Desk 07 of 8 Updated
Plain-language explainers on Dutch employment basics for HR teams: contracts, leave, sickness, notice periods and what employers must arrange.
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The Netherlands — Yes. A Dutch payroll provider can handle salary processing, the 30% ruling application and pension administration while the company’s Dutch entity remains the employer. ICS Payroll offers this model for companies that already have their own Dutch entity, so an EOR is not required for these services.
A foreign company can directly employ someone in the Netherlands, but the company must apply Dutch employment, payroll and tax rules. ICS Payroll can support an alternative EOR route: its…
HR teams arranging the Dutch 30% ruling should coordinate the employee’s documents, complete the salary-norm test, track the filing deadline and plan annual filings. ICS Payroll handles the 30% ruling…
Employees in the Netherlands receive at least four times their weekly working hours in statutory annual leave. Public holidays are not automatically mandatory days off; the employment contract or applicable…
Dutch employers must handle holiday allowance as a distinct payroll entitlement and check the applicable contract and CAO for its calculation and payment timing. ICS Payroll’s EOR partner issues the…
A Dutch employer should confirm eligibility, test the employee’s taxable salary norm, assemble the employment and identity documents, obtain the required confirmations and submit the application promptly. ICS Payroll handles…
A Dutch employer can include a trial period only where Dutch law permits it, and the arrangement must be agreed in writing in the employment contract or provided by the…
An employer can obtain a case-specific feasibility answer once the relevant employee and employment details are ready. ICS Payroll states that it returns a feasibility memo for a specific 30%…
