Payrolling: shift employer risk to us.
True Dutch payrolling is more than processing payslips. We take over the employment contract and the statutory liabilities that come with it - 2 years of sick pay, re-integration obligations, dismissal protection, pension and CAO compliance. You keep the talent and the direction; we carry the risk.
Monthly run
Gross-to-net calculation, payslips in EN/NL, SEPA payment files, journal entries for your bookkeeping.
Compliance
Wage tax (loonheffing), employee insurance (UWV), pension funds, CAO interpretation, year-end statements.
Expats
30% ruling application and renewal, A1 certificates, cross-border salary splits.
The risks we absorb
Under Dutch law, the legal employer carries some of the heaviest obligations in Europe. With our payrolling model, our entity is the legal employer of record - so those obligations sit with us, not with you.
Sick pay (2 years)
Dutch employers must continue paying salary for up to two years of illness: at least 70% by law, in practice 100% in year one and 70% in year two under most CAOs. As legal employer we carry this liability, insurance-backed.
Re-integration (Wet Poortwachter)
Mandatory case management, company doctor, action plans and UWV reporting during long-term absence - fully handled by us.
Dismissal & severance
UWV/kantonrechter procedures and statutory transition payment (transitievergoeding) sit with us as legal employer.
Pension & CAO
Mandatory sector pension funds and Collective Labour Agreement obligations - applied, paid and audited on our books.
WGA / WIA & social premiums
Differentiated WGA premiums and disability claims stay on our payroll, protecting your cost base from individual claim history.
Wage tax & UWV liability
Loonheffing filings, audits and any Belastingdienst/UWV correctional assessments are our responsibility, not yours.
No call centre. One fixed point of contact.
Director of ICS Staffing & Payroll, responsible for Employer of Record and Dutch payroll engagements, with over twenty years of commercial and payroll leadership.
Dutch payroll - common questions
Dutch payroll covers monthly payslips, withholding and filing of loonheffingen with the Belastingdienst, pension contributions, 8% holiday allowance accrual, holiday-hour administration, and the annual wage statement. Employers must also observe any applicable CAO.
As a rule of thumb, Dutch employer costs add roughly 27.7% on top of gross salary, including 8% holiday allowance and statutory social contributions. A mandatory pension scheme typically adds around 15.2% of the pensionable base, and sick-leave insurance adds about 5%.
The employer continues paying at least 70% of salary for up to 104 weeks (most CAOs: 100% in year one, 70% in year two) and must fund re-integration under the Wet verbetering poortwachter. With our payrolling model we are the legal employer, so this obligation sits with us, not with you. It is backed by sick-leave insurance and shown as a line in your quote.
Yes. Since the Wet arbeidsmarkt in balans (2020), payroll employees are entitled to the same primary and secondary employment conditions as comparable employees of the client, and since 2021 to an adequate pension scheme. We apply this in the employment contract and reflect it in your quote.
Start Expansion
Get a detailed quote for EOR or payroll within 2 working days.
What we commit to
Cancel freely in month one
No lock-in during the first month. If the fit is wrong, you walk away without penalty.
100% compliance guarantee
Contracts, payslips and filings meet Dutch law. If we get it wrong, we fix it and carry the cost.
Fixed price, no hidden fees
One agreed rate covers payroll, taxes, insurances and our service. No surprise line items.
Offer within 2 working days
Send us the headcount and salaries; you get a written quote within two working days.