在新市場的招聘創造了成長動能，同時也增加了監管責任。 儘管荷蘭幅員細小，卻擁有技術嫻熟的人才庫、方便營商的環境，以及通往更廣大歐洲市場的便捷通道，提供了絕佳的機會。
荷蘭的法定雇主可以最大限度地降低法律風險並最大限度地提高就業效率。身為全球雇主， G-P代表您管理一切，包括勞動契約的產生和福利。 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。
我們擁有業內最龐大的人力資源和法律專家團隊，可滿足您在荷蘭的所有就業需求。
透過記錄雇主簡化在荷蘭的僱用程序
與雇主合作可以讓您在任何地方快速、合規地僱用員工。 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。
雇主作為合法的雇主，為您管理當地的人力資源責任。 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。
名義雇主荷蘭僱用流程
- 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。
- 尋找您理想的候選人。 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。
- 制定合規勞動契約。 您的雇主起草一份符合荷蘭勞工法和工作時間法的當地合規合約。
- 組建並管理您的團隊。雇主管理就業生命週期的各個面向。 這包括在荷蘭稅務局和社會安全系統登記員工資訊、處理薪資和管理福利。
觀看名義雇主的運作方式
荷蘭的僱傭合約
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.
這些資料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、假期待遇、通知期、退休金詳細資訊，以及任何適用的集體談判協議。 某些條款，例如試用期或非競業條款，只有在書面同意的情況下才有效。
所有報酬金額通常以歐元 (EUR) 為單位，某些 CBA 或部門規則可能會要求這樣做。 但是，如果雙方同意，且您符合荷蘭的稅務和社會安全規定，您也可以用其他貨幣支付這些金額。
緩刑期
試用期必須包含在書面勞動契約中才有效。 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
在試用期間，只要結束聘用不是歧視性的，任何一方都可以立即終止合約，無需通知或理由。
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
- 耶穌受難節（並非所有人的強制休假日）
- 復活節星期一
- 國王節
- 解放日（每五年一次的法定假日）
- 升天節
- 聖靈降臨節星期一（聖靈降臨節星期一）
- 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.
孕婦、伴侶和育嬰假在荷蘭
- 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.
荷蘭的記錄雇主如何協助管理休假權利
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.
在荷蘭，記錄在案的雇主如何協助提供福利
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.
荷蘭的終止合約與遣散費
在荷蘭，終止勞動契約是受到嚴格管制的。 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。結束聘用最常見的方法是雙方和解協議。
Notice periods: The legal notice period for an employer is based on the employee's length of service:
- 服務年資不足五年：一個月
- 服務年資： 5 - 10年：兩個月
- 服務年資： 10 - 15年：三個月
- 超過15年的服務：四個月
法定通知期間為一個月。
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.
荷蘭的工資和稅收
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。 荷蘭的法定雇主會管理所有薪資扣款和繳款，所以您無需操心。
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：
- 收入的36 % 至97 %（最高75歐元， 518 ）
- 49 . 50 % 的收入超過 EUR 75 , 518
A Netherlands 名義雇主處理您的 薪資發放。 這包括員工薪資、獎金和佣金的計算，以及所有預扣款項，例如所得稅和社會安全貢獻。
Choosing the best EOR in the Netherlands
在荷蘭選擇記錄在案的雇主時，請考慮以下幾點：
- 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.
在荷蘭使用G-P 名義雇主進行全球招聘
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管理資本、職業雇主組織、薪資平台的首選合作夥伴。 將您的動力數據集中到一個地方，以維持現有的工作流程，同時保持整合系統中數據的一致性和準確性。
立即申請在荷蘭開始招募的方案。
