Post your workers to the Netherlands, fully compliant

Yes. Any foreign company posting workers to the Netherlands must file a notification (meldplicht WagwEU) on the meldloket.postedworkers.nl portal, before the first day of work. A simplified annual notification exists for certain small companies or self-employed persons in border areas, but it is excluded in construction and temporary agency work. We take care of this declaration.

It is done online before the start of the assignment and states: your company, the contact person, the Dutch client, the sector, the location and duration of the works, the party responsible for paying the wages, the identity of the workers and the A1 certificate. Any change during the assignment must be updated.

Yes, and this is a Dutch specificity: the recipient of the service (your client) must verify your notification within 5 working days of the start of the assignment, confirm its accuracy or report inaccuracies via the portal. If they fail to do so, they themselves face a fine. Helping your client stay compliant is a genuine commercial argument — we support you with this.

Yes. You must appoint a contact person, stated in the notification, who can be reached by the Nederlandse Arbeidsinspectie and acts as the liaison point for the enforcement of the WagwEU. Eurofiscalis can fulfil this role for you.

At least the Dutch statutory minimum wage, which has been hourly since 2024: €14.71/hour gross for those aged 21 and over on 1 January 2026 (re-indexed on 1 January and 1 July each year), plus a holiday allowance of at least 8%. Depending on the sector, a collective labour agreement declared universally applicable (for example the CAO Bouw & Infra in construction) imposes higher wages.

Yes, subject to an A1 certificate (Article 12 of European Regulation 883/2004), for a posting not exceeding 24 months. Without a valid A1, your workers are in principle covered by Dutch social security and contributions are due there. The A1 never exempts you from the WagwEU notification: these are two separate regimes.

The WagwEU covers three cases: the provision of services, intra-group posting and hiring out by a foreign temporary agency. A genuine posting requires real and substantial activity in your home country and a temporary assignment. A foreign temporary agency is subject to notification (without access to the annual notification) and its agency workers enjoy a protective regime. We qualify your situation before any commitment.

Beyond 12 months of actual posting, your worker is entitled to an extended hard core: almost all of Dutch labour law (and the applicable CAO) applies, except the formalities for concluding and terminating the contract and supplementary pension schemes. This period can be extended to 18 months on a reasoned notification. Not to be confused with the 24-month limit of posting for social security purposes (A1).

This is an angle most providers ignore. For many B2B services, your Dutch client reverse-charges the VAT and you do not need to register. But works relating to immovable property located in the Netherlands, or a prolonged presence, may require VAT registration and create a permanent establishment, with social and tax consequences. As we handle both the posting AND the tax side, we review your entire situation.

The Nederlandse Arbeidsinspectie can impose a fine of €1,500 to €4,500 depending on the number of workers for failure to notify (€750 for a self-employed person), and up to €8,000 for failure to keep documents, with a 50% increase in the event of repeat offence. It can also order the suspension of the works. In addition, your Dutch principal can be held jointly liable for unpaid wages (chain liability, WAS Act).

Yes. Since the EU Mobility Package, the posting of road drivers is notified via the European IMI portal (postingdeclaration.eu), not via the Dutch portal. One declaration covers several months and the driver keeps a copy on board. We guide you according to your activity.

At the Dutch workplace (or immediately accessible in digital form): the employment contract, payslips, time records, the A1 certificate and proof of wage payment. These documents must be kept for 5 years after the end of the assignment and presented to the Arbeidsinspectie on request.