Perekrutan karyawan di pasar baru menciptakan momentum pertumbuhan, bersamaan dengan tanggung jawab regulasi tambahan. Meskipun ukurannya kecil, Belanda menawarkan peluang yang luar biasa, dengan kumpulan talenta terampil, lingkungan yang ramah bisnis, dan akses mudah ke pasar Eropa yang lebih luas.
Perusahaan Belanda meminimalkan risiko hukum dan memaksimalkan efisiensi pekerjaan. Sebagai perusahaan pencatatan global (Employer of Record), G-P mengelola semuanya atas nama Anda, termasuk pembuatan perjanjian kerja dan tunjangan. Bersama kami, Anda dapat mempekerjakan talenta terampil di 180+ negara, dengan cepat dan mudah — tanpa mendirikan entitas baru.
Kami memiliki TIM SUMBER DAYA MANUSIA dan pakar hukum terbesar di industri ini untuk menangani semua kebutuhan ketenagakerjaan Anda di Belanda.
Sederhanakan proses perekrutan di Belanda dengan perusahaan pencatat data (companion of record).
Bermitra dengan Employer of Record memungkinkan Anda untuk mempekerjakan di mana saja dengan cepat dan patuh. Pendekatan ini meningkatkan jangkauan dan skalabilitas Anda, semuanya tanpa memerlukan entitas lokal.
Employer of Record bertindak sebagai perusahaan hukum, mengelola tanggung jawab SUMBER DAYA MANUSIA setempat untuk Anda. Ini meminimalkan risiko hukum dan mengoptimalkan biaya yang terkait dengan pekerjaan dan penggajian.
Pemberi Kerja Tercatat Belanda proses penerimaan karyawan
- Bermitra dengan pakar ketenagakerjaan global. Pilih Pemberi Kerja Tercatat dengan keahlian mendalam di Belanda. Mereka akan menjadi pemandu Anda melalui lanskap hukum setempat.
- Cari kandidat ideal Anda. Anda menemukan talenta terbaik untuk kebutuhan Anda, dan Employer of Record menangani sisanya.
- Buat patuh perjanjian kerja. Pemberi Kerja Anda menyusun kontrak patuh lokal yang sejalan dengan hukum tenaga kerja Belanda dan Undang-Undang Jam Kerja.
- Onboarding dan kelola TIM Anda. Pemberi Kerja Tercatat mengelola semua aspek siklus hidup pekerjaan. Ini termasuk mendaftarkan karyawan ke badan pajak Belanda dan sistem jaminan sosial, memproses penggajian, dan mengelola tunjangan.
Lihat cara kerja Employer of Record
Kontrak kerja di Belanda
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.
Ini termasuk nama dan alamat kedua belah pihak, lokasi kerja, jabatan, tanggal mulai, durasi kontrak, gaji, jam kerja, hak liburan, periode pemberitahuan, rincian pensiun, dan perjanjian perundingan bersama yang berlaku. Klausul-klausul tertentu, seperti klausul masa percobaan atau klausul larangan persaingan usaha, hanya berlaku jika disepakati secara tertulis.
Semua jumlah kompensasi biasanya dalam euro (EUR), dan beberapa perjanjian kerja kolektif (CBA) atau aturan sektor mungkin mensyaratkan hal ini. Namun, Anda dapat memiliki jumlah tersebut dalam mata uang lain jika kedua belah pihak setuju dan Anda mematuhi peraturan pajak dan jaminan sosial Belanda.
Masa percobaan
Suatu periode percobaan harus dicantumkan dalam perjanjian kerja tertulis agar sah. Jangka waktu maksimum tergantung pada jangka waktu kontrak:
- 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
Selama masa percobaan, salah satu pihak dapat mengakhiri kontrak segera tanpa pemberitahuan atau alasan, selama pemutusan kontrak tersebut tidak bersifat diskriminatif.
Hak cuti di Belanda
Jam kerja di Belanda
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.
Hari libur nasional di Belanda
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:
- Hari Tahun Baru
- Jumat Agung (bukan libur wajib untuk semua)
- Senin Paskah
- Hari Raja
- Hari Kemerdekaan (hari libur nasional resmi setiap lima tahun sekali)
- Hari Kenaikan
- Senin Putih (Senin Pentakosta)
- Hari Natal
- Boxing Day
Hari-hari liburan di Belanda
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.
Cuti sakit di Belanda
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.
Cuti hamil, cuti pasangan, dan cuti orang tua di Belanda
- 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.
Bagaimana perusahaan yang bertindak sebagai penanggung jawab karyawan (employer-to-cord) di Belanda membantu mengelola hak cuti.
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.
Asuransi kesehatan dan tunjangan tambahan di Belanda
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.
Pensiun dan tunjangan lainnya
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.
Bagaimana perusahaan yang terdaftar sebagai pemberi kerja (employer-to-record) membantu dalam hal tunjangan di Belanda
Belanda Employer of Record merampingkan administrasi manfaat dan kepatuhan, termasuk asuransi kesehatan. Employer of Record mengelola jaminan sosial, mengelola tunjangan tambahan (seperti tunjangan perjalanan), dan tetap mendapat informasi terbaru tentang perubahan peraturan.
Bonus di Belanda
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.
Pemutusan hubungan kerja dan pemutusan hubungan kerja di Belanda
Pengakhiran perjanjian kerja di Belanda diatur secara ketat. Suatu perusahaan biasanya memerlukan izin terlebih dahulu dari UWV (untuk alasan ekonomi atau sakit jangka panjang) atau pengadilan kanton (untuk alasan pribadi). Metode pemutusan hubungan kerja yang paling umum adalah melalui kesepakatan penyelesaian bersama.
Notice periods: The legal notice period for an employer is based on the employee's length of service:
- Masa kerja kurang dari lima tahun: Satu bulan
- 5-10 tahun pelayanan: Dua bulan
- 10-15 tahun pelayanan: Tiga bulan
- Masa kerja lebih dari 15 tahun: Empat bulan
Masa hukum pemesanan seorang karyawan adalah satu bulan.
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.
Penggajian dan pajak di Belanda
Belanda memiliki sistem jaminan sosial yang komprehensif yang didanai oleh kontribusi dari pemberi kerja dan karyawan. Perusahaan catatan Belanda mengelola semua pemotongan gaji dan kontribusi, jadi Anda tidak perlu melakukannya.
Pajak penghasilan bersifat progresif, jadi tergantung pada berapa banyak penghasilan Anda. Untuk 2025, tarif pajak yang berlaku untuk penghasilan kerja adalah:
- 36.97% tentang pendapatan hingga EUR 75,518
- 49.50% tentang pendapatan di atas EUR 75,518
Pengupahan Anda akan ditangani oleh Employer of Record di Belanda. Ini termasuk perhitungan gaji karyawan, bonus, dan komisi, beserta semua potongan, seperti pajak penghasilan dan iuran jaminan sosial.
Choosing the best EOR in the Netherlands
Saat memilih perusahaan penyedia tenaga kerja resmi (employer of record) di Belanda, pertimbangkan hal-hal berikut:
- 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.
Gunakan G-P Employer of Record untuk perekrutan global di Belanda.
G-P Employer of Record adalah solusi perekrutan global pemenang penghargaan yang mendukung AIyang memberdayakan startup, UKM, dan bisnis perusahaan untuk membangun tim global. Onboard, kelola, dan bayar talenta terbaik di lebih dari 180 negara dalam hitungan menit, tanpa kerumitan pengaturan entitas.
G-P Employer of Record adalah mitra pilihan untuk platform MANAJEMEN SUMBER DAYA MANUSIA, Organisasi Ketenagakerjaan Profesional, dan payroll terkemuka. Satukan data tenaga kerja Anda di satu tempat untuk mempertahankan alur kerja yang ada sambil menjaga data yang konsisten dan akurat di seluruh sistem terintegrasi Anda.
Minta proposal untuk mulai merekrut di Belanda hari ini.
