在新市場招募員工可以帶來成長動力，但同時也會帶來額外的監管責任。儘管荷蘭面積不大，但它提供了巨大的機遇，擁有技術嫻熟的人才庫、對商業友好的環境，並且可以輕鬆進入更廣闊的歐洲市場。
荷蘭的註冊所有者最大限度地降低了法律風險，並最大限度地提高了就業效率。 身為全球雇主， G-P代表您管理一切，包括僱傭合約的產生和福利。 透過我們，您可以快速輕鬆地在180個國家/地區招募技能人才，而無需設立新的實體。
我們擁有業界規模最大的人力資源和法律專家團隊，可以滿足您在荷蘭的所有僱用需求。
利用「負責人」這個身分資訊簡化在荷蘭的招募流程
與雇主合作可以讓您快速、合規地在任何地方進行招募。 這種方法可以極大地提升您的覆蓋範圍和可擴展性，而且無需本地實體。
雇主作為合法雇主，為您管理當地的人力資源；人力資源責任。 它最大限度地降低了法律風險，並優化了與僱用和工資相關的成本。
雇主荷蘭招募流程
- 與全球就業專家合作。選擇在荷蘭擁有深厚專業知識的雇主。 他們將帶你了解當地的法律環境。
- 找到您的理想候選人。您可以找到最適合您需求的人才，雇主則負責處理剩下的事情。
- 制定遵守法規；合規僱傭合約。 您的名義雇主起草一份符合荷蘭勞動法和工作時間法的當地法規遵循；合規合約。
- 組建並管理您的團隊。雇主管理就業生命週期的各個面向。 這包括向荷蘭稅務局和社會安全系統註冊員工、處理薪資和管理福利。
觀看 名義僱主 的運作方式
荷蘭的就業合約
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.
其中包括雙方的姓名和地址、工作地點、職稱、開始日期、合約期限、薪水、工作時間、假期權利、通知期、退休金詳細資訊以及任何適用的集體勞動協議。 某些條款，例如試用期條款或競業禁止條款，只有在書面約定的情況下才有效。
所有福利；補日元金額通常以歐元（EUR）為單位，一些CBA或行業規則可能要求這樣做。 但是，如果雙方同意並且您遵守法規；符合荷蘭稅務和社會安全規則，您可以使用其他貨幣計算這些金額。
緩刑期
有效的書面僱傭合約必須包含試用期條款。最長時間取決於合約長度：
- 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
在試用期內，任何一方均可立即終止合約，無需事先通知或說明理由，但終止合約不得具有歧視性。
荷蘭的休假權利
荷蘭的工作時間
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.
荷蘭的公眾假期
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
- 耶穌受難日（並非所有人都必須參加）
- 復活節星期一
- 國王節
- 解放日（每五年一次的官方公眾假期）
- 升天節
- 聖靈降臨期星期一
- 聖誕節
- 節禮日
荷蘭的假期天數
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.
荷蘭的病假
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.
荷蘭的產假、伴侶假和育嬰假
- 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.
荷蘭的債權人如何幫助管理休假權利
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.
荷蘭的健康保險和補充福利
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.
退休金及其他福利
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.
在荷蘭，戶主如何幫助獲得福利
荷蘭名義雇主簡化了福利管理和合規性，包括健康保險。 雇主管理社會安全，管理補充福利（如通勤津貼），並隨時了解監管變化。
荷蘭的獎金
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.
荷蘭的終止和遣散費
在荷蘭，終止僱傭合約受到嚴格監管。雇主通常需要事先獲得UWV（因經濟或長期疾病原因）或州法院（因個人原因）的許可。 最常見的終止方式是雙方達成和解協議。
Notice periods: The legal notice period for an employer is based on the employee's length of service:
- 服務未滿五年：一個月
- 5-10 服務年資：兩個月
- 10-15 服務年資：三個月
- 服務超過15 年：四個月
僱員的法定通知期為一個月。
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.
荷蘭的薪資與稅務
荷蘭擁有完善的社會安全體系，該體係由雇主和員工共同繳納的款項提供資金。 荷蘭的債權人負責管理所有薪資扣款和繳款，所以您不必操心。
所得稅是累進的，所以取決於您賺多少錢。2025 ，適用於工作收入的稅率為：
- 36.97% 對收入不超過歐元的75 、518
- 4950% 高於歐元的收入 、75518
荷蘭名義雇主負責處理您的薪資。 這包括僱員工資、獎金和佣金的計算，以及所有預扣稅，例如所得稅和社會安全繳款。
Choosing the best EOR in the Netherlands
在荷蘭選擇帳簿所有者時，請考慮以下事項：
- 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.
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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雇主在荷蘭進行全球招聘
G-P雇主是屢獲殊榮的人工智慧全球招募解決方案，幫助新創公司、中小型企業和大型企業建立全球團隊。 幾分鐘內即可在超過180國家/地區招募、管理和支付頂尖人才，無需複雜的實體設定。
G-P名義雇主是領先的人力資本管理、人力資本管理、專業就業組織、薪資平台的首選合作夥伴。 將您的人手資料集中到一個地方，以維持現有的工作流程，同時保持整合系統中資料的一致性和準確性。
立即申請在荷蘭開始招募的方案。
