# Hiring in Netherlands Review edition — pending Theo Smith approval. ## Can this worker be employed through an EOR? Businesses supplying personnel must register that activity in the Dutch business register under the Waadi rules. A hirer must check the supplier’s registration. Applies to: Personnel supplied to work under another organisation’s supervision; check statutory exceptions Still to establish: Actual employer, registration lookup, arrangement classification and future rule changes - Actual employer, registration lookup, arrangement classification and future rule changes Next step: Confirm Actual employer, registration lookup, arrangement classification and future rule changes. - [Netherlands government business portal](https://business.gov.nl/staff/hiring-and-secondment/hiring-and-posting-staff-waadi-registration-and-waadi-check/) Checked 2026-09-28. Research status: partial. ## Who has the right to work? EU nationals generally do not need a work permit to work in another EU country. Residence registration and recognition of regulated professional qualifications are separate checks. Applies to: EU citizens exercising intra-EU free movement; not a non-EU sponsorship rule Still to establish: Nationality, residence registration, regulated profession and any non-EU permit route - Nationality, residence registration, regulated profession and any non-EU permit route Next step: Confirm Nationality, residence registration, regulated profession and any non-EU permit route. - [European Union Your Europe](https://europa.eu/youreurope/citizens/work/work-abroad/work-permits/indexamp_en.htm) Checked 2026-09-28. Research status: partial. ## What must the agreement contain? The statutory annual holiday entitlement is at least four times the employee’s weekly working days; a five-day working week therefore gives at least 20 days. Applies to: Dutch statutory holiday minimum; collective or individual terms can improve it Still to establish: Applicable collective agreement, worker category and remaining contract particulars - Applicable collective agreement, worker category and remaining contract particulars Next step: Confirm Applicable collective agreement, worker category and remaining contract particulars. - [European Commission EURES](https://eures.europa.eu/living-and-working/living-and-working-conditions-europe/living-and-working-conditions-netherlands_en) Checked 2026-09-28. Research status: partial. ## What should a buyer verify about the legal employer? Businesses supplying personnel must register that activity in the Dutch business register under the Waadi rules. A hirer must check the supplier’s registration. Applies to: Personnel supplied to work under another organisation’s supervision; check statutory exceptions Still to establish: Actual employer, registration lookup, arrangement classification and future rule changes - Actual employer, registration lookup, arrangement classification and future rule changes Next step: Confirm Actual employer, registration lookup, arrangement classification and future rule changes. - [Netherlands government business portal](https://business.gov.nl/staff/hiring-and-secondment/hiring-and-posting-staff-waadi-registration-and-waadi-check/) Checked 2026-09-28. Research status: partial. ## How do we switch EORs or move to our own entity? Directive 2001/23 protects employment rights on qualifying transfers of economic entities retaining their identity. Existing employment rights and obligations pass to the transferee under the directive’s framework. The Dutch government requires registration of personnel-supply activity and a registration check by the hirer under the Waadi rules. Applies to: EU framework only; national implementation and transaction classification have not been determined. A supplier switch alone does not establish a qualifying transfer. Still to establish: National implementing law, economic-entity test, affected staff, consultation, pension exceptions and insolvency provisions Applies to: Dutch personnel supply within Waadi scope; exemptions and future rules require separate checks Still to establish: Supplier legal identity and registration; Payrolling, secondment or agency classification; Applicable collective terms and employee continuity - Classify the transaction under current local transfer/succession law. - Determine consent, consultation, service, leave and historic-liability treatment. - Confirm permits, payroll handover, provider termination and deposit recovery from actual documents. - National implementing law, economic-entity test, affected staff, consultation, pension exceptions and insolvency provisions - Supplier legal identity and registration - Payrolling, secondment or agency classification - Applicable collective terms and employee continuity - [eur-lex.europa.eu](https://eur-lex.europa.eu/eli/dir/2001/23/2015-10-09/eng/pdf) - [Dutch government: Waadi registration](https://business.gov.nl/staff/hiring-and-secondment/hiring-and-posting-staff-waadi-registration-and-waadi-check/) Checked 2026-09-28. Research status: partial. ## What should we verify when changing a Dutch EOR or staffing supplier? Applies to: Dutch personnel supply within Waadi scope; exemptions and future rules require separate checks Check the actual supplying entity’s Waadi registration and classify the arrangement before the switch. Registration is one check; it does not establish every employment term or remove the hirer’s responsibilities. Supported rule: The Dutch government requires registration of personnel-supply activity and a registration check by the hirer under the Waadi rules. - Supplier legal identity and registration - Payrolling, secondment or agency classification - Applicable collective terms and employee continuity Illustrative example: A provider advertises its Netherlands presence but names another company as employer. Verify that company rather than relying on the provider’s brand-level statement. - [Dutch government: Waadi registration](https://business.gov.nl/staff/hiring-and-secondment/hiring-and-posting-staff-waadi-registration-and-waadi-check/) ## Can we end a Dutch payroll employee’s job simply by cancelling the EOR contract? Applies to: Dutch payrolling classification; secondment and temporary agency rules are distinct Not where the arrangement falls within Dutch payrolling rules. Ending the commercial service does not by itself complete the employee’s dismissal process; ask the legal employer to assess the route first. Supported rule: Dutch government guidance says payroll employees have the same dismissal protection as directly employed staff and that UWV or a court assesses a possible dismissal. - Correct arrangement classification - Dismissal grounds, route and employee protection - Notice, compensation and outstanding entitlements Illustrative example: A client stops needing the role and cancels its provider subscription. The commercial action is not evidence that the employee can lawfully stop being paid on the same date. - [Dutch government: secondment and payrolling](https://business.gov.nl/staff/hiring-and-secondment/hiring-an-employee-through-secondment/)