20 Best Employer of Record in the Netherlands in 2025
Best Netherlands Employer of Record Service Shortlist
Here’s my pick of the 10 best EOR companies in the Netherlands out of the 20 options I’ve reviewed:
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The best employer of record in the Netherlands helps you legally hire, manage, and pay Dutch employees without opening a local entity or navigating complex Dutch labor laws on your own.
Whether you're expanding into the Netherlands for the first time or already managing remote staff there, the right EOR partner can simplify compliance, streamline onboarding, and handle payroll, benefits, and employment contracts—all while keeping you aligned with the Nederlandse Arbeidsinspectie.
But finding the right provider isn’t easy. Many EOR services appear similar on the surface, making it difficult to compare pricing, capabilities, and local expertise. You might be unsure which solution fits your growth plans, or frustrated by slow, manual processes with your current provider.
That’s why I’ve spent hundreds of hours reviewing and comparing the top EOR services for the Netherlands—so you can confidently choose a solution that’s compliant, reliable, and built to scale with your global team.
Market Details for Hiring in the Netherlands
- Capital City: Amsterdam
- Currency: Euro (€, EUR)
- Payroll Frequency: Monthly
- Official Language: Dutch
- Approx. Population: 17.8 Million
- Public Holidays: 11 days
Why Hire Employees in the Netherlands?
The Netherlands offers a highly educated, multilingual workforce of Dutch professionals, particularly in high-demand sectors such as technology, finance, logistics, and life sciences. Cities like Amsterdam and Eindhoven are renowned for their thriving tech industries, with a strong focus on innovation and research and development.
The Netherlands is also a major hub for financial services, attracting multinational banks and financial institutions. This makes the country a hotspot for industry-specific talent, offering a rich pool of candidates for specialized roles.
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Best Employer of Record in the Netherlands: Pricing Comparison Chart
This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in the Netherlands to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for flexible global payment methods | Free demo available | Pricing upon request | Website | |
| 2 | Best for EOR support in Netherlands | Free demo available | $99/employee/month | Website | |
| 3 | Best for offering local health benefits to Dutch EOR employees | Free trial + demo available | From $29/month | Website | |
| 4 | Best AI-driven EOR platform | Free trial available | From $579/month | Website | |
| 5 | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website | |
| 6 | Best for hiring and paying talent in the Netherlands | Free demo available | From $199/employee/month or $19/contractor/month | Website | |
| 7 | Best EOR service for quick employee onboarding | Free demo available | From $20/user/month (billed annually) | Website | |
| 8 | Best for competitive benefits packages | Free trial available | From $29/user/month | Website | |
| 9 | Best for hiring without setting up a local entity | Not available | From $29/contractor/month to $499/EOR employee/month | Website | |
| 10 | Best for combined global HR and EOR services | Free demo available | Pricing upon request | Website |
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Reviews of the Best Employer of Record Services in the Netherlands
To help you find the best EOR service for hiring employees in the Netherlands, I’ve described my top 10 selections in detail, including the specific services each provider offers and how HR teams can use them effectively. Additionally, I’ve listed 10 more EOR service providers for the Netherlands below if you’d like more options to consider.
G-P is a leading EOR service provider that assists companies looking to hire and manage employees in the Netherlands. Their global HR platform streamlines international hiring, compliance, payroll, and benefits administration, ensuring a smooth onboarding process for Dutch employees.
Why I picked G-P: G-P’s sophisticated global EOR platform is designed to handle complex regulatory environments, making it easy for businesses to hire and manage employees in numerous countries, including the Netherlands.
New hires can be onboarded in days, with locally-compliant contracts according to Dutch laws. Using G-P, you can also pay your EOR employees in over 180+ currencies (including cryptocurrencies) using Venmo or bank transfers. Their AI assistant, G-P Gia, supports HR tasks and provides instant answers to employment-related queries, helping teams save time and improve accuracy.
G-P Key Services:
G-P offers automated onboarding processes, real-time expense reporting, and a dedicated support team, all of which contribute to its reputation as one of the best EOR services in the Netherlands.
Their team includes local HR experts who understand the intricacies of Dutch labor laws and cultural nuances and can also assist with global expansion plans and executing global transactions as needed.
Pros and cons
Pros:
- Easy and quick international hiring and onboarding process
- Strong compliance and risk management
- Comprehensive global employment platform
Cons:
- Dependence on the platform for all HR functions
- Limited customization options
Native Teams is a global employment platform that enables companies to hire, onboard, and manage employees in over 85 countries—including the Netherlands—without having to establish a local legal entity. By acting as the legal employer, Native Teams handles everything from payroll and tax compliance to benefits and employment contracts, making it easier for companies to expand internationally.
Why I picked Native Teams: Native Teams stood out for its strong on-the-ground presence in the Netherlands and its localized approach to payroll and employment compliance. For businesses looking to hire Dutch talent quickly and legally, Native Teams offers an effective EOR solution that removes the administrative burdens of Dutch labor law. They’re especially helpful for companies that want to avoid misclassification risks or struggle with setting up statutory benefits and tax contributions.
Native Teams also provides added value by supporting relocation, handling Dutch work permits, and offering a fully compliant HR infrastructure. Their Netherlands-specific insights, public holidays, and remote work allowances—make them a capable partner for long-term employment compliance.
Native Teams Key Services:
Native Teams offers legal employment through its own Dutch entity, generating compliant local employment contracts and managing payroll, taxes, and social security obligations. Their EOR model includes localized benefits administration such as private health insurance and home working allowances, plus Dutch-language support and compliance guidance.
In addition to EOR services, Native Teams provides multi-currency payment options, dedicated expense cards, automated HR documentation, and employee-level support for onboarding, career growth, and contract navigation. They also assist with visa applications and provide relocation support for foreign hires moving to the Netherlands.
Pros and cons
Pros:
- Offers localized payroll calculators for accurate salary and tax computations
- Provides compliant employment contracts and documentation
- Enables hiring globally without establishing a local entity
Cons:
- Covers fewer countries than some competitors
- May not offer advanced HR tools beyond essential employment features
New Product Updates from Native Teams
Gig Pay for Global Payments
In 2025, Native Teams rebranded and launched Gig Pay, a solution for gig platforms and workers to facilitate global payments. For more details, visit NativeTeams' website.
Deel is a well-established employer of record platform that helps companies rapidly employ workers in 150+ countries, including the Netherlands.
Deel owns a local entity in the Netherlands staffed with legal experts to keep track of regulatory changes and ensure all legal obligations are met on your behalf. To hire an employee in the Netherlands with Deel, the average onboarding time frame is 2 days.
Why I picked Deel: Deel excels as an EOR service provider in the Netherlands by offering streamlined contract management, ensuring compliance with Dutch employment laws. Deel also helps organizations offer localized employee benefits for Dutch staff, including public and private health insurance, unemployment insurance, and social security contributions.
In addition, Deel has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. These services, all combined, facilitate efficient and compliant hiring processes within the Dutch talent market.
Deel Key Services:
Deel offers end-to-end management for your employees based in the Netherlands, covering everything from hiring and onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their remote teams effectively, including contract management and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options. You can also use Deel for visa and immigration support if you want to relocate existing employees to the Netherlands, with Deel managing the entire visa process for your organization in-house.
Deel offers 24/7 customer support and live chat and is known for its fast support.
Pros and cons
Pros:
- Comprehensive employee benefits
- Local compliance expertise
- Fast onboarding process
Cons:
- No mobile app
- Limited customization options
New Product Updates from Deel
Deel Launches Anytime Pay Beta for Daily Earnings Access
Deel introduced an Anytime Pay beta, allowing EOR workers with Deel Cards to withdraw earned pay daily. Automatic tax and ledger updates are included, with PEO and Global Payroll support coming soon. More details at Deel Blog.
Borderless AI is an AI-native employer of record (EOR) platform that enables businesses to hire and pay employees in over 170 countries—including the Netherlands—without setting up local entities.
Why I Picked Borderless AI: I picked Borderless AI for its automation-first approach to global hiring. From compliant contract generation to payroll and localized benefits, its AI tools simplify Dutch employment processes without the legal overhead. Real-time tax logic, fast payroll speeds, and dynamic compliance alerts help you stay ahead of regulations while scaling globally.
Borderless AI Key Services:
Borderless AI automates Dutch employment contract creation and payroll processing in euros—without requiring upfront salary deposits. You can hire Dutch employees quickly while staying compliant with tax and labor laws.
Its digital HR assistant, HRGPT, responds to compliance questions instantly and helps you manage benefits like health insurance and pensions according to Dutch standards. A centralized dashboard with role-based permissions gives your team oversight and control over global hiring activity.
Pros and cons
Pros:
- Provides an AI-powered assistant
- Offers clear, flat-rate pricing
- Facilitates international expansion without the need for local entities
Cons:
- Does not offer direct recruitment or applicant tracking functionalities
- Reporting and analytics tools are not extensive
New Product Updates from Borderless AI
Borderless AI is Now SOC 2 Type II Certified
Borderless AI announced its SOC 2 Type II certification, emphasizing security and data protection with a new Trust Center and plans for ISO 27001 certification. More details are available at the Borderless AI Blog.
Remofirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can build global teams with ease. They offer EOR services in 180+ countries, including the Netherlands, eliminating the need to set up multiple legal entities abroad.
Why I picked Remofirst: For businesses looking to grow their remote teams in the Netherlands, Remofirst stands out as a budget-friendly option. Hiring in the Netherlands involves navigating local labor laws, tax regulations, and compliance requirements. Remofirst ensures that your team members are fully compliant with Dutch employment laws.
Remofirst also has deep local knowledge of Dutch employment benefits and requirements. From handling statutory benefits like holiday pay and social security contributions to managing tax filings, Remofirst ensures that you’re compliant with local laws. By taking care of these administrative tasks, they make it easy to scale your team in the Netherlands without worrying about costly mistakes or compliance issues.
Remofirst Key Services:
Their team of legal experts and HR professionals will ensure your business operations are always compliant with changing Dutch regulations, with compliance documentation accessible at all times through your secure dashboard. Their customer support team is also available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
On top of their EOR services, Remofirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), and employee support with obtaining visas and other immigration documentation. They can even help you allocate equipment to your global employees. Pricing for their EOR services starts at $199/person/month.
Pros and cons
Pros:
- Robust employee support
- User-friendly platform
- Comprehensive compliance management
Cons:
- Service availability may vary by region
- Dependence on third-party providers for some services
Skuad’s digital HR platform helps global employers hire, pay, and manage employees in over 160 countries, including the Netherlands. When you hire them as your Dutch EOR partner, they’ll manage the whole hiring process on your behalf, including creating employment agreements and other legal documents.
Why I picked Skuad: As part of their EOR service, Skuad offers remote hiring and can facilitate payroll in multiple currencies. This includes the management of invoices as well as payroll automation. Skuad also offers robust compliance frameworks for local Dutch employment laws, including visa and immigration processes, statutory benefits, and tax obligations.
Skuad Key Services:
Skuad's EOR services include remote employee onboarding, employee benefits, time-off tracking, and managing tax compliance. As part of their global hiring service, they’ll handle all the required documentation on your behalf, including work permits and visas for your new hires and their dependents.
Beyond that, Skuad can also help you distribute computer equipment to your new employees, and track company assets like phones and other IT devices.
Pros and cons
Pros:
- User-friendly platform
- Extensive HR support
- Comprehensive compliance management
Cons:
- Possible delays in customer support response time
- Limited customization options
Multiplier is an employer of record company that provides HR and global payroll services to businesses, allowing them to outsource these responsibilities to a single provider. You can use their services to hire and manage employees based in the Netherlands and comply with changing labor laws and tax policies.
Why I picked Multiplier: Multiplier helps businesses quickly and easily onboard new employees, manage their payroll and benefits, and ensure compliance with local laws and regulations. Their EOR services are very fast, with the ability to employ new talent in some countries in less than 24 hours once you've decided which candidate you'd like to hire. Their 4-step onboarding process is also user-friendly, providing a good experience for your new employees.
Multiplier Key Services:
Their EOR services include payroll processing, tax compliance, benefits administration, and worker's compensation. Their team of local experts can also offer support with employee benefits management, including health insurance, retirement plans, and other perks that are specifically tailored to the Netherlands market. This service helps attract and retain top talent by offering competitive benefits packages.
By outsourcing your core HR responsibilities to Multiplier, you can reduce your exposure to the legal and financial risks associated with employing workers in the Netherlands.
Pros and cons
Pros:
- Excellent customer service
- User-friendly platform
- Comprehensive compliance support
Cons:
- Dependence on third-party benefits providers
- Limited customization options
Remote’s global HR solution offers EOR services that simplify payroll, benefits, taxes, and compliance for international workers. You can use their services to hire full-time employees or contractors and gain local market insights.
Once you’re ready to hire an employee in the Netherlands, Remote can complete their onboarding process within 4 days.
Why I picked Remote: Remote helps companies compete for talent effectively in the global market by lending access to competitive benefits packages. They can help you offer health insurance, dental insurance, vision insurance, disability and life insurance, and mental health support services for your Dutch employees. Remote also doesn’t add any markup to their benefits premiums or administration costs, making them a cost-effective choice.
Remote Key Services:
Services include global payroll processing, intellectual property, and invention rights protection, and benefits packages that are tailored for the Dutch market. Their software platform also covers experience reimbursement and time-off requests, which are quick and easy to approve through their online portal.
Pros and cons
Pros:
- Strong local expertise
- User-friendly platform
- Comprehensive compliance support
Cons:
- High cost per employee
- Limited customization options
Omnipresent helps businesses employ and manage talent worldwide. They operate as an employer of record (EOR), handling the complexities of local employment regulations so you can focus on managing your team without worrying about compliance logistics or setting up a local entity.
Why I picked Omnipresent: In the Netherlands, Omnipresent is an excellent EOR because they handle crucial employment tasks like setting up Dutch-compliant contracts, managing statutory benefits such as healthcare and pension contributions, and ensuring adherence to local labor laws.
They also offer localized support for Dutch employment practices, like payroll management in line with Dutch tax regulations, which can help ensure that your employees are paid accurately and on time. Additionally, Omnipresent provides guidance on any legal requirements related to dismissals and probation periods, which can be particularly complex in the Netherlands.
Omnipresent Key Services:
They also assist with global mobility, which covers visas and work permits, so your international employees can relocate or work remotely without legal issues. They also support your team’s personal and professional growth by handling benefits like paid time off, parental leave, and statutory sick pay, all of which are tailored to local requirements.
Pros and cons
Pros:
- Strong local expertise in employment regulations
- Handles tax compliance across multiple countries
- Easy to manage payroll for global teams in one platform
Cons:
- Service variability across regions
- Slow customer service response times
TopSource Worldwide is an employer of record (EOR) service provider that takes care of all legal employment responsibilities for companies hiring in countries around the world, including the Netherlands. They manage payroll, tax withholding, benefits, contracts, and employer compliance, letting your team focus on business growth.
Why I picked TopSource Worldwide: I picked TopSource Worldwide because it delivers strong local knowledge around Dutch labor laws and employer obligations. They manage complex components like national and employee insurance contributions (AOW, ANW, AWBZ, WW, WIA, ZW), and the mandatory health insurance requirements under the Zorgverzekeringswet. TopSource handles income tax withholding and registration with local authorities, so your hires are compliant from day one.
But TopSource goes well beyond just payroll compliance. They also offer a range of HR services, including quarterly strategic global talent audits and on-demand access to global benefits and employment law experts. This means your teams can align hiring decisions in the Netherlands with broader growth strategies across markets.
TopSource Worldwide Key Services:
Other features include support for calculating and paying the Netherlands’ 8% statutory vacation allowance, which is accrued monthly and typically paid out in June. They also ensure your employees are registered with an Arbodienst occupational health provider like ArboNed, which is mandatory for all employers and covers sickness absence, reintegration plans, and workplace health compliance.
TopSource also structures compliant Dutch employment contracts, covering details like maximum working hours, sectoral agreement rules, probation periods, and notice periods. That ensures your employment terms meet all statutory requirements, while helping your team avoid the risks of local missteps.
Pros and cons
Pros:
- Service includes direct access to local experts
- Strategic HR guidance available for expansion planning
- Wide country coverage with 180+ supported markets
Cons:
- No integrations with popular HRIS platforms
- Limited reporting or automation features compared to tech-driven platforms
Other Employer of Record Services in the Netherlands
Here are some other EOR service providers in the Netherlands that didn’t make it into my top 10 shortlist, but are still worth considering:
- Rivermate
EOR service for European client companies
- Horizons
For a flexible EOR contract with no termination fee
- NNRoad
EOR service for relocating employees to the Netherlands
- Velocity Global
For navigating complex regulatory landscapes
- Mercans
For an advanced EOR management platform
- Oyster HR
For managing Dutch labor law compliance
- Atlas HXM
EOR partner for enterprise organizations
- FoxHire
For hiring healthcare and higher education workers
- Mauve Group
EOR for cultural awareness training
- Gloroots
EOR service for small businesses or startups
Hiring in the Netherlands: Important Details
Here are some key details to note if this is your first time hiring staff located in the Netherlands. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in the Netherlands.
In the Netherlands:
- Employment laws in the Netherlands are set by the Ministry of Social Affairs and Employment (Ministerie van Sociale Zaken en Werkgelegenheid).
- You can hire employees (full-time, part-time, temporary, or seasonal) or independent contractors. Your Dutch EOR provider can help you determine the best employee classification option depending on your needs while proactively preventing potential misclassification issues.
- You can also hire employees using a fixed-term contract with a maximum duration of three years. Employees can only be offered a maximum of three consecutive fixed-term contracts (this is called the "chain rule"). If the employment relationship extends beyond that timeframe, it automatically converts into a permanent contract.
- The Netherlands has both mandatory payroll deductions and social security contributions that must be collected, including income tax, National Insurance contributions, Employee Insurance contributions, and Health Insurance contributions.
- Dutch is the official language in the Netherlands. However, many professionals also speak and conduct business in English.
- The standard working week in the Netherlands is 40 hours per week over a 5-day work week.
- Overtime is allowed under the Working Hours Act and is calculated by paying additional wages or granting extra time off, typically 1.25 to 1.5 times the regular pay rate, depending on the collective labor agreement.
- Statutory working hours are limited to a maximum of 12 hours per day or 60 hours per week.
- Dutch employees also receive a 13th-month payment (called a holiday allowance), which is mandated at 8% of an employee’s annual salary and is paid in May or June.
- Paid vacation in the Netherlands starts at 20 days of annual leave per year, though common practice is now 25 days per year. Dutch workers also receive a holiday allowance of 8% of their annual salary, which is typically paid in May or June.
- There are 11 national public holidays in the Netherlands for which employees are paid. Understanding and complying with employment norms and legal requirements surrounding Dutch public holidays is one area where your EOR service will shine, managing these occurrences hassle-free on your behalf.
- National public holidays in the Netherlands include:
- New Year's Day
- Good Friday
- Easter Sunday
- Easter Monday
- King's Day
- Liberation Day
- Ascension Day
- Whit Sunday
- Whit Monday
- Christmas Day
- Boxing Day
- The Netherlands offers maternity leave and paternity leave.
- The maternity leave entitlement is 16 weeks, starting 4 to 6 weeks before the due date. Employees on maternity leave receive 100% of their pay.
- The paternity leave entitlement is 1 week of paid leave, followed by an additional 5 weeks of partially paid leave (70% of the employee's annual salary). Employees can also apply for partial compensation from the Social Security system.
- The Netherlands also offers 26 weeks of parental leave and 6 weeks of adoptive leave too.
- Paid sick leave in the Netherlands is up to 104 weeks (2 years), with at least 70% of the employee's salary paid by the employer, subject to a minimum of the statutory minimum wage and a maximum cap.
- Other leaves in the Netherlands include: leave for adoption, leave for an emergency, and compassionate leave for a short-term illness or long-term care.
- A probationary period is up to 2 months, depending on the duration and nature of the employment contract.
- The termination terms in the Netherlands are mandated by the Dutch Civil Code. The required notice period is between 1 to 4 months, depending on the employee's length of service.
- Severance pay is required and is calculated based on the length of service, known as transition compensation (transitievergoeding), amounting to one-third of the monthly salary for each year of service. However, as of January 1, 2025, the total amount of severance is now capped at €98,000 or one year’s salary, whichever is higher.
This overview reflects the most up-to-date (mid‑2025) employment regulations in the Netherlands. Your EOR will manage all these aspects, but understanding them helps you set realistic expectations and evaluate providers effectively.
Selection Criteria for Employer of Record the Netherlands
To find the best EOR services for hiring in the Netherlands, I focused on how each provider helps solve real challenges—like navigating Dutch labor laws, managing international payroll, offering competitive benefits, and onboarding employees quickly and smoothly.
Here’s what I looked for when comparing each provider’s service offerings:
Core Employer of Record Services (25% of total score): To be considered for inclusion in this list, each EOR provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage cross-border payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamlined payroll and HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
What is an Employer of Record in the Netherlands?
An Employer of Record in the Netherlands is a third-party service that legally employs Dutch workers on your company’s behalf. It handles local payroll, tax deductions, benefits, and compliance with Dutch labor laws while you manage day-to-day work responsibilities.
This service is used by companies that want to hire in the Netherlands without setting up a local entity. It removes legal and administrative hurdles for HR teams, helping you onboard talent faster and stay compliant with the Nederlandse Arbeidsinspectie.
EOR vs Legal Entity
If you’re trying to decide between using an EOR or setting up your own legal entity in the Netherlands, it’s important to understand the tradeoffs.
While establishing a Dutch entity gives you more long-term control, it also comes with greater complexity, cost, and legal responsibility. An EOR, on the other hand, provides a faster, lower-risk way to start hiring in the country—without having to navigate registration, tax, and compliance on your own.
Here’s a quick comparison of what each option typically involves:
| Category | Employer of Record (EOR) | Legal Entity Setup |
|---|---|---|
| Setup Time | Days to a few weeks | Several months |
| Registration Needed | None | KvK registration, tax ID, bank account |
| Compliance Management | Handled by EOR | Your responsibility |
| Employment Contracts | Issued by EOR | Drafted and managed by you |
| Payroll & Benefits | Managed by EOR | Requires setup of local payroll systems |
| Costs | Monthly fee per employee | Upfront legal, administrative, and ongoing costs |
| Local Expertise Needed | Provided by EOR | Required in-house or through consultants |
| Ideal For | Fast market entry, testing new markets | Long-term, large-scale investment |
Using an EOR can be a strategic shortcut if you're exploring the Dutch market or scaling fast without legal infrastructure. But if you're planning a permanent presence in the Netherlands and want full operational control, setting up a legal entity may be worth the investment.
How to Choose an Employer of Record in the Netherlands
An EOR service can solve many different challenges and simplify the process of hiring and managing staff in the Netherlands. To help you figure out which EOR service best fits your business needs, you need to document your specific challenges first.
As you work through your own unique selection process, keep the following points in mind:
- What problem are you trying to solve? Start by identifying the challenges you're trying to overcome, whether that's sourcing staff in the Netherlands who have specific skills, managing compliance with the Netherlands’s employment laws and tax regulations, paying employees in Euros (EUR), or offering health benefits to your Dutch employees.
- Who will benefit from the service? Consider who will manage the EOR relationship (i.e., who will your main contact people be in-house?) and how having an employer of record will improve their day-to-day work tasks.
- What is your budget? To evaluate cost, estimate how many employees you anticipate hiring in the Netherlands. Since EOR providers typically charge a monthly fee for each new hire, this will help you anticipate your monthly costs.
- What outcomes are important? Review the capabilities you want to gain or improve, and how you will measure success. For example, you may want to hire employees located within a specific province in the Netherlands to allow your staff to collaborate together in person if needed. You could compare service providers until you’re blue in the face but if you aren’t thinking about the outcomes you want to achieve, you could waste a lot of valuable time.
- How it would work within your organization? Consider how the service provider's software ecosystem would work alongside your existing workflows and systems. Would their software framework integrate with your existing HR software, or would you face data management roadblocks?
Remember every business is different — don’t assume that a Netherlands employer of record service will work for your organization just because it's popular.
Trends in Employer of Record Services
As global hiring becomes more common, the demand for streamlined, compliant, and easy-to-use EOR solutions is growing fast. Today’s top providers are embracing technology to deliver more flexible, full-service platforms that simplify everything from onboarding and payroll to benefits and compliance.
Here are some of the key trends shaping EOR services and the HR tech behind them:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR providers have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in EOR providers going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some EOR providers (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR providers that are capitalizing on these trends, I recommend reading our in-depth reviews of Oyster HR, Skuad, and Omnipresent.
Key Employer of Record Services
An Employer of Record (EOR) simplifies hiring and compliance in the Netherlands by managing payroll, tax obligations, and labor laws. Key services include:
- Payroll in EUR: Ensures accurate salary payments in compliance with Dutch labor laws, including the Dutch Civil Code (Burgerlijk Wetboek) and collective labor agreements (CAOs), covering wage rates, overtime, and record-keeping to avoid penalties from authorities like the Dutch Tax and Customs Administration (Belastingdienst).
- Tax Compliance and Social Contributions: Handles income tax (Loonheffing) and mandatory social security contributions such as health insurance, pension (Algemene Ouderdomswet, AOW), and unemployment insurance (Werkloosheidswet, WW), ensuring adherence to Dutch tax regulations and the social security system.
- Labor Law Compliance: Provides expertise on Dutch labor regulations, ensuring compliance with working hours, overtime, paid leave, and termination procedures in accordance with the Dutch Labor Code, reducing legal risks and ensuring alignment with both domestic and international employment laws.
- Talent Acquisition and Background Checks: Conducts industry-specific credential verification and background checks to ensure new hires meet Dutch legal standards and professional certifications.
- Visa and Work Permits: Assists with securing the necessary visas and work permits for non-EU employees, ensuring compliance with the Immigration and Naturalisation Service (IND) and Dutch employment laws.
- Onboarding and Offboarding: Manages compliant onboarding and terminations in line with Dutch labor laws, ensuring proper execution of termination processes, severance pay calculation (Transitievergoeding), and notice periods.
- Benefits Administration: Provides competitive benefits packages, including health insurance (Zorgverzekering), pension contributions, transportation allowances, and meal vouchers, tailored to the Dutch labor market.
- HR Support: Offers ongoing consultation on Dutch employment laws, workplace safety regulations (Arbowet), and compliance with mandatory employee-related documentation, such as payroll and personnel records.
- Risk Management and Insurance: Oversees workers' compensation and ensures compliance with local insurance requirements, such as health insurance and disability insurance, to mitigate legal and financial risks.
- Multi-Language Support: Facilitates communication with the Netherlands' diverse workforce through translation and localization of employment contracts, legal documents, and HR materials.
Leveraging employer of record (EOR) services is critical to ensure compliance with international labor laws.
Benefits of an Employer of Record Service
EOR services are a savvy option for organizations looking to expand their global footprint without the complexities and liabilities associated with international employment laws and practices. For companies contemplating global expansion, understanding the benefits of partnering with an EOR can provide the clarity and confidence you need to move forward.
Here are several benefits you’ll gain by using an EOR service:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of using an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Need a stronger case for upper management to choose an EOR? Point out the costs of hiring foreign workers and how an EOR simplifies the international recruitment process.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services in the Netherlands cost between $599 to $2,000 per employee, per month.
Alternatively, some EOR services in the Netherlands charge a percentage of the employee’s salary, ranging between 15% to 18%.
Key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
FAQs about EOR Services in the Netherlands
If you’ve got specific questions about the requirements to hire Dutch employees or how EOR services work, these answers to frequently asked questions are a good place to start:
What does an Employer of Record do?
An Employer of Record (EOR) service provider is a third-party entity that can help an organization hire a new employee in a country where it has no physical presence. It’s a useful service for businesses that are expanding internationally but don’t have physical offices established yet, or don’t ever plan to establish them. In these situations, the EOR provider becomes the legal employer of your remote staff on your behalf.
In this type of partnership, the EOR service provider deals with local employee-related matters such as managing payroll, deducting taxes, and administering the onboarding process for new employees. This allows organizations to access global talent while reducing their legal liabilities and compliance risks. This is because the EOR company assumes the legal responsibility for your international new hires on your behalf.
What are the minimum wage requirements in the Netherlands?
As of July 1, 2025, the minimum hourly wage for full-time employees aged 21 and over is €14.40.
The minimum wage in the Netherlands is determined by age and is adjusted every six months, on January 1st and July 1st.
As of 2024, the Netherlands no longer has a fixed monthly, weekly, or daily minimum wage. Instead, the pay per week/month depends on the number of hours worked, and whether any vacation or sick days were taken.
For the most current and detailed information, refer to the Government of the Netherlands website.
Which legal body manages unemployment benefits in the Netherlands?
In the Netherlands, the UWV (which stands for Uitvoeringsinstituut Werknemersverzekeringen or the Employee Insurance Agency in English) is responsible for administering employee insurance benefits, such as unemployment benefits, sickness benefits, and disability benefits.
For more information on specific social programs within the Netherlands, visit the official UWV website.
Do EOR providers offer other types of global HR services?
Yes, many service providers in this space also offer professional employer organization services (also known as PEO services), as well as cross-border payroll services.
PEO services are a way of outsourcing your human resource functions to support your international teams. PEO companies can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
What are some of the consequences of non-compliance?
As an organization, you never want to be deemed as non-compliant in the eyes of any government body. The exact rules and regulations will vary according to the jurisdiction you’re operating in, which is one of the main benefits of using an EOR service provider.
If you don’t use an EOR and you do hire international workers, you may quickly find yourself in non-compliance. The consequences of doing so will depend on the severity of the violation, but they could include all of the following:
- Fines and penalties
- Legal actions such as lawsuits or other litigation proceedings
- Corrective measures and compliance orders
- Revocation of business licenses or operating permits
- Reputational damage if the news becomes public (loss of public trust and loss of internal employee respect)
- Increased monitoring and additional government scrutiny
Companies who fail to follow international labor laws cannot simply say they were unaware of the legalities, and hence, didn’t follow them. That’s where an EOR service can really remove a lot of potential risk and liability from the international hiring process.
Are there any risks to using an Employer of Record service?
In the world of business, nothing is ever 100% risk-free, and that is true for EOR services as well. While EOR services do offer substantial advantages, here are some of the risks you should also be mindful of as you choose the right partner for you:
Financial risks:
- Hidden costs and service fees: Some EOR providers may charge additional service fees for specific tasks, such as processing documents, onboarding or offboarding employees, or providing additional HR advice.
- Mandatory benefits: Some countries require mandatory benefits for employees. In that case, the EOR will charge you for those benefits in addition to the employee salary and their service percentage, which can add up.
- Currency fluctuations: Exchange fluctuations can impact the cost of payroll and other financial transactions as the strength of a currency you’re using goes up or down.
Operational risks:
- Data security: Since you’re entrusting sensitive employee data to your EOR, you’ll want to consider the strength of their data protection practices and policies, including their incident response plans, IT penetration testing, and data management certifications, such as ISO 27001.
Strategic risks:
- Loss of control: You will need to relinquish some degree of control over the workforce management processes of your EOR employees, which may impact your organization’s strategic decision-making capabilities.
- Brand reputation: Any negative actions, incidents, or practices of your chosen EOR can directly impact your organization’s brand reputation and create a negative employee experience if not handled properly.
Simplify Hiring and Stay Compliant with the Right EOR in the Netherlands
Hiring in the Netherlands doesn’t have to mean navigating unfamiliar labor laws, setting up a local entity, or worrying about compliance missteps. The best employer of record services take that burden off your plate—so you can focus on building your team and growing your business with confidence.
Whether you're expanding for the first time or looking for a more reliable way to manage your existing Dutch workforce, an EOR can streamline hiring, payroll, benefits, and compliance, all from day one.
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