by Ekrem Duman | Jul 9, 2026 | Expat HR, Expats in the Netherlands
⚡ TL;DRTo hire non-EU talent in the Netherlands an employer must either become an IND-recognized sponsor (the standard route, unlocking 2–4 week Highly Skilled Migrant approvals), use the slower labor-market-tested GVVA route, or engage an employer of...
by Ekrem Duman | Jul 9, 2026 | Expat HR, Expats in the Netherlands
⚡ TL;DRRelocating to the Netherlands runs on one critical sequence: secure housing → register in the BRP at your municipality → receive your BSN → open banking, payroll, and mandatory health insurance. Housing is the bottleneck — the Dutch...
by Ekrem Duman | Jul 9, 2026 | Expat HR, Expats in the Netherlands
⚡ TL;DRDutch employment law is strongly employee-protective: fixed-term contracts convert to permanent after three contracts or three years (the chain rule), probation is capped at two months, dismissal requires a statutory ground approved by the UWV or a court,...
by Ekrem Duman | Jul 9, 2026 | Expat HR, Expats in the Netherlands
⚡ TL;DRDutch payroll deducts wage tax and national insurance contributions at source through a progressive Box 1 system with a top rate just under 50%. Expats recruited from abroad may qualify for the 30% ruling (expat facility), which makes a portion of salary...
by Ekrem Duman | Jul 9, 2026 | Expat HR, Expats in the Netherlands
⚡ TL;DRThe Netherlands routes most skilled expats through the Highly Skilled Migrant (kennismigrant) permit, which requires a job offer from an IND-recognized sponsor and a gross monthly salary above an age-based threshold that is recalculated every year....
by Ekrem Duman | Jul 9, 2026 | Expat HR, Expats in Germany
⚡ TL;DREmployers hiring foreign nationals in Germany carry hard compliance duties: verify and retain proof of the right to work (fines up to €500,000 for illegal employment), register the employee for payroll tax and all four social insurance branches plus...
