Netherlands at a glance
Leave entitlements
| Leave type | Entitlement |
|---|---|
| Paid Annual Leave | 20 days + 8 public holidays |
| Sick Leave | Up to 104 weeks (2 years) |
| Maternity Leave | 16 weeks (including 4–6 weeks before birth) |
| Paternity Leave | 5 days |
| Parental Leave | 26 weeks (9 weeks paid) |
Employment conditions
Probation
Maximum 2 months for open-ended or 2-year+ contracts; maximum 1 month for contracts lasting less than 2 years.
Post-Contractual Obligations
After leaving, former employees must not solicit colleagues or clients using confidential information, must protect trade secrets, and must avoid making misleading or damaging statements about their former employer.
Employee Rights & Protections
Dutch workers are entitled to: written employment contract, flexible and part-time working rights, payslip, equal opportunity and pay, health and safety protections, home office rights, sexual harassment protection, whistleblower protection, works council rights, and pay transparency.
Payments
End of employment in Netherlands
At-will termination is not recognized in the Netherlands. Employment can only end after prior approval from:
- Employee Insurance Agency (UWV) — for economic/organizational reasons
- District court — for personal reasons (conduct, incapacity, etc.)
- Mutual agreement — no authorization required; executed via a settlement agreement (vaststellingsovereenkomst)
Employees may appeal court termination permits or request annulment of improper dismissals. Garden leave requires agreement from both parties. Final payments must include unused holiday, holiday allowance, pro-rata bonus, and any applicable severance.
Frequently asked questions
Four routes: run payroll from HQ (rarely works long-term); engage contractors for independent project work; set up a Dutch BV for direct employment; or use Remote& as Employer of Record for fast, compliant hiring without a local entity.