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THE TWO LINES

What does an EOR in the Netherlands cost?

EOR Netherlands pricing starts at €599 per employee per month, plus what it actually costs to employ the person, billed at the amount paid out. We take no share of the salary and add no margin to a statutory charge.

LINE ONE: OUR FEE
from €599per employee, per month

Identical every month, and it pays for:

  • The arbeidsovereenkomst, the written terms and onboarding
  • The monthly run, the payslip and the loonaangifte
  • Leave, sickness and contract questions as they arrive
  • One named contact who works on Dutch employment daily
Flat, so the run costs the same on a € 38.000 salary and a € 130.000 one.
LINE TWO: THE REAL COST
€0of margin on any of it

Shown line by line on the same invoice:

  • €
    Base salaryPaid in euro, in twelve monthly amounts.
  • €
    Vakantiegeld, 8%8% of base salary under article 15 WML, accrued monthly and normally paid out in May or June.
  • €
    Employer social chargesAWf, Aof, opslag Wko, the gedifferentieerde premie Whk and the werkgeversheffing Zvw. Together 16,77% of total gross pay for a small employer on a permanent written contract in business services, which is 18,11% expressed on base salary. Nothing is charged above € 79.409 of pay in 2026.
  • €
    What you decide to addPension, extra leave, cover above the statutory floor. Your call, our administration.
  • €
    Agreed expensesReimbursed at what was spent, including the € 2,45 untaxed thuiswerkvergoeding per day worked at home.
Set by Dutch law or chosen by you. Either way the figure billed is the figure paid. Percentages assume no CAO applies and no occupational pension scheme is compulsory for the role.
The figure does not move No cut of anyone’s pay Nothing charged when someone leaves Invoiced in whichever currency your finance team wants
INSIDE THE FEE

Eight things the fee actually pays for

One fee per employee covers employing someone in the Netherlands end to end: the contract, the monthly run, every return to the Belastingdienst, and the questions from you and from your colleague in between. The salary does not move it.

The arbeidsovereenkomst

Drafted under Dutch law with the article 7:655 BW written terms alongside it, and a proeftijd only where the contract can lawfully carry one.

The monthly run

Pay out on time each month in euro, with loonheffingen withheld, the loonheffingskorting applied where it has been asked for, and a payslip issued.

The return to the Belastingdienst

Loonheffingen and the employer charges worked out on premieloon and reported in the loonaangifte every period, with the € 79.409 ceiling applied where pay passes it.

Leave, holidays and sickness

Leave accrued in hours at four times the weekly hours, wettelijke days flagged before they lapse on 30 June, the eleven 2026 holiday dates handled as the contract provides, and sick pay run at 70% with the Wet verbetering poortwachter dates diarised.

The questions in between

Changed terms, questions from your colleague, and the article 7:655 BW information reissued whenever something moves.

Benefits administration

We set up and run whatever you decide to offer above the statutory floor, from extra leave to a pension scheme.

A named contact

The same person from the first draft contract to the final payslip.

A single invoice

Fee, salary, vakantiegeld, employer charges and anything you added, itemised on one document a month.

BEFORE YOU BUDGET

Six questions finance teams put to us

What determines the fee, and does it move?+
Pricing opens at €599 per employee per month. Where a given role lands above that depends on its complexity and on how much of the employment you want carried for you, and the figure is confirmed in a written quote once we know the role. It covers the contract, the monthly run, the loonaangifte, HR questions and your named contact, and it is the same figure in month one and month thirty.
Does the fee rise as the salary rises?+
No. Salary plays no part in it: a director on € 130.000 and an analyst on € 38.000 cost the same to run, because the payroll work is the same either way. What does change with the salary is the employer charges underneath, and those are billed at cost.
Are the employer social charges inside the fee?+
No. They are set by Dutch statute, so they are billed separately at the amount paid. For a small employer, a permanent written contract and a business services sector classification, AWf, Aof, the opslag Wko, the Whk and the werkgeversheffing Zvw come to 16,77% of total gross pay in 2026. Across the realistic range the same five charges run from 16,55% to 28,60%, with the contract type worth 5,00 points of that on its own, and nothing is charged above € 79.409 of pay. This assumes no CAO applies and no occupational pension scheme is compulsory for the role.
What gets billed outside the fee?+
Four things, each at cost: the base salary, 8% vakantiegeld, the employer social charges, and anything you chose to add such as a pension, extra leave or agreed expenses. Take a base salary of € 48.000 in 2026. Vakantiegeld adds € 3.840,00 and employer charges add € 8.693,57, so the total employer cost is € 60.533,57. Expressed on the base salary that is about 26% on top: 8,00% vakantiegeld plus 18,11% employer charges, both measured on base salary. The same charges measured on total gross pay of € 51.840,00 come to 16,77%, which is why the two bases must never be added together.
Which currency does all this happen in?+
Your colleague is paid in euro, because Dutch payroll runs in euro and every statutory figure is set in it. Our fee is in euro too. Your own invoice is a separate matter: if your finance team would rather be billed in US dollars or pounds sterling, we set that up.
When does the fee stop if someone leaves?+
There is no minimum term with us, and the fee for a person stops when their employment does. How quickly that happens is set by their rights rather than by our contract. If the employee resigns, their own notice is a month. If the ending is the employer’s idea, permission is needed first from UWV or the kantonrechter, notice then runs from one to four months by length of service, and transitievergoeding is owed at a third of a month’s pay per year of service, capped at € 102.000 for 2026. A vaststellingsovereenkomst is often quicker, and carries a 14-day right for the employee to change their mind.