Your Details

Market entry without entity setup

Skip BV incorporation, the notarial deed, Chamber of Commerce registration, the Dutch bank account, and becoming a withholding agent for payroll taxes. KOMP’s existing Dutch infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

KOMP Activate runs onboarding, contracts, and benefits; KOMP PayOps runs payroll with wage tax returns and holiday allowance accrual; KOMP TimeOps tracks attendance, leave, and hours; and compliant offboarding closes the loop, all in one flow.

One view across every country

KOMP Workforce gives HR, Finance, and Legal a single source of truth for Dutch and global headcount, covering payroll status, fully loaded employer costs, holiday allowance liability, leave balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue contracts that meet Dutch law and any applicable collective labor agreement, setting the right contract type, probation, working hours, salary and holiday allowance, notice, and clauses such as non-competition, which is only enforceable in fixed-term contracts with written justification.

Digital onboarding and registrations

We verify identity and right to work, collect the citizen service number, register the employee for payroll taxes and employee insurance, enroll them in the applicable pension scheme, and complete setup before the start date.

Payroll processing and salary disbursement

Komp PayOps calculates gross-to-net pay in EUR, applies the correct wage tax table and credits, accrues the statutory 8% holiday allowance for payment in May, and pays employees through our owned payment infrastructure with clear payslips.

Wage tax and national insurance

We withhold Dutch wage tax and national insurance at the current brackets, apply payroll tax credits where the employee elects them, and file the periodic wage tax return, along with the annual statement each employee needs.

Employer premiums and health insurance levy

We calculate and remit the unemployment fund premium at the applicable low or high rate, the differentiated disability premium, the childcare surcharge, and the income-related health insurance levy, which is an employer cost rather than a deduction.

30% ruling administration

For eligible incoming employees, we assess whether the salary and background conditions are met, submit the application to the tax authority within the deadline, and run the tax-free allowance correctly through payroll, including the salary cap.

Time, leave, sickness, and HR support

Komp TimeOps tracks statutory holiday, additional contractual days, and parental and birth leave. We manage sick pay at the required level, coordinate the reintegration steps Dutch law demands, and support employees in Dutch and English.

Offboarding and final settlement

We manage exits through the correct route, whether mutual termination agreement, UWV permission, or subdistrict court, calculate the statutory transition payment, pay out accrued holiday and allowance, and complete final tax and insurance reporting.

Startups and scale-ups going international

Place your first European hires in an English-fluent market without tying up capital in a subsidiary and validate demand before you commit.

Technology and SaaS companies

Hire engineering, product, and EMEA go-to-market talent in Amsterdam, Utrecht, and Eindhoven while keeping your structure light.

Semiconductor, hardware, and engineering firms

Tap the Brainport Eindhoven ecosystem for design, systems, and manufacturing engineering talent without setting up a legal entity first.

Logistics, trade, and agrifood businesses

Use the Netherlands as a distribution and commercial base, hiring supply chain, trade compliance, and commercial roles close to Rotterdam and Schiphol.

Companies converting Dutch contractors

Move self-employed contractors onto compliant employment where the working relationship warrants it, ahead of tighter enforcement.

HR and Finance leaders

Get a consistent employee experience, predictable costs, consolidated invoicing, owned payment rails with zero FX markup, and audit-ready records for every Dutch hire.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, and regulatory change. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Worker classification intelligence

Our jurisdiction-based rules engine analyzes 50+ risk factors to help you decide whether a Dutch worker should be engaged as self-employed or as an employee, which matters now that enforcement against false self-employment has resumed and a statutory presumption of employment applies below an hourly rate threshold.

Owned payroll infrastructure

Komp PayOps runs on owned infrastructure with 135+ currencies, transparent flat fees, and no FX markups, so paying EUR salaries from a USD, GBP, or INR budget costs exactly what you expect.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across the Netherlands and 150+ countries.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your Dutch employee data.

Real-time visibility and reporting

Live dashboards for payroll status, fully loaded employment costs including holiday allowance liability, leave balances, and compliance alerts, with exportable reports for Finance, HR, and audit.

Hire without setup delays

Forming a BV means a notarial deed, Chamber of Commerce registration, banking, and payroll tax registration before anyone can be paid. With Komp, you can make offers and onboard without waiting for any of it.

Stay compliant from day one

Dutch employer duties are heavier than they first appear, from two years of sick pay and reintegration to dismissal rules and sector collective agreements. Komp keeps contracts, calculations, and filings current.

Control cost and overhead

Employer premiums typically add roughly 18 to 22 percent on top of gross salary, before the 8% holiday allowance and pension. Komp makes that cost visible and predictable and removes the entity overhead behind it.

Deliver a better employee experience

Accurate EUR pay, holiday allowance paid on time, the 30% ruling applied where it is due, and clear payslips matter to Dutch and international employees alike, and shape whether strong candidates accept and stay.

Manage the Netherlands like every other market

See Dutch headcount, costs, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and collective agreements

Written contracts are the norm and key terms must be provided to the employee. Probation is limited by contract length and is void for contracts of six months or less. A sector or company collective labor agreement can set binding minimums on pay, hours, and leave that override the statutory baseline.

Minimum wage and holiday allowance

The Netherlands uses a statutory hourly minimum wage that is revised twice a year. It is €14.71 per hour for employees aged 21 and over from 1 January 2026, rising to €14.99 from 1 July 2026, with lower youth rates. On top of gross salary, employees are entitled to 8% holiday allowance, usually paid in May.

Wage tax and national insurance

Employment income is taxed in Box 1 at 35.75% up to €38,883, 37.56% up to €78,426, and 49.50% above that in 2026, with the first bracket including national insurance. Employers withhold through payroll and file periodic wage tax returns.

Employer premiums and health levy

Employers pay unemployment fund contributions at a low or high rate depending on contract type, a differentiated disability premium, a childcare surcharge, and an income-related health insurance levy. Together these typically add roughly 18 to 22 percent to gross salary, before pension.

Pension obligations

There is no universal statutory workplace pension, but participation in an industry-wide pension fund is mandatory in many sectors, and the Future Pensions Act transition is running through to the start of 2028. Checking sector obligations before hiring is essential.

Sick pay and reintegration

Employers must continue paying at least 70% of salary for up to two years of illness, not below the minimum wage in the first year, and many collective agreements require 100% in year one. Both employer and employee must follow prescribed reintegration steps, and failures can extend the payment obligation.

Leave entitlements

Employees accrue at least four times their weekly working hours in statutory holiday each year, which is 20 days for a full-time week, and many contracts add more. Birth leave, additional partner leave, paid parental leave, and unpaid parental leave apply on top.

Fixed-term contracts and the chain rule

Successive fixed-term contracts convert into an indefinite contract once the chain exceeds three contracts or three years, subject to the interval rules. Getting this wrong is one of the most common and most expensive errors foreign employers make.

Termination and transition payment

Unilateral dismissal generally requires UWV permission for redundancy or long-term illness, or subdistrict court approval on personal grounds, and mutual termination agreements are common in practice. A statutory transition payment is due from the first day of employment, based on one third of a month’s salary per year of service.

Work permits and data protection

EU and EEA nationals can work freely. Non-EU nationals generally need a residence and work permit, with the highly skilled migrant route requiring a recognized sponsor and salary thresholds that rise each year. Employee data is processed under the GDPR and Dutch implementing law.

Employer of Record in Amsterdam

The commercial and technology capital, with the deepest pool of international, English-speaking talent in fintech, software, marketing, and EMEA sales, and the country’s highest salary levels and strongest competition for senior hires.

Employer of Record in Rotterdam

Europe’s largest port city and the base for logistics, trade, maritime services, and energy transition work, with strong supply chain, engineering, and commercial talent.

Employer of Record in The Hague

The seat of government and home to international organizations, legal and policy institutions, and a growing cyber security cluster, well suited to regulatory, legal, and public-sector-facing roles.

Employer of Record in Eindhoven and the Brainport region

The heart of Dutch high tech, with semiconductor, photonics, and precision engineering talent built around a dense supplier ecosystem and technical university.

Employer of Record in Utrecht and Amsterdam South-East

Central locations with strong professional services, health technology, and IT talent, often at slightly lower cost than central Amsterdam with excellent national connections.