13 Best Employer of Record in the Netherlands in 2025
If you are looking for the best Employer of Record solution in Netherlands, find some of the top solutions that can help you to get started with local compliance and other processes.
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Top Employer of Record in the Netherlands Quick Comparison
Before we check the list of top Employer of Record in the Netherlands , here's a quick view of top solutions that you may use. Get on with our detailed list of products below in the article.
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Top Employer of Record in the Netherlands Overview
Few countries in Europe make cross-border hiring feel as manageable as the Netherlands. It combines structure and flexibility in a way that appeals to global businesses, efficient systems, a transparent legal framework, and a workforce that’s both skilled and multilingual.
Dutch professionals are known for their fluency in English, straightforward communication style, and strong technical background. Add to that a central location between Germany, Belgium, and the UK, and you’ve got a base that works perfectly for remote and regional teams alike.
Still, hiring directly in the Netherlands can get complicated. You’ll need to register a local entity, set up payroll with the Belastingdienst (Dutch Tax Authority), and comply with strict labor regulations, including collective agreements (CAOs) and social insurance contributions. Even experienced companies find the paperwork heavy if they’re only hiring a handful of people.
That’s where Employer of Record (EOR) solutions help. An EOR lets you legally employ talent in the Netherlandswithout forming a Dutch company. They handle everything: employment contracts, payroll, taxes, benefits, and contributions, while you manage the team’s day-to-day work.
This guide breaks down how EORs work in the Netherlands, what they cost, and how to choose the right one for your business.
Quick Fact:
More than 90% of Dutch professionals speak English, and the Netherlands consistently ranks among the top five countries in Europe for ease of doing business.
Pebl allows businesses to compliantly hire, pay, and manage employees across the globe using a single platform that simplifies the complexities of cross-border payroll, compliance, and benefits administration. The company’s cloud-based global work platform offers core features such as centralized employee records, global payroll processing in over 100 currencies.
Why we picked Pebl:
Pebl brings serious experience to the European compliance game. Their Dutch coverage is robust and pairs traditional legal precision with modern tech. Where Pebl shines is in risk management: they know how to keep employment clean under Dutch law while still giving employers flexibility on structure and benefits.
Deel is a well-recognized all-in-one HR solution catering to global teams, simplifying the complexities of international workforce management (complete EOR solution). This advanced platform is apt at handling onboarding, payroll, and compliance processes seamlessly.
Why we picked Deel:
Deel has built a strong footing in the Netherlands with its own local entity and one of the most polished onboarding systems we’ve seen. What makes it stand out isn’t just automation, but the small local touches, automatic handling of the 30% ruling for expats, transparent holiday allowance breakdowns, and clear Dutch payslips. For companies that want local precision wrapped in global scale, Deel is the easy pick.
Deel: Pros & Cons
Cut onboarding time to 5 mins
Eliminates errors and duplicate work
Provides holistic view of employer costs, churn, and headcount
Multiplier is an emerging global employment platform that enables organizations to seamlessly employ and manage international freelancers, workers, and contractors. It's a complete Employer of Record (EOR) solution, payroll management, employee onboarding and offers other related features.
Why we picked Multiplier:
Multiplier stands out for its speed. You can have someone officially employed in the Netherlands within days, not weeks. The platform’s value lies in keeping things straightforward, Dutch-compliant contracts, clear costs, and helpful guidance without unnecessary extras. It’s a good match for small or mid-sized teams who just want to get moving.
Multiplier: Pros & Cons
Creates regionally legal compliant contracts in minutes
Handles employees end-to-end payroll
Pays them in their respective local currencies
Automatically calculate employee compensation, deductions, and taxes.
Efficiently manage expenses & time-offs
Provide insurance to full-time employees and contractors
Remofirst is an all-in-one global HR platform & Employer Of Record solution that is designed to hire remote employees from anywhere around the world with just a single click. It offers payroll solution, workforce management, global contractors management, background check of employees and more.
Why we picked RemoFirst:
RemoFirst is simple, transparent, and priced fairly. It covers the Netherlands with solid compliance on taxes, social contributions, and leave entitlements, without overcomplicating the process. The appeal here is predictability, flat fees, human support, and a system that doesn’t hide surprises in the small print.
Rippling is a renowned workforce management software that is designed to assist organizations to manage HR, Finance and IT from a single dashboard. It offers onboarding, offboarding, complete payroll, Employer of record solutions to streamline your processes. Rippling is a one-stop solution for recruiting, managing employee data, performance management, time and attendance tracking, headcount planning, employee learning management and more.
Why we picked Rippling:
Rippling feels more like a global operating system than an EOR. Its edge in the Netherlands is how payroll, IT provisioning, and HR data stay synced, no file exports or separate tools. It suits teams that want to expand into the Dutch market but still manage everything from one clean dashboard. It’s technical, fast, and designed for companies that hate admin work.
Remote.com is a leading global HR & EOR platform that helps organizations hire, manage, and pay their entire global team seamlessly. With Remote, businesses can hire any employee from any country which further helps them to unlock a pool of talent. It can handle compliance, benefits, payroll, and taxes in countries where you don't have an entity.
Why we picked Remote:
Remote has deep European roots and runs its own entity in the Netherlands, which means no third-party delays or compliance gray areas. Dutch payroll is handled with striking accuracy, and their contracts follow local labor codes by default. Remote is one of the few providers that feels built for HR teams that actually read the fine print, it gets the details right.
Oyster HR is an advanced cloud-based human resources management and employer-of-record solution that offers a comprehensive solution for payroll management, benefits, time and attendance, and various HR functions. The software provides a user-friendly and intuitive interface, ensuring a seamless experience for both HR administrators and employees.
Why we picked Oyster:
Oyster is for the remote-first crowd. It lets you hire Dutch employees or contractors without touching paperwork. What makes it appealing in the Netherlands is how it blends compliance with people-first policies, smooth onboarding, straightforward payroll, and strong support for hybrid teams. It’s modern, friendly, and quietly reliable.
Oyster HR: Pros & Cons
Intuitive user interface
Onboard new talent within 48 hours
Manage invoices, expenses, and other contract terms
Globalization Partners is an Employer of Record platform that helps companies hire and manage employees in over 180 countries without opening local entities. It handles payroll in local currencies, manages taxes, and ensures compliance with regional labor laws. Employees receive benefits aligned with local standards, while businesses can onboard talent quickly and manage everything through a single dashboard.
Why we picked Globalization Partners (G-P):
G-P has been in this business long enough to make it feel effortless. Their Dutch entity is well-established, and they handle everything from tax filings to statutory leave without fuss. Companies that want a proven partner rather than a tech experiment tend to lean toward G-P, it’s steady, predictable, and genuinely global in its support.
Papaya Global is a cloud-based workforce management platform designed to simplify global payroll, HR, and compliance. Built for companies hiring across borders, it offers powerful features like automated payroll in 160+ countries, Employer of Record (EOR) services, contractor management, and immigration support. The platform also includes tools for onboarding, PTO tracking, document management, and real-time HR analytics.
Why we picked Papaya Global:
Papaya Global feels built for scale. They already handle thousands of employees across Europe, and their Netherlands infrastructure is solid, pensions, insurance, and taxes all automated. The draw here is visibility: Papaya’s platform gives finance and HR teams a single, detailed picture of every Dutch payroll run, down to the last euro.
Omnipresent is a global employment platform that assists in managing international employees and contractors. Omnipresent provides services like employer of record, virtual employer of record, professional employer of record and contractual employment. From onboarding to expense management plus payroll and invoicing, omnipresent can provide all kinds of solutions to its customers.
Why we picked Omnipresent:
Omnipresent’s strength is its maturity in European markets. They understand the Dutch labor scene, from CAO agreements to the structure of local pension contributions, and manage the details quietly in the background. For companies that want to treat their Dutch hires like long-term team members, not contractors, Omnipresent provides that level of care.
Atlas HXM is a workforce management platform that works as a one-stop solution for human capital management. It helps companies navigate efficiently in today’s digital era with its revolutionary operations, especially in hiring top talent and managing their human resource aspect. Its end-to-end solutions allow the users to manage every stage of the employee life cycle with utmost ease and no complexities.
Why we picked Atlas HXM:
Atlas takes a different route. It combines EOR with a full HR tech suite, which helps if you’re managing a Dutch team inside a larger organization. Their Netherlands coverage includes onboarding, payroll, and HR analytics all in one place. It’s a smart pick for companies that value data visibility as much as compliance.
Atlas HXM: Pros & Cons
Cost benefits available
International compliance plus local regulations managed successfully
Global benefits administration
Services rendered directly by the Atlas team
Possibility of hiring in over 160 countries
No transparency in pricing
Do not offer free trial
More technological advancement is required
App is available only in English language
Online reviews are not available to compare with other service providers
Atlas HXM: Key Features
Local support available
Presence in more than 160 countries
Works as a direct employer of record
Customized solutions with guaranteed success
Timely review discussions are available depending on the business requirements
Backend operations managed for all employees
AI-powered reporting
Country-specific talent management possible
Global expense management available
World-class onboarding experience of all employees
Self-service is available for complete employment management
Complete transparency to all its users
End-to-end solutions are available, from onboarding to pay management
Local language assistance is feasible
Legal compliances are being adhered to as per the region
Horizons' is a cloud-based global employment platform, which streamlines onboarding, payroll, benefits administration, and people management across borders. The platform allows easy cross-border workflow management and complies with different country-specific regulations. You may use this platform to hire and manage employees in over 180 countries.
Why we picked Horizons:
Horizons doesn’t try to be everything, it focuses on getting hiring done quickly and compliantly. In the Netherlands, that means compliant contracts, prompt onboarding, and efficient payroll filings. It’s the practical choice for teams that want a low-maintenance solution to start operating locally.
Company Name: SafeGuard World International Limited
Est: 2008
Employees: 1001-5000
HQ: Texas, United States
Support Offered
Email Support
Tutorial Videos & Documentation
Safeguard Global company helps businesses navigate the intricate compliance requirements of employing staff across international borders. Through a unique combination of HR expertise, localized services, and advanced technologies, Safeguard Global enables organizations to hire, pay, onboard and manage their global workforces efficiently and compliantly, allowing them to focus on core business growth.
Why we picked Safeguard Global:
Safeguard Global fits larger organizations that can’t afford mistakes. Their Netherlands operations are designed for enterprise-level governance, tight security, robust reporting, and local legal oversight. It’s not flashy, but for teams hiring dozens of Dutch employees, that reliability is worth its weight.
Safeguard Global: Pros & Cons
Expertise in complex global compliance and regulations
Robust set of HR tech tools for streamlined operations
24/7 multilingual support from dedicated advisors
Market-leading employer of record model for international hiring
Analytics and insights to maximize talent and ROI
Less control over customized changes or enhancements
Requirement of long-term commitments for maximum value
Safeguard Global: Key Features
Global payroll processing and tax filing
Expert guidance on compliance regulation
Custom HR outsourcing solutions design
Worldwide Employment Agreements Administration
International employee benefits management
Global insurance and pension policies
Streamlined global talent acquisition
Automated new hire onboarding workflows
Centralized multi-currency payments worldwide
Real-time global payroll data analytics
Advanced predictive people analytics insights
Automated time and attendance tracking
International travel and expense management
Automated tax calculations and submission
Global statutory reporting assistance
Comprehensive International Benefits Administration
The Netherlands consistently ranks among Europe’s most efficient and stable business environments. It offers a strong mix of innovation, infrastructure, and global access, which makes it ideal for both startups testing the EU market and established companies expanding their European footprint.
But when it comes to hiring, Dutch employment laws are among the most structured in Europe. Employers must comply with strict labor codes, detailed payroll reporting, and mandatory social contributions. Setting up your own entity can take several months and involves not only registration with the Dutch Chamber of Commerce (KvK) but also tax and payroll setup with multiple government bodies.
That’s why many international companies use Employer of Record (EOR) services to simplify hiring in the Netherlands. An EOR lets you onboard employees legally without forming a local entity, while ensuring every employment contract, payslip, and contribution meets Dutch legal standards.
Whether you’re hiring a marketing manager in Amsterdam or a software engineer in Eindhoven, here’s a detailed look at how EORs operate in the Netherlands, what they cost, and how to choose the right one for your business.
Why Companies Use EORs in the Netherlands
The Netherlands offers an outstanding talent base and strong worker protections, but the same regulations that protect employees can be challenging for foreign employers.
Challenge
How an EOR Helps
No Dutch entity
Hire employees legally without registering a company in the Netherlands
Complex payroll & taxation
Manages payroll taxes, social security, and pension contributions under Dutch law
Strict employment laws
Issues locally compliant contracts that align with Dutch labor codes and collective agreements (CAOs)
High administrative load
Handles payroll, benefits, and filings so you can focus on operations
Multi-country teams
Centralizes HR and compliance across EU markets through one platform
The Netherlands by the numbers:
Workforce: Over 9 million professionals
Ranked #1 in Europe for English proficiency (EF Index 2024)
Setting up a local entity typically takes 2–3 months
Payroll taxes and benefits can add 30–40% on top of gross salary
How EOR Services Work in the Netherlands
Once you find the right candidate, a designer in Utrecht or a customer success lead in Rotterdam, the process is straightforward:
The EOR becomes the legal employer in the Netherlands. They issue a compliant employment contract that meets Dutch labor standards and any relevant CAO.
The employee is registered for income tax, social insurance, and health contributions.
You manage the employee’s work as usual; the EOR handles payroll, benefits, and monthly filings.
Each month, you receive one invoice that includes salary, taxes, and the EOR’s service fee.
When the employment ends, the EOR ensures termination and final pay follow Dutch notice and severance rules.
Essentially, the EOR shields you from risk while giving your team the same protections as any Dutch employee.
Key Employment Laws an EOR Covers
Dutch employment is governed mainly by the Civil Code (Burgerlijk Wetboek) and collective labor agreements (CAOs). Here’s what a compliant setup involves:
Employment Contracts: Must specify role, pay, working hours, and duration. Fixed-term contracts are limited (usually three within 36 months).
Working Hours: Typically 36–40 hours a week, depending on the industry.
Paid Leave: At least 20 vacation days annually, plus 8% “holiday allowance,” a mandatory extra payment in May or June.
Probation: Usually one or two months depending on contract length.
Termination: Employers must follow notice rules and, in most cases, gain approval from the Employee Insurance Agency (UWV) or subdistrict court.
Social Security: Includes pension, unemployment insurance, and healthcare contributions.
EORs take responsibility for all of this, ensuring contracts, payslips, and filings meet Dutch standards from day one.
Payroll and Statutory Deductions
Dutch payroll is precise and highly regulated. EORs calculate and file contributions monthly, ensuring both employer and employee obligations are met.
Component
Employer Contribution
Employee Contribution
Social Security
Approx 18–20% of gross salary
—
Pension (varies by CAO)
10–15%
4–8%
Health Insurance
Allowance of €120/month
Private plan (Approx €130/month)
Income Tax
—
Progressive, up to 49.5%
Unemployment Insurance
Approx 2.6%
—
For foreign employees, EORs also handle applications for the 30% ruling, a tax advantage for skilled workers relocating to the Netherlands.
EOR Pricing in the Netherlands
EOR fees depend on employee seniority, benefits, and contract type. Most fall between $600 and $1,200 USD per employee per month.
Some providers charge a flat fee, while others take a percentage of gross payroll, usually between 7% and 12%.
Costs are influenced by:
The number of hires
Benefit add-ons such as supplemental insurance or home-office stipends
Payroll frequency and reporting needs
The type of employment contract
EOR vs. Setting Up a Legal Entity
Factor
EOR
Own Entity (BV)
Setup Time
1–2 weeks
2–3 months
Upfront Cost
Low
€8,000–€15,000+
Compliance
Fully managed
Requires internal HR/payroll setup
Employer Liability
Shared
Full
Scalability
Fast and flexible
Slower but permanent
Best For
Quick entry or small teams
Long-term presence
For most companies hiring fewer than ten employees, an EOR is faster, cheaper, and safer. Setting up a BV becomes practical only when you’re planning a full-scale Dutch office.
Choosing the Right EOR Partner in the Netherlands
Finding the right EOR is about trust and expertise, not just price. A reliable provider should own its Dutch entity, manage payroll in-house, and handle compliance without outsourcing critical steps. Those that rely on intermediaries often run into delays when something as simple as a tax filing needs a local signature.
Dutch payroll rules leave little room for error, so the provider’s internal payroll capability matters. Look for an EOR that files directly with the Belastingdienst and understands CAO nuances. When payroll or pension deductions are off by even a small margin, it can erode employee confidence quickly.
Transparent pricing is another sign of a dependable partner. The best EORs explain every line item, salary, taxes, benefits, and administrative fees, upfront. If a provider avoids specifics or glosses over details like off-cycle payrolls or terminations, that’s a red flag.
Employee experience carries real weight, too. Dutch professionals expect timely payslips, accurate benefits, and easy access to HR information. An EOR that offers a digital dashboard, local support, and consistent communication helps you maintain credibility as an employer, even if your headquarters are across the world.
Before signing, ask for a sample employment contract, a breakdown of contributions, and proof of entity ownership. If the answers come clearly and confidently, you’re in safe hands.
Trends Shaping the EOR Market in the Netherlands
The Dutch EOR landscape has grown more sophisticated in the past few years. Hybrid work is now the default in many industries, and EORs are adapting by managing home-office allowances, flexible schedules, and hybrid payroll setups. The “nine-to-five at the office” model has quietly given way to something far more fluid.
Technology is at the center of this shift. Modern EOR platforms let employers and employees track payroll status, download payslips, and confirm filings in real time. This transparency is especially valued in the Netherlands, where data accuracy is treated as part of professional ethics.
Benefits are evolving, too. Employers are asking for options that go beyond statutory minimums, things like extended parental leave, supplemental pensions, bicycle plans, and wellness allowances. These details often make the difference when hiring in a competitive market like Amsterdam or Eindhoven.
Data privacy remains a defining factor. With GDPR enforcement becoming sharper, serious providers now maintain EU-based data centers, run regular audits, and share their data-handling processes openly. Some are even aligning their operations with broader ESG principles, which fits naturally with the Netherlands’ reputation for responsible business.
All of these points to a market that’s maturing quickly. EORs in the Netherlands are no longer just compliance partners; they’re becoming strategic enablers, blending legal precision with flexible, employee-focused support.
Final Thoughts
Hiring in the Netherlands is both rewarding and complex. The market offers skilled, English-fluent professionals and a solid legal system, but navigating compliance alone can slow you down.
A trusted Employer of Record bridges that gap, letting you hire quickly, pay accurately, and operate within Dutch law without building a local entity. The best EORs combine local expertise, transparent pricing, and a genuinely human support model.
Take time to compare providers, ask for sample contracts, and look closely at how each handles payroll, benefits, and employee communication. Once you find the right fit, expanding into the Netherlands stops feeling like red tape, and starts feeling like smart strategy.
Before we check the list of top Employer of Record in the Netherlands , here's a quick view of top solutions that you may use. Get on with our detailed list of products below in the article.
Employer of Record in the Netherlands FAQs
Q1. What does an Employer of Record (EOR) do in the Netherlands?
An EOR acts as the legal employer for your staff in the Netherlands. They handle employment contracts, payroll, taxes, benefits, and compliance with Dutch labor laws while you manage the employee’s day-to-day work.
Q2. Avg onboarding time for EOR in the Netherlands?
Most EORs can complete onboarding in about one to two weeks once the employee’s details and contract terms are finalized.
Q3. What is the cost of using an EOR in the Netherlands?
EOR services usually cost between $600 and $1,200 per employee per month, depending on the role, benefits, and contract type.
Q4. Is the EOR responsible for payroll taxes and contributions?
Yes. The EOR withholds and files income taxes, pension contributions, and social security payments with the Dutch tax authorities.
Q5. What is the 30% ruling and does an EOR handle it?
The 30% ruling is a Dutch tax benefit for skilled foreign employees relocating to the Netherlands. Most EORs help eligible workers apply for it as part of onboarding.
Q6. How many paid holidays do Dutch employees receive?
Employees are entitled to at least 20 vacation days per year, plus public holidays and an 8% holiday allowance paid annually.
Q7. Is using an EOR legal in the Netherlands?
Yes. EOR arrangements are fully legal in the Netherlands as long as the provider operates under local employment and tax laws.
Manjuri Dutta
Manjuri Dutta is the co-founder and Content Editor of HR Stacks, a leading HR tech and workforce management review platform, and EmployerRecords.com, specializing in Employer-of-Record services for global hiring. She brings a thoughtful and expert voice to articles designed to inform HR leaders, practitioners, and tech buyers alike.
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