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Mastering Payroll and Registering as an Employer of Record in the Netherlands

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Registration requirement for Foreign companies

Foreign companies are, the same as Dutch companies, obliged to register as an employer and deduct taxes from their employees if the following requirements are met:


  • The registered office of the company is based in The Netherlands

  • The company has a permanent establishment in The Netherlands (see our blog about substance)

  • Personnel is post or hired in or to The Netherlands

  • The employee works on the shelf of The Netherlands

  • The employee falls under the Dutch insurance schemes


The employees’ data has to be kept in their personal records. As an employer you are responsible for the amount of deducted payroll taxes being withheld from the employees salary. Meaning that you have to calculate the right amount of contributions and taxes. After this a tax return needs to be filed before the date the taxes become due.


Is your company required to register as permanent establishment in the Netherlands (at the Chamber of Commerce), when you appoint local staff?

If your company appoints local staff in the Netherlands, it may be required to register as a permanent establishment at the Chamber of Commerce. According to the permanent establishment definition, this registration is necessary if the company has a fixed place of business where it carries out its business activities, including hiring staff. However, if the staff is only working on a temporary basis or if they are not involved in the core business activities of the company, then there may be no need to register a branch. It is important to carefully assess the nature of the employment and business activities in the Netherlands to determine if a permanent establishment registration is necessary. Additionally, when appointing local staff, it is also important to apply for a wage tax number in order to comply with Dutch tax regulations. This process involves registering with the Dutch tax authorities and ensuring that the necessary taxes are withheld and accounted for. Overall, if your company is considering outplacement of staff in the Netherlands, it is crucial to understand the legal and tax implications of this decision to ensure compliance with Dutch regulations.


Employer of Record (EOR) Solution for the Netherlands

Employer of Record (EOR) solutions have become increasingly popular for companies looking to expand their operations into the Netherlands. This service allows businesses to hire and manage employees without having to establish a legal entity in the country. By partnering with an EOR, companies can benefit from having a local expert handle all aspects of employment compliance, payroll, and HR administration, while also mitigating the risk and liability associated with international expansion. The EOR assumes the legal responsibility as the employer, which means that any potential issues or liabilities related to employment laws, taxes, or regulations in the Netherlands are the EOR's responsibility and not the business. While EOR services are much more expensive in the Netherlands compared to other countries, the peace of mind and the ability to quickly and efficiently enter the Dutch market make it a worthwhile investment for many companies. Additionally, the EOR can help navigate the complexities of the Dutch labor market and provide valuable insights on local employment practices, which can further streamline the expansion process for foreign businesses. Overall, the Employer of Record solution offers a practical and efficient way for companies to enter and operate in the Dutch market while minimizing risk and ensuring compliance with local regulations.

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Deciding if you like to appoint Temporary or permanent staff in the Netherlands?

When temporary personnel is hired through an intermediary or subcontractor things are different. These intermediary or subcontractors are liable for the contributions and payroll tax for those employees.


When deciding whether to appoint temporary or permanent staff in the Netherlands, it's important to consider the country's employment laws and regulations. Dutch law strongly favors the protection of employees, and there are specific rules regarding temporary contracts, including limits on their duration and the number of renewals allowed. These regulations aim to prevent the misuse of temporary contracts and ensure the stability and security of employees. On the other hand, hiring permanent staff may provide more stability for both the employer and the employee, as it offers a long-term commitment and potential for career growth within the company. One way to navigate the complexities of working in the Netherlands and ensuring compliance with Dutch employment law is to work with a professional Dutch employer of record, who can serve as an intermediary between the company and its employees. This can help ensure that the hiring and management of staff aligns with the country's regulations and best practices. Ultimately, the decision to appoint temporary or permanent staff will depend on the specific needs and goals of the company, as well as the nature of the work being performed. It's crucial to carefully assess the options and consider the legal and practical implications before making a decision.

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How will the Dutch wage tax number be used?

As an entrepreneur you will be employing personnel, these personnel must be paid. In the Netherlands, as an employer you are obliged to pay certain contributions and taxes on the wages you pay to your employees. Without information, however, the tax authorities do not know how much salary has been paid, and how much premiums and tax have to be paid on it. That is why there is a payroll tax return, you as an entrepreneur inform the tax authorities by how much salary has been paid and how many premiums and taxes you have to pay. You do not have to worry about difficult calculations, if you outsource your payroll with us, we will take care of all tax returns and contact the tax authorities. In order to be able to file this tax return, however, a payroll tax number is required, so the tax authorities know which entrepreneur has filed a tax return.


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How to apply for a Dutch payroll tax number?

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You can apply for a Dutch payroll tax number with the tax authorities using the form “register employer”. If the registration has been received by the tax authorities, you will receive a “declaration of payroll taxes”. Here it mentions the periods for which a wage tax return must be filed in the Netherlands. This letter also contains your payroll tax number and, if applicable, a letter where the tax authorities indicate which sector you are an entrepreneur. This has to do with the employee insurance contributions to be paid. You will also receive a letter with the percentage for the differentiated premium Whk. No idea what to do with this data? If you let us take care of your salary administration, we will arrange that all returns are sent correctly and on time.

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What if you don’t pay out any salaries (temporarily)?

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If you decide to work without personnel for a certain period of time or temporarily continue without personnel in your company, it can be considered to cancel your payroll tax number. After cancellation, you no longer have a duty to submit the payroll tax return. If you do not cancel the payroll tax number, you will remain obliged to file payroll tax returns. These will then be ZERO declarations.


If you are not sure whether you will be hiring staff again soon or at all, it is best to cancel your payroll tax number with the Tax and Customs Administration. This ensures that after the processing period at the Tax Authorities (approximately 8 weeks) you are exempt from the declaration obligation and you no longer have to worry about filing the declaration, or you save the costs that your salary administrator has to pay for it. calculates. You can only cancel your payroll tax number in writing with the tax authorities. Click on the link below to download a sample letter that you must send to your regional office of the Tax Authorities.


If you decide to hire staff after a certain period, you can easily request your payroll tax number again. You do this in exactly the same way as you did it the first time.

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Is your company required to register as permanent establishment in the Netherlands (at the Chamber of Commerce), when you appoint local staff?

If your company appoints local staff in the Netherlands, it may be required to register as a permanent establishment at the Chamber of Commerce. According to the permanent establishment definition, this registration is necessary if the company has a fixed place of business where it carries out its business activities, including hiring staff. However, if the staff is only working on a temporary basis or if they are not involved in the core business activities of the company, then there may be no need to register a branch. It is important to carefully assess the nature of the employment and business activities in the Netherlands to determine if a permanent establishment registration is necessary. Additionally, when appointing local staff, it is also important to apply for a wage tax number in order to comply with Dutch tax regulations. This process involves registering with the Dutch tax authorities and ensuring that the necessary taxes are withheld and accounted for. Overall, if your company is considering outplacement of staff in the Netherlands, it is crucial to understand the legal and tax implications of this decision to ensure compliance with Dutch regulations.

Register as an employer with the Dutch Tax and Customs Administration

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If you want to become an employer in the Netherlands, you will need to register with the Dutch Tax and Customs Administration to obtain a wage tax number. This is an essential step in the process of becoming an employer of record in the country. The procedure to obtain a wage tax number involves submitting an application to the Tax and Customs Administration, providing information about the company and its activities, and completing the necessary forms. Once the application is received by the administration, they will process the request and issue the employer with a unique wage tax number. This number will be used to report and pay wage taxes on behalf of the employees. In order to comply with Dutch tax regulations, it is imperative for employers to register with the Tax and Customs Administration before hiring any employees. Furthermore, becoming an employer of record also entails meeting other legal requirements, such as registering the company with the Chamber of Commerce, obtaining the necessary permits and licenses, and adhering to all labor laws and regulations. By following the proper procedures and fulfilling the necessary requirements, the process of becoming an employer in the Netherlands can be completed efficiently and effectively.

Register your overseas or local company in the Netherlands with the Chamber of Commerce (KvK)

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If you are considering expanding your business to the Netherlands, or if you are already operating a company there, it is important to register your business with the Chamber of Commerce (KvK). This is a necessary step in order to comply with local regulations and establish your presence in the Dutch market. The KvK is the official registry where all companies, both local and international, need to be registered. As an Employer of Record in the Netherlands, registering with the KvK will enable you to legally hire and manage employees, conduct business transactions, and access various government services and benefits. Additionally, registering your company with the KvK will provide you with an official proof of your business's existence and enable you to access essential services like obtaining a VAT number, opening a business bank account, and securing necessary permits and licenses. The process of registering your company with the KvK can be complex and time-consuming, especially if you are not familiar with the local regulations and requirements. Therefore, it is advisable to seek the assistance of a professional service provider that specializes in helping companies register as Employers of Record in the Netherlands. This will ensure that your company is properly registered and compliant with all the necessary legal and administrative obligations, allowing you to focus on growing and managing your business in the Netherlands.

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Deciding if you like to appoint Temporary or permanent staff in the Netherlands?

When deciding whether to appoint temporary or permanent staff in the Netherlands, it's important to consider the country's employment laws and regulations. Dutch law strongly favors the protection of employees, and there are specific rules regarding temporary contracts, including limits on their duration and the number of renewals allowed. These regulations aim to prevent the misuse of temporary contracts and ensure the stability and security of employees. On the other hand, hiring permanent staff may provide more stability for both the employer and the employee, as it offers a long-term commitment and potential for career growth within the company. One way to navigate the complexities of working in the Netherlands and ensuring compliance with Dutch employment law is to work with a professional Dutch employer of record, who can serve as an intermediary between the company and its employees. This can help ensure that the hiring and management of staff aligns with the country's regulations and best practices. Ultimately, the decision to appoint temporary or permanent staff will depend on the specific needs and goals of the company, as well as the nature of the work being performed. It's crucial to carefully assess the options and consider the legal and practical implications before making a decision.

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Comply with laws and regulations when recruiting staff in the Netherlands

When recruiting staff in the Netherlands, it is essential for employers to comply with the laws and regulations that govern employment. This includes adhering to the minimum wage requirements and ensuring that working hours are in line with legal limits to promote a healthy work-life balance for employees. Employers are also responsible for providing holiday allowance to their staff, as well as granting them the annual leave that is mandated by law. Additionally, maintaining accurate payroll administration is crucial in ensuring that employees are compensated fairly and in accordance with legal standards. When it comes to the employer-employee relationship, it is important to maintain open and transparent communication and to ensure that all parties are aware of their rights and responsibilities as outlined in the Dutch labor laws. Failing to comply with these laws and regulations can result in legal consequences for the employer, while also potentially having a negative impact on the well-being of employees. Therefore, it is crucial for employers to stay informed about the latest developments in labor legislation in the Netherlands and to actively prioritize compliance in all aspects of the recruitment and employment process.

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