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Welcome to Netherlands!

Looking to conquer the world of business without getting tangled up in international employment complexities? We got this.

No cultural barrier or legal obstacle will stand in your way with us in your corner. We tailor our services to fit your unique needs so you shine no matter where you operate in the world.

Why You're Here!

Creating a worldwide workforce is a continuous process that extends beyond a contract.

TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.

  • Hire compliantly in 150 countries
  • Provide customized service and benefits
  • Remove the risk from your organization
Worker Classifications

There are no subcategories of workers

Fixed-Term Contracts

 Fixed-term contracts are permitted in the Netherlands, but cannot be renewed more than three times and cannot exceed three years cumulatively. If a Worker has been engaged on a fixed-term contract for six months or more, they are entitled to one month's advance notice before the end of the fixed term as to whether the contract will be renewed as well as the conditions upon which the contract may renewed. If such notice is not provided, the Worker is owed an additional month's salary.

Probationary Periods

Probationary periods are permitted if the contract will be longer than six months. In such cases, permanent contracts may include a probationary period of up to two months (one month for fixed-term contracts)


Workers recognize 10 paid public holidays in the Netherlands.2024:New Years Day January 1 Good Friday March 29Easter Sunday March 31Easter Monday April 1 King's Day April 27Ascension Day May 9 Whit Sunday May 19Whit Monday May 20Christmas Day December 25Boxing Day December 26 


Workers are entitled to paid vacation equal to four times the number of working hours per week (e.g. 20 days in the case of a full-time job) in addition to a “holiday allowance” equal to 8% of the Worker’s gross salary. Any accrued but unused leave above the annual entitlement must be paid out upon termination.

Sick Leave

Workers are not required to work if ill or injured. Employers must continue to pay injured or ill workers 70% of regular wages (subject to applicable caps) for a period of two years. Many employers pay 100% of the Workers wages for the first 52 weeks of illness and 70% for the subsequent 52 weeks. Employers are also required to follow a reintegration process with the Worker. If the Worker is still injured or ill at the end of the 104 week period, the employment agreement may end.

Working Hours

Generally, working hours are 8 hours per day, and 40 hours per week. However, the maximum working hours per week are set to 60 hours but a worker cannot work 60 hours every week. If a worker for more than 5.5 hours, they are entitled to a break of at least 30 minutes.


There is no statutory mandated overtime.

Mandatory Bonuses

Holiday Allowance:This allowance is required by law and is calculated at 8% of the workers gross salary monthly. Holiday allowance is accrued monthly but will be calculated and paid out to the worker at the end of May each year or at the close of the employment contract. 


Except in rare circumstances, one month’s notice and reasonable grounds are required to terminate a Worker within their first five years of service. The termination process in the Netherlands is very specific. It requires court proceedings or obtaining a dismissal permit. Alternatively, the employer and the Worker can mutually agree to terminate an employment agreement. Workers may be entitled to a transitional allowance or reasonable compensation.l Termination Agreement (MTA). 


Mandatory Employer Costs

Care Leave - To care for a sick relative. Emergency Leave - Usually for one day. If employee must leave unexpectedly for urgent reason for unforeseeable circumstance. If this goes beyond one day, this will move into short-term care leave. Short Term Care Leave - If no one else to provide care, employee can use short term care leave to care for a sick parent, child, or partner. Employer pays at least 70% of employee salary or at least minimum wage, which ever is higher. Long Term Care Leave - UnpaidUnemployment Insurance - this applies when a worker loses their job. The local government will provide an unemployment allowance to eligible workers. 

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR. 

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