在新市场招聘员工可以带来增长动力，但同时也会带来额外的监管责任。尽管荷兰国土面积不大，但却拥有巨大的发展机遇，包括技术娴熟的人才库、良好的营商环境以及便捷进入更广阔的欧洲市场。
荷兰的法定雇主可以最大限度地降低法律风险并最大限度地提高就业效率。作为全球记录雇主（专业雇主）， G-P代表您管理一切，包括雇佣合约的产生和福利。 通过我们，您可以快速轻松地在180个国家/地区招聘技能人才，而无需设立新的实体。
我们拥有业内规模最大的人力资源和法律专家团队，可以满足您在荷兰的所有雇佣需求。
利用雇主记录简化荷兰的招聘流程
与专业雇主合作可以让您在任何地方快速、合规地进行招聘。 这种方法可以极大地提升您的覆盖范围和可扩展性，而且无需本地实体。
专业雇主作为合法雇主，为您管理当地的人力资源责任。 它最大限度地降低了法律风险，并优化了与雇佣和工资相关的成本。
荷兰专业雇主聘用流程
- 与全球就业专家合作。选择在荷兰拥有深厚专业知识的专业雇主。 他们将带你了解当地的法律环境。
- 找到您的理想候选人。您可以找到最适合您需求的人才，剩下的交给专业雇主来处理。
- 制定合规雇佣合同。 您的专业雇主起草一份符合荷兰劳动法和工作时间法的当地合规合同。
- 组建并管理您的团队。专业雇主管理雇佣生命周期的各个方面。 这包括向荷兰税务局和社会保障系统登记员工、处理工资单和管理福利。
观看专业雇主的工作原理
荷兰的就业合同
A verbal employment contract is legally binding in the Netherlands, but a written contract is standard practice. By law, employers must have key details in writing.
其中包括双方的姓名和地址、工作地点、职称、开始日期、合同期限、工资、工作时间、假期权利、通知期、养老金详细信息以及任何适用的集体劳资谈判协议。 某些条款，例如试用期条款或竞业禁止条款，只有在书面约定的情况下才有效。
所有补偿金额通常以欧元 (EUR) 表示，一些集体谈判协议或行业规则可能要求这样做。 但是，如果双方同意，并且您遵守荷兰的税收和社会保障规定，这些款项可以用其他货币支付。
缓刑期
试用期必须包含在书面雇佣合约中才有效。 最长期限取决于合同期限：
- Contract of six months or less: No probation period
- Contract longer than six months but less than two years: Maximum one-month probation
- Contract of two years or longer, or an indefinite contract: Maximum two-month probation
在试用期内，只要终止雇佣关系不具有歧视性，任何一方均可立即终止合同，无需事先通知或说明理由。
荷兰的休假权利
荷兰的工作时间
The Working Hours Act (Arbeidstijdenwet) sets guidelines for working time. While the maximum is 12 hours a day and 60 hours a week, employees can’t work more than an average of 48 hours a week over 16 weeks. Most full-time workweeks are between 36 and 40 hours.
A Netherlands employer of record ensures your team aligns with Dutch working hour regulations and stays compliant.
荷兰的公共假日
There’s no law mandating a paid day off for public holidays, but it’s standard practice to grant them in a contract or CBA. The Netherlands generally observes the following public holidays:
- 元旦
- 耶稣受难日（并非所有人都必须参加）
- 复活节星期一
- 国王节
- 解放日（每五年一次的法定公共假日）
- 耶稣升天节
- 圣灵降临节星期一（圣灵降临节星期一）
- 圣诞节
- 节礼日
荷兰的假期
The legal minimum annual leave is four times the number of weekly working days, which equals 20 days for a full-time employee. However, it’s standard to offer 25 vacation days a year.
荷兰的病假
By law, employers must continue paying employees during sickness for up to 104 weeks (two years). The minimum payment is 70% of the employee's salary. CBAs often require employers to pay 100% of the salary during the first year of sickness and 70% during the second.
荷兰的产假、伴侣假和育儿假
- Maternity leave: Pregnant employees are entitled to 16 weeks of leave. This is typically taken 4-6 weeks before the due date and at least 10 weeks after birth. The Netherlands’ Employee Insurance Agency (UWV) pays 100% of the employee’s salary, capped at the maximum daily wage.
- Partner leave: The birthing parent’s partner is entitled to one workweek of fully paid leave, to be taken within four weeks of the child's birth. This is paid by the employer.
- Additional partner leave: Partners can take up to five extra weeks of leave within the first six months after birth. The UWV pays 70% of their salary during this leave, capped at the maximum daily wage.
- Parental leave: Each parent is entitled to 26 weeks of parental leave for each child under eight. Of these 26 weeks, nine are paid by the UWV at 70% of the employee's salary (capped) if taken within the child's first year.
荷兰的雇主如何帮助管理休假权利
A Netherlands EOR manages entitlements, from annual and sick leave to parental and other time off. An EOR reduces the risk and complexity of leave management by handling all the administration and coordination with the UWV.
荷兰的医疗保险和补充福利
Employers must pay an income-related contribution in line with the Healthcare Insurance Act (Zorgverzekeringswet or ZVW). As of 2026, this contribution is 6.10% of the employee's total salary, capped at an annual salary of EUR 79,409. This is paid directly to the Dutch Tax and Customs Administration.
All residents in the Netherlands are also legally required to take out a private basic health insurance policy (basisverzekering). An EOR in the Netherlands can help with this and incorporate any allowances into a compliant benefits package.
养老金和其他福利
Pensions: The Dutch pension system is undergoing significant reform under the Future of Pensions Act, with a transition period until 2028. Occupational pensions, provided by employers in addition to the basic state pension, are common — and often mandatory — under a CBA. These are usually set up through pension funds or insurance companies.
For 2026, pension contributions are calculated based on the part of an employee’s salary that’s between EUR 19,172 (the lower threshold, called the franchise) and EUR 137,800 (the upper limit).
Holiday allowance: All employees are entitled to a holiday allowance of 8% of their total annual salary. This is typically paid out in May.
Other benefits: Commuting allowances and company cars are common supplementary benefits. We recommend budgeting about 22% on top of the total salary to cover all employer costs, including social security contributions and other benefits.
在荷兰，雇主记录如何帮助员工获得福利
一家荷兰专业雇主简化了福利管理和合规性，包括健康保险。 专业雇主管理社会保障，管理补充福利（如通勤津贴），并随时了解监管变化。
荷兰的奖金
A 13th-month bonus isn’t legally required unless it’s written into an employment contract or CBA, but it’s widely offered in practice.
荷兰的终止和遣散
在荷兰终止合同受到严格监管。 雇主通常需要事先获得 UWV（因经济或长期疾病原因）或州法院（因个人原因）的许可。结束雇佣最常见的方法是相互和解协议。
Notice periods: The legal notice period for an employer is based on the employee's length of service:
- 服务不满五年：一个月
- 服务年限： 5 - 10年：两个月
- 10-15 服务年限：三个月
- 超过15年的服务：四个月
员工的法定通知期限为一个月。
Transition payment: If the employer initiates termination, the employee is entitled to a transition payment. This is calculated as a third of a month's salary for each year of service. As of 2026, this payment is capped at EUR 102,000 or one year's salary if higher.
A Netherlands EOR helps you stay compliant with offboarding and terminations by navigating strict Dutch labor laws on your behalf. An EOR handles all termination aspects, including getting permissions from the UWV or cantonal court or setting up mutual settlement agreements.
荷兰的工资和税收
荷兰拥有完善的社会保障体系，资金来源包括雇主和雇员的缴款。荷兰的法定雇主会管理所有工资扣款和缴款，所以您无需操心。
所得税是累进税制，因此取决于您的收入多少。2025 ，适用于工作收入的税率为
- 3697% ，收入最高为 欧元、75518
- 4950% 超过欧元的收入 、75518
荷兰专业雇主负责处理您的工资补贴。 这包括计算员工工资、奖金和佣金，以及所有扣缴款项，如所得税和社会保障缴款。
Choosing the best EOR in the Netherlands
在荷兰选择雇主登记机构时，请考虑以下因素：
- Compliance expertise: Your EOR should have a deep understanding of Dutch labor laws, including the Working Hours Act, tax regulations, CBAs, and social security contributions. Look for a partner with a team of local HR and legal experts to help you proactively manage regulatory changes.
- Comprehensive offering: The right partner offers a range of global employment products and EOR solutions. G-P EOR gives you everything you need to manage the full employee lifecycle, from payroll and benefits administration to expense management and offboarding.
- Local support and cultural understanding: Access to in-country experts is essential. This ensures you get fast, accurate advice and that any challenges are resolved in compliance with Dutch regulations.
- Technological capabilities: An EOR that uses AI technology like G-P can streamline onboarding, management, and payment processes. This ensures secure and efficient management of employee data, payroll, and compliance.
-
Transparent, flat-rate pricing: Evaluate total cost predictability rather than low base rates. Look for standard, clear pricing models. Compare pricing structures carefully, as some EORs use percentage-of-payroll models that penalize high earners. Flat-rate pricing ensures long-term operating budget accuracy. The G-P EOR starting price of USD $599 monthly gives you full access to the G-P Global Employment Platform. We use a flat platform fee rather than charging a percentage of payroll.
- Reputation and industry leadership: Research the EOR's reputation in the market. G-P is the recognized leader in global employment and is the #1 EOR according to all industry analyst reports. Customer testimonials and case studies are also important when choosing an EOR.
- Scalability and flexibility: The EOR should support your current needs and future growth. Their tech and solutions should be scalable to match your expansion goals, whether you're hiring one employee or an entire team.
使用G-P专业雇主在荷兰进行全球招聘
G-P专业雇主是屡获殊荣的人工智能全球招聘解决方案，帮助初创公司、中小企业和企业建立全球团队。 几分钟内即可在超过180国家/地区招募、管理和支付顶尖人才，无需复杂的实体设置。
G-P专业雇主是领先的人力管理资本、专业雇主组织和薪资平台的首选合作伙伴。 将您的劳动力数据集中到一个地方，以维持现有的工作流程，同时保持集成系统中数据的一致性和准确性。
立即申请在荷兰开始招聘的方案。
