Posted workers in the Netherlands
In a competitive labour market, posting workers to the Netherlands can be an effective solution to staffing shortages. Whether in construction, transport or specialized industries, leveraging posted workers allows businesses to stay agile and meet project demands. However, Dutch and EU regulations impose strict compliance requirements, from reporting obligations to employment conditions. Missteps can lead to significant penalties, making expert guidance essential.
What you need to know and do when posting employees in the Netherlands
Posted workers play a key role in the Dutch labour market, particularly in sectors that rely on flexible, skilled labour to meet demand. In construction, they contribute to infrastructure and commercial projects, while in agriculture, they provide essential seasonal support. The manufacturing and engineering industries depend on their expertise for technical installations and maintenance, and the IT sector benefits from their specialized knowledge for project-based assignments. In (e.g.) engineering and construction, posted workers help keep international supply chains running smoothly. While their presence is crucial for business operations, companies must navigate Dutch regulations to ensure compliance with wage requirements, working conditions, and administrative obligations.
Be aware: Strict notification obligation for employers
Employers posting workers to the Netherlands must comply with the mandatory notification requirement under Dutch law. Before starting work, they must register their employees with the Dutch authorities via the official notification portal. This process involves submitting key details about the employer, worker, location, and duration of the assignment. Employers must also ensure that relevant documents, such as contracts, payslips, and A1 forms, are available for inspection. Non-compliance can lead to significant fines.
Posted workers and the WagwEU
To protect the rights of posted workers, the Netherlands enforces the WagwEU (Wet arbeidsvoorwaarden gedetacheerde werknemers in de EU). This regulation ensures that posted workers receive core employment conditions applicable under Dutch law, even if their contract remains governed by the labour laws of their home country. Because of this, employers must comply with Dutch minimum wage rules, holiday pay and regulations regarding working hours, rest periods, and workplace safety. In sectors covered by collective labour agreements, additional conditions may apply, including specific wage scales and allowances. The Dutch Labour Inspectorate (arbeidsinspectie) actively enforces these requirements and failure to comply can result in financial penalties and reputational risks.
Posted workers in the transport sector
The transport sector is subject to specific rules under the EU Mobility Package, which imposes additional compliance requirements on road transport operators posting drivers to the Netherlands. Employers must ensure that drivers receive at least the Dutch sectoral minimum wage for the time they work within the country. They must also comply with reporting obligations via the EU’s Internal Market Information system. Regulations on working hours and rest periods are strictly enforced, requiring careful monitoring of driver schedules. Given the complexity of compliance in this sector, professional legal and HR guidance is highly recommended.
Compliance with Crowe Peak
Navigating the regulatory maze of posted workers in the Netherlands requires expertise. Crowe Peak provides end-to-end support to ensure your company meets all legal obligations while optimizing workforce flexibility. Our services include:
- WagwEU compliance: Assisting with registration, required documentation and audits.
- Sector-specific guidance: Understanding CLA obligations, wage compliance and working conditions.
- Payroll and tax advisory: Ensuring proper salary payments, social security and tax coordination.
With Crowe Peak as your partner, you can focus on business growth while we handle the complexities of labour law compliance. Contact us today to ensure a smooth and risk-free posting process in the Netherlands