How foreign employees employ?

To make this possible for your business, it is first important to be aware of some fundamental points, namely: 

• Nationality of employee(s): The nationality of the employee(s) you have in mind plays a decisive role. After all, if an employee comes from the EU/EEA or Switzerland, there is free movement of persons and you have a lot less to regulate. However, does the person in question come from outside this zone? Then all sorts of documents, permits, etc. are needed to keep the process on track. At Payse, we are happy to help you with this.

   

• Length of stay: It is also important to distinguish between a project-based employee of less than 90 days or an employee you want to hire for a longer period. This is not always possible from the outset, in which case it is useful to assume a longer stay. The best way to determine the length of stay in case of uncertainty is also something we can advise you on without any problem.

   

• Data: Next, it is time to collect all kinds of important data. For instance, for an employee from outside the EEA/Switzerland, you need a valid ID card, a new residential address in the Netherlands, a BSN number and a new health insurance policy. In fact, several checks are done before the Dutch government admits such a foreign employee.

   

• Licence(s): The next step is then going to be the application for the corresponding permit(s). Indeed, if the employee comes from outside the EEA and Switzerland, a choice then has to be made between a work permit (max 90 days) or an application for a combined residence and work permit (GVVA) of more than 90 days. If necessary, it is then smart to apply for a residence permit at the same time. You will then have everything arranged at once. Note that you have to meet certain conditions for this.

   

• IND recognition as referent: The main condition to start with is that, as an employer, you must have IND recognition as a sponsor in order to hire knowledge migrants and researchers. For this, the entire organisation must therefore be recognised by the IND, for example by being able to demonstrate a longer period of existence, financial health and other specific points. There must also be a certain minimum salary, among other things for certain tax benefits (such as the 30% scheme).  
  
  

Some additional points to also take into account are that the terms of employment must fit within Dutch legislation and sometimes it is also necessary to provide a place for the employee to live. 

Wondering what needs to be arranged in your company's specific situation? If so, we strongly recommend that you just contact Payse. Indeed, it is our expertise to connect companies with foreign workers. Moreover, we also offer pay-roll options in the process and can tell you all about the additional legal obligations. 

In no time at all, it is already possible to have foreign workers working for you completely legally!