If you are a contractor, there are numerous ways of working in the Netherlands; you can work for a Dutch employer, work self-employed or work seconded as an employee within Dutch borders.
If working for a Dutch employer you will be required to sign an employment contract, even if it is only for a temporary position. While this is usually with the employer, many contractors are employed through a Dutch temporary employment agency. The employment contract will include and cover all conditions and variables relating to wage payment, hours of work, leave and holiday time. This should also insure you against unemployment, illness and occupational disability.
In terms of legality, no documentation is required for signing an employment contract. Yet, when you start work you will be asked by your employer to display a valid identity document; this document will need to be original, as no photocopy or photo of the records will suffice. Once confirmed to be genuine, the employer will keep a copy in their archives. It should be noted that a driving license is not a valid identity document for this purpose; this is because it doesn’t guarantee your nationality and gives no information about the status of your residence.
Working in Netherlands some Advice
When working in Netherlands some sound professionals advise is that contractors should always ask for a written employment contract in their native language and only to sign the contract if they can understand what it states and will ask of them.
Furthermore, the Collective Labour Agreement (CAO or Collectieve Arbeidsovereenkomst) can be considered a necessity for certain companies in certain sectors due to it containing additional rules for all individual employees on payment of wages, employment hours per week, extra pension, illness or leave payments. If asking, your employer is obliged to supply information about your CAO. You can also gain information from the trade union or various websites.
If seconded as an employee to the Netherlands then you will be working temporarily within Dutch borders for your own employer. You could also be working for a temporary agency for employment in your country of origin – of which you would sign a contract. The contracts terms and conditions must comply with the legal rules in your home country, with some rules from the Dutch authorities being applied to the employer.
In any case you must be paid, at the very least, Dutch minimum wage (currently EUR 1,485.65) with accompanying holiday allowance.
Employment working conditions and periods of rest are also required to conform to the legal minimum requirements. As a seconded employee, you can remain socially insured (benefits, etc.) in your country of origin should you have an E101 declaration; with an A1/E101 certificate an employee who works outside the Netherlands can prove they are covered under Dutch social insurance.
Either the contractor or the employer can request this documentation from the social security organisation in your home country.
If self-employed, you are able to determine your own employment terms – such as your hourly wage. There are two options and possibilities for carrying out work self-employed within the Netherlands. Either as a self-employed individual based in your country of origin or as a Dutch one-person company, referred to as a ZZP; an independent contractor without staff.
For more information on Working Netherlands or Dutch Payroll Services visit the Euro Accountancy & Finance Services website.
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