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Hiring in NlNetherlands.

Population

17,911,300

Languages

1.

Dutch

Country Capital

Amsterdam

Currency

Euro (€) (EUR)

Recruiting and hiring a global workforce that can propel your company forward is a critical aspect of expanding into the Netherlands. Whether you hire local employees through your subsidiary or partner with an Employer of Record, ensuring compliance with the country’s employment laws is essential.

Recruiting in the Netherlands

Recruiting and hiring in the Netherlands requires a comprehensive understanding of the country’s laws. Deciding where to advertise your open positions depends on the kind of workers you’re looking for, such as:

  • Salaried employees and hourly employees: Indeed, LinkedIn, and Nationale Vacaturebank
  • Temporary workers: Randstad

For all jobs, you can use Google and Facebook to search for candidates or places to advertise. WhatsApp is also a convenient way to communicate with your potential candidates.

Remember that while many people in the Netherlands speak English, Dutch is the country’s official language, so companies should draft job descriptions and employment contracts in Dutch.

Depending on the role, companies may want to conduct a background check before making a hiring decision. Background checks in the Netherlands are permitted but generally only to the extent that the information requested is of particular importance and relevant to assessing whether the applicant is suitable for the position and subject to GDPR requirements. This procedure is the same for contacting personal references and searching for information online. Keep in mind that consent should be obtained from the candidate in advance. Employers cannot ask employees for health information, and medical checks may only be carried out if there are special requirements for the relevant position.

How to hire employees in the Netherlands

Every hiring process often starts with an employment contract, which can be written or oral. A signed and written employment contract is best since it protects both parties while also giving employees clear expectations. Employers must detail terms of employment in writing, including the employee’s workplace, duties, schedule, compensation, benefits, and contract duration.

The Netherlands employment laws

Before starting the hiring process, it’s advisable to identify any Collective Bargaining Agreements (known in the Netherlands as Collective Labor Agreements or CAO) for your company or specific industry. If a CBA is present, your Netherlands employment compliance strategy needs to meet or exceed the CBA’s guidelines. Make sure to reference whether a CBA applies in the employment contract.

Pay close attention to other requirements, such as the Working Hours Act. This act mandates a maximum of 12-hour workdays and 60-hour workweeks.

Onboarding in the Netherlands

Every company is different when it comes to onboarding employees. However, your business can take a few small steps to make sure employees feel comfortable on their first day, including:

  • Going over the employment contract before or on the employee’s first day
  • Discussing any other relevant documentation or HR forms
  • Onboarding other team members at the same time so new hires are not alone
  • Setting up a mentor system where new hires are paired with experienced team members to provide support during their first days on the job

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With G-P Meridian Recruit™, you can search for talent anywhere, and find your perfect full-time or contract match with our all-in-one platform.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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