekeringen are withheld together as loonheffingen, with the loonheffingskorting applied where the employee has asked for it, and reported to the Belastingdienst in the loonaangifte. On top of the gross, the employer pays AWf, Aof, the opslag Wko, the gedifferentieerde premie Whk and the werkgeversheffing Zvw, all of which stop at € 79.409 of pay in 2026.
Is there a pension to pay into?+
There is no general statutory occupational pension duty in the Netherlands. The state pension is funded through the premie volksverzekeringen inside loonheffingen. A CAO, or a bedrijfstakpensioenfonds made compulsory for a sector, can impose a scheme on an employer that never signed anything, so the first step is to check whether one reaches the role. Anything beyond that is a benefit you decide on and we administer.
What happens if someone is off sick for a year?+
Article 7:629 BW keeps 70% of pay running for up to 104 weeks, with at least the statutory minimum wage in the first 52 weeks and no floor after that, and article 7:670 BW blocks notice for the same two years. Alongside it the Wet verbetering poortwachter sets dated steps, from the probleemanalyse in week 6 to the 42e-weekmelding. Miss those and UWV can add a third year of pay. Ask any provider how it funds and runs both halves.
Who holds the employee data?+
Ask for the controller and the processor to be named in writing, for the systems that hold the payroll history, and for the retention period after someone leaves. We set ours out before onboarding starts rather than after.
Does the monthly figure ever move?+
Pricing opens at €599 per employee per month, and the figure we quote does not change with the salary. Statutory employer costs sit outside it and are billed at the amount actually paid. If something you ask for costs extra, the figure reaches you before you agree to it.
Can the terms be changed after signing?+
Yes. A pay rise, a new job title, different hours or a move to home working are all recorded in writing, and the article 7:655 BW information is reissued so the written terms and the real ones stay the same document.
Who answers a question about Dutch law?+
A named contact who works on Dutch employment every day and stays with the question until there is an answer. Expect the article number with it, whether the subject is the ketenregeling, a concurrentiebeding or leave that lapses on 30 June.

Get a figure for your Dutch hire

Give us the role and the salary. Back comes the full employer cost, the date the person could start and how the contract would read.

Get in touch

Book a short call with someone who works on Dutch employment daily, and get the quote in writing.

Not taking new enquiries just now

Our Netherlands team is at capacity at the moment, so we have paused new enquiries. Please check back soon.