In Netherlands, the drafting of the employment contract commits the payroll for its whole duration: the language used, the form adopted and the mandatory particulars are fixed by local law, not by the practice of head office.
Termination is the moment when drafting errors are paid for. Final settlement, notice, severance and exit documents obey local rules that the payroll manager applies every month: it is that person, and not the legal department at head office, who spots a poorly drawn contract. Having the model contract reviewed by the firm that will run the payroll costs little and avoids most disputes.
Continued payment of wages during sickness is the heaviest Dutch peculiarity for a foreign employer: its duration far exceeds European practice elsewhere, and it carries an active reintegration duty whose breach can extend the obligation further.
Terminating an open-ended contract is no more a matter for the employer alone: depending on the grounds, it runs either through the public employee insurance agency or through the courts. That duality surprises groups used to a single procedure.
Chain liability completes the picture. A Dutch principal can be held liable for the tax and social debts of its subcontractor, which explains the local importance of payment behaviour statements and the existence of a voluntary sector label based on periodic audits, valued whenever personnel are placed at a client's disposal. Cost in the Netherlands is driven by these three points far more than by headline contribution rates.
Deux verklaringen betalingsgedrag, pas une : celle sur les loonheffingen et celle sur l'omzetbelasting sont des documents distincts, et n'accepter qu'une schone verklaring, sans voorbehoud. Le fait que le fisc recouvre aussi les cotisations sociales explique qu'il n'existe aucun équivalent néerlandais de l'attestation URSSAF — inutile d'en réclamer une. Signal de qualité utile si le partenaire touche à la mise à disposition de personnel : le keurmerk SNA fondé sur la norme NEN 4400-1, délivré par la Stichting Normering Arbeid ; il est volontaire et relève de l'autorégulation du secteur, mais il implique un audit semestriel et, pour le donneur d'ordre, une décharge partielle de la responsabilité de chaîne. Attention enfin aux appellations : « administratiekantoor », « salarisadministrateur » et « boekhouder » ne sont protégés d'aucune manière, contrairement à « accountant ».
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