オランダの習熟作業者派遣組織

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.

For a single monthly cost based on the salaries of your co-employed employees, a top-notch PEO in the Netherlands acts as a services provider to handle all relevant HR functions, including payroll, contract administration, and guaranteed tax compliance. 

Yes, EORs provide you with a secure, simple, and legitimate means to hire or transfer workers in The Netherlands. This employment solution works either permanently or while you take the time to establish your own corporate structure. 

In addition to paying new hires’ salaries, indirect expenses like social insurance contributions and any bonuses or incentives must also be covered by the employer. Signing bonuses are uncommon but may make you a particularly attractive employer.  

Yes, an EOR can employ workers on your behalf both in every region of the country or abroad.  

Changes to an employee’s contract can only be made after consultation with the employee in question, however, in some cases, changes can be made without the employee‘s express consent. These cases include: when a fixed-term contract is about to end, if the contract includes a provision for unilateral changes, and where changes are considered fair or could potentially benefit the employee.  

Employers in The Netherlands are responsible for taking care of all payroll taxes, benefits management, and workplace safety. This includes ensuring that all the employee’s rights are met, including receiving a salary that meets minimum wage requirements and being eligible for the minimum amount of annual and medical leave.  

Yes, employers are expected to withhold salary amounts for taxes and payroll on behalf of the employee, as well as pay around 12.86% of the employee’s salary in employer contributions.  

Generally regarded as one of the most comprehensive social insurance systems worldwide, resident employees benefit from multiple forms of social security including a pension, sick pay, and child support. Multiple allowances can be applied for on a worker’s behalf to improve their quality of life such as a remote work allowance, travel allowance, and equipment reimbursements.  

All employers are obliged to join the health insurance system when they begin to hire workers. By deducting payroll amounts for social insurance contributions, employees are then eligible for a highly comprehensive system of healthcare. Employees pay a mandatory excess amount for healthcare, with the rest then being covered by insurance.  

There may be minimal or maximum numbers of employees you may hire using certain PEO businesses’ services. However, INS Global allows you to manage as many or as few employees as your expansion strategy calls for. 

Should a situation require severance pay, this is typically a minimum of 1/3 of an employee’s monthly wage per year of service with the company (up to a maximum of the equivalent of the employee’s average salary for a year).  

A separate physical office is not necessary for employing remote workers in the Netherlands, but even those working at home can require employers to help provide a safe “ergonomic” workspace. This may require the employer to provide all the equipment necessary for a remote worker to do their job. 

The Netherlands Labor Authority (Nederlandse Arbeidsinspectie) governs Dutch working conditions and may carry out inspections of the workplace and work practices in a company.  

Our recruiting specialists are familiar with regional standards and best practices with professional access to industry-specific networks and resources both online and offline. 

In The Netherlands, a professional staffing company or recruitment agency will normally charge a recruiting fee calculated as a portion of the new employee’s monthly gross compensation. INS Global can offer these services and fully integrate them with our PEO solution to offer a complete employment outsourcing package.  

The Netherlands recognizes 8 annual public holidays, however, these are not required to be paid unless an employee is required to work on them.  

With a robust system of workers’ rights, employees don’t have to worry about many of the same issues as if they would be working in less developed countries. However, small infractions may cause significant fines and fees for both employees and employers, and both should be careful to maintain constant legal compliance.  

Yes, INS Global can offer recruitment, PEO, and EOR services for both Dutch citizens and foreign residents.