Best Employer of Record Netherlands: Top 8 EORs of 2026
We tested and reviewed the top providers so you don't have to.
Robbin Schuchmann
Co-founder, Employ Borderless
What are our top 3 picks?
RemoFirst
Remofirst is a budget-friendly global EOR platform offering international hiring solutions in 180+ countries, known for its straightforward pricing and efficient onboarding.
Visit RemoFirst
Remote
Talent is everywhere — opportunity is not. Remote mission is to create opportunity everywhere, empowering employers to find and hire the best talent.
Visit Remote
Multiplier
A tech-forward global EOR platform offering cost-effective employment solutions.
Visit MultiplierLet me be honest: hiring employees in the Netherlands is more complicated than it should be. Between understanding mandatory holiday allowances (8% of annual salary), managing sick leave policies (70% salary for up to 2 years), and ensuring you’re compliant with the Dutch Labour Authority requirements, most companies end up either delaying their hiring or making costly compliance mistakes.
I’ve been helping companies expand internationally for the past four years, and I’ve seen this same story play out repeatedly. The good news? Employer of Record services can eliminate most of these headaches by legally employing your Netherlands team members on your behalf.
After testing multiple providers, RemoFirst consistently delivers the best results for Netherlands hiring. Their combination of local knowledge and responsive support makes them our top choice for most companies. However, if you’re scaling rapidly or have specific budget constraints, Remote or Hire with Columbus might be worth considering.
My goal is to help you understand why Rippling works well in most situations, while also showing you when the alternatives make more sense for your specific needs.
Editorial note: By using our partner links, you'll get exclusive discounts and the best available offers we've negotiated while also supporting our efforts to provide unbiased comparisons of global hiring solutions.
Which providers made our shortlist?
Here's a quick overview of all 8 providers. Scroll down for detailed reviews of each.
| # | Provider | Our rating | EOR pricing | |
|---|---|---|---|---|
| 1 | | 9.3/10 | From $199/mo | Visit site |
| 2 | | 8.9/10 | From $599/mo | Visit site |
| 3 | | 9.1/10 | From $400/mo | Visit site |
| 4 | | 8.9/10 | From $179/mo | Visit site |
| 5 | | 9.0/10 | From $499/mo | Visit site |
| 6 | | 8.9/10 | From $599/mo | Visit site |
| 7 | | 8.7/10 | From $599/mo | Visit site |
| 8 | | 8.8/10 | From $599/mo | Visit site |
RemoFirst
Remofirst is a budget-friendly global EOR platform offering international hiring solutions in 180+ countries, known for its straightforward pricing and efficient onboarding.
RemoFirst is an Employer of Record (EOR) service that lets companies hire and pay international employees without setting up local legal entities. Founded in 2021 by Nurasyl Serik and Volodymyr Fedoriv, this San Francisco company has attracted smaller businesses and startups with $39 million in funding.
When you use RemoFirst, they technically "hire" through their local entities in 180+ countries. RemoFirst handles the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you manage the day-to-day work. This setup saves the 3-6 months and $15,000-$50,000 usually needed to set up foreign entities.
The platform serves two main purposes:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Pricing and coverage
| Employer of record | From $199/mo |
| Contractor management | From $25/mo |
| Country coverage | 185+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Lowest EOR pricing available
- Fast employee onboarding
- Complete compliance handling
- Affordable contractor management
- No surprise costs
- Global benefits program
- Simple interface
Cons
- Limited reporting
- Fewer integrations
- Missing features (young platform)
- Limited country customization
Remote
Talent is everywhere — opportunity is not. Remote mission is to create opportunity everywhere, empowering employers to find and hire the best talent.
Remote is an Employer of Record (EOR) service that helps companies hire international employees without creating local entities.
It was founded in 2019 by Job van der Voort and Marcelo Lebre, both former GitLab executives. The company has raised more than $500 million and expanded quickly. They now support hiring in over 190 countries.
The platform manages the full employment cycle through a centralized dashboard (compliant contracts, onboarding, payroll, benefits, taxes, and termination).
A key standout: owned entities
Remote stands out in the industry because they own and directly operate legal entities in each country instead of relying on third-party partners, which is not the case with all providers.This wholly owned structure gives the company full control over employment tasks and compliance.
What it means for potential clients: Remote is a good fit for businesses that prioritize compliance and risk management when expanding into new markets because the platform keeps employment responsibilities in-house.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $29/mo |
| Global payroll | From $29/mo |
| Country coverage | 186+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Own-entity model
- Superior IP protection
- Transparent flat-rate pricing
- Extensive human resources (HR) coverage
- Custom benefits packages
- Recently launched global payroll solution
Cons
- Costs more than budget options
- Limited customization options
- Basic reporting capabilities
Multiplier
A tech-forward global EOR platform offering cost-effective employment solutions.
Multiplier is an Employer of Record (EOR) and a global employment platform. Companies use it to hire and manage international team members without establishing local entities.
Sagar Khatri, Amritpal Singh, and Vamsi Krishna founded the company in 2020. It's headquartered in New York, United States, and has secured over $77 million in funding since launch.
How Multiplier works
Multiplier manages employment operations across 150+ countries.The core services they offer are:
- Compliance management: Multiplier manages local employment laws and requirements.
- Payroll processing: International payments run through the system.
- Benefits administration: Companies can provide employee benefits without setting up local programs.
- Contractor management: Businesses can manage both full employees and contractors in one place.
Most companies can start hiring internationally within days instead of waiting months for entity setup.
Regional strength in Asia-Pacific
Multiplier is a great fit for small to medium-sized businesses and startups entering global markets.The platform shows particular strength in the Asia-Pacific region.
Benefit for clients: Companies hiring in Singapore, Australia, or Japan get better localized support than they'd find with most global providers.
Helpful reads: Best Employer of Record (EOR) for startups
Pricing and coverage
| Employer of record | From $400/mo |
| Contractor management | From $40/mo |
| Country coverage | 164+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Lower EOR rates
- Asia-Pacific expertise
- Fast onboarding
- Multi-currency payroll
- Strong compliance handling
- No setup fees
Cons
- Unintuitive platform layout
- Slower email support
- Limited customization
Not sure which provider is right for you?
Tell me about your team and I'll give you a free, unbiased recommendation.
Hire With Columbus
Affordable EOR service from $179/month per employee.
Hire with Columbus is an Employer of Record (EOR) service that enables companies to hire and pay international employees without establishing local legal entities. Operating as a high-volume discount provider, Columbus has positioned itself as the most affordable EOR solution by leveraging bulk purchasing power.
When you use Hire with Columbus, they technically employ workers through their partner entities in 185+ countries. Columbus manages the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you handle day-to-day work management. This arrangement saves the 3-6 months and $15,000-$50,000 typically required for foreign entity establishment.
The platform serves two primary functions:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Hire with Columbus operates through strategic partnerships with established EOR providers, negotiating bulk rates based on aggregate client volumes. This model allows them to offer premium services at significantly reduced costs while maintaining compliance standards across all jurisdictions.
Pricing and coverage
| Employer of record | From $179/mo |
| Contractor management | From $25/mo |
| Country coverage | 185+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Industry's lowest pricing
- Quick employee onboarding
- Compliance management
- Budget-friendly contractor services
- Transparent flat-rate pricing
- International benefits administration
Cons
- Limited platform ownership
- Basic reporting functionality
Rippling
Rippling is an all-in-one workforce platform combining EOR services in 32 countries with comprehensive HR, payroll, and IT management tools.
Rippling is an all-in-one workforce management platform that connects HR, IT, and finance functions through a unified employee database. Companies use it to manage payroll, benefits, devices, and software from one system.
Parker Conrad (former Zenefits CEO) and Prasanna Sankar founded the company in 2016. Rippling now supports businesses operating in more than 50 countries.
How Rippling works
The platform automates workflows across business systems that normally operate separately.
When I tested Rippling, the onboarding caught my attention because it was so efficient. For example, adding someone to payroll triggered their laptop order, email setup, and software provisioning right away.
There are no (or fewer) manual steps since one employee database feeds all systems at once.
What it means for clients: It means automating tasks that normally require switching between multiple tools.
Who uses Rippling
Rippling works best for medium-sized technology and growing businesses with members across the world.
These companies need advanced systems but lack enterprise-level IT departments. The Rippling platform provides just that: enterprise-grade tools without massive IT investments.
What it means for clients: Companies automate work that normally requires multiple tools and manual coordination.
Pricing and coverage
| Employer of record | From $499/mo |
| Contractor management | From $35/mo |
| Global payroll | From $35/mo |
| Country coverage | 53+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- System integration
- Strong automation
- Device management
- App integrations
- Custom workflows
Cons
- Unclear pricing
- Lengthy setup and steep learning curve
- Inconsistent support
Deel
Deel helps businesses hire and manage international teams in 150+ countries.
Deel is an Employer of Record (EOR) and a global payroll platform. Companies use it to hire, pay, and manage international contractors and full-time employees without setting up local entities.
Alex Bouaziz, Shuo Wang, and Ofer Simon founded the company in 2019. Deel is headquartered in San Francisco and has raised more than $980 million in seven funding rounds.
The platform is now valued at $17.3 billion.
How Deel works
Deel supports hiring and payroll across more than 150 countries.Companies typically use the platform for the following services:
- Employer of Record (EOR): Deel becomes the legal employer in the target country while the client manages the day-to-day work
- Contractor management: Allow clients to hire, manage, and pay independent contractors in multiple countries through a single platform.
- Contractor of Record (COR): Deel takes on the liability, manages all HR/admin, and handles the risk for you.
- Global payroll: Clients submit payroll data and approve it in one dashboard, and Deel handles taxes, deductions, and currency conversions automatically.
What stood out in my tests
In my tests of the platform, the onboarding stood out for its simplicity and speed.In most cases, contracts are generated automatically based on the country, reviewed right on the platform, and approved in a few steps.
What it means for clients: Deel clients can hire in established markets within days. They’re also likely to find better contract standardization, clear compliance guidance, and faster onboarding compared to smaller regional providers.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $49/mo |
| Global payroll | From $29/mo |
| Country coverage | 88+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Owned legal entities
- Multi-currency payroll services
- Automated compliance tracking
- Contractor of Record service
- Localized benefits packages
- 24/7 support across multiple channels
- Unified platform
Cons
- Premium pricing
- Support delays during peak periods
- Limited reporting
Oyster
Oyster HR is a B Corp certified global employment platform that helps companies hire talent in 180+ countries with automated compliance and onboarding in as fast as 48 hours.
Oyster HR is an Employer of Record (EOR) and a global employment platform that allows companies to hire and manage international workers in more than 180 countries without setting up local legal entities. Founded in 2020, the company focuses on supporting distributed teams.
Oyster’s services include international employment contracts, payroll processing, benefits administration, and ongoing local compliance in each country where it operates.
Focus on employee experience
Oyster places more emphasis on the employee experience than traditional EOR providers.Alongside core employment services, the platform includes Oyster Academy for professional development, as well as tools designed to support onboarding and cross-cultural collaboration.
What it means for clients: Oyster acts as more than a compliance partner. The platform is designed to help companies build and maintain engaged global teams, not just employ them on paper.
Typical customers
Oyster primarily serves mid-market and enterprise companies with 50 or more employees, but I've also seen a few startups in their customer base.The limiting factor here is the higher rate for Employer of Record (EOR) services.
The platform attracts companies that value consistency, employee satisfaction, and long-term retention, even when that means paying more than low-cost EOR alternatives.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $29/mo |
| Global payroll | From $25/mo |
| Country coverage | 88+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Employee development
- Designed for remote teams
- Strong global coverage
- Simple compliance tracking
- Built-in cost calculator
- Ethical employment standards
Cons
- Premium rates
- Add-on costs
- Limited self-service
Papaya Global
Papaya Global is a fintech-driven workforce platform offering advanced payroll and EOR services in 160+ countries, featuring unique payment capabilities and AI-powered compliance tools.
Papaya Global is a global workforce platform that helps companies manage payroll, payments, and employment across multiple countries.
Founded in 2016 by Eynat Guez, Ruben Drong, and Ofer Herman, Papaya Global later raised roughly $440 million, including a $250 million Series D in 2021.
On the product side, Papaya covers:
- Global payroll: Runs payroll and workforce payments in more than 160 countries
- Employer of Record: Allows companies to hire employees in countries where they don’t have a legal entity
- Contractor management: Supports compliant onboarding and payments for international contractors
- Compliance support: Handles local tax rules, labor laws, and reporting requirements
- Benefits administration: Offers benefits for employees (including health coverage) that are aligned with each country
- Integrations: Connects with tools like Workday, NetSuite, and other HRIS and ERP systems
Note: HRIS (Human Resources Information System) manages employee data, payroll, benefits, and HR functions. ERP (Enterprise Resource Planning) integrates core business processes, including finance, accounting, supply chain, and human resources, into one platform.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $30/mo |
| Country coverage | 15+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Core payroll focus
- Payments built in
- Over 160 countries covered
- Detailed logs
- Multiple worker models
Cons
- Setup takes time
- Not HR-led
- Partner-based EOR
- Quote-based pricing
How do these providers compare on pricing and ratings?
| Provider | EOR | Contractor | Payroll | G2 rating | Countries |
|---|---|---|---|---|---|
| $199/mo | $25/mo | — | 4.6 | 185+ |
| $599/mo | $29/mo | $29/mo | 4.6 | 186+ |
| $400/mo | $40/mo | — | 4.7 | 164+ |
| $179/mo | $25/mo | — | 5.0 | 185+ |
| $499/mo | $35/mo | $35/mo | 4.8 | 53+ |
| $599/mo | $49/mo | $29/mo | 4.8 | 88+ |
| $599/mo | $29/mo | $25/mo | 4.4 | 88+ |
| $599/mo | $30/mo | — | 4.5 | 15+ |
How do we rate these providers?
These scores come from our 10-category rating system applied to every provider review. Rankings in this listicle also factor in editorial judgment for the target audience, pricing, and real-world suitability — not just the overall score.
| Category | RemoFirst | Remote | Multiplier | Hire With Columbus | Rippling | Deel | Oyster | Papaya Global |
|---|---|---|---|---|---|---|---|---|
| Features | 9.4 | 9.0 | 9.4 | 8.8 | 9.0 | 9.4 | 8.5 | 8.9 |
| Country coverage | 9.5 | 9.6 | 9.1 | 9.2 | 9.5 | 9.1 | 9.3 | 9.1 |
| Pricing | 9.7 | 8.1 | 9.0 | 9.6 | 8.7 | 8.6 | 8.2 | 8.2 |
| User experience | 9.5 | 8.7 | 8.9 | 8.9 | 8.8 | 8.4 | 9.0 | 8.9 |
| Customer support | 9.2 | 9.0 | 9.2 | 9.3 | 8.8 | 8.7 | 8.7 | 8.9 |
| Integrations | 8.8 | 8.7 | 8.8 | 8.5 | 9.0 | 8.8 | 8.7 | 8.5 |
| Mobile app | — | 8.9 | — | 8.5 | 8.8 | 9.0 | — | 8.3 |
| Analytics & reporting | 8.9 | 8.7 | 8.9 | 8.4 | 8.9 | 8.7 | 8.5 | 8.9 |
| Security | 9.2 | 9.1 | 9.3 | 8.7 | 9.2 | 9.0 | 8.9 | 9.0 |
| Compliance | 9.4 | 9.0 | 9.5 | 9.1 | 9.1 | 9.0 | 8.8 | 8.9 |
| Overall | 9.3 | 8.9 | 9.1 | 8.9 | 9.0 | 8.9 | 8.7 | 8.8 |
What to know when hiring in the Netherlands
Expanding into the Netherlands requires understanding both the opportunities and challenges of the local employment landscape. While your EOR will handle compliance details, knowing the market context helps you make strategic hiring decisions.
Market opportunities
The Netherlands’ economy offers exceptional growth potential with a 73% employment rate and only 3.7% unemployment. Key growth sectors include technology, finance, and logistics with over 410,800 job vacancies in Q1 2024. The average salary for software developers ranges from €45,000-€75,000 annually, making it competitive for international companies seeking skilled talent.
Talent landscape
The Netherlands produces highly educated professionals with 87% English proficiency and particular strength in technology, engineering, and finance. The workforce demonstrates excellent work-life balance expectations and direct communication styles. Major talent hubs include Amsterdam (finance/tech), Rotterdam (logistics/shipping), and Eindhoven (technology/manufacturing) with strong infrastructure and connectivity.
Business environment
Companies expanding to the Netherlands benefit from strategic EU location, excellent infrastructure, and business-friendly policies. The regulatory environment supports innovation and international investment while maintaining strong worker protections. The central European location and excellent transport links make it ideal for European headquarters and distribution centers.
Employment challenges to consider
Key considerations include strict employment protection laws, mandatory benefits like 8% holiday allowance, and complex collective labor agreements (CAO) across different sectors. Understanding direct communication culture and flat organizational structures helps with successful team integration. Your EOR partner should have expertise in Dutch employment law and local payroll systems.
Hiring timeline expectations
Typical hiring processes in the Netherlands take 4-6 weeks due to thorough interview processes and reference checks. With an EOR, you can onboard employees in 5-7 days while ensuring all employment contracts, tax registrations, and benefits are handled properly according to Dutch law.
What is an Employer of Record in the Netherlands?
An employer of record (EOR) in the Netherlands is a third-party service that legally employs your Netherlands hires on your behalf, handling payroll, taxes, benefits, and local compliance, while you manage their day-to-day work. It’s a fast, low-risk way to hire in the Netherlands without setting up a local entity or mastering complex labor laws.
Rather than asking your HR professionals to become experts in Dutch employment regulations and collective bargaining requirements, you can outsource these requirements to an EOR in the Netherlands and gain peace of mind that your operations will be compliant.
EOR vs legal entity
If you’re planning to hire employees in the Netherlands, you have two main options: partner with an EOR, or establish your own legal entity in the country. While both can help you hire Netherlands staff, each path comes with very different timelines, responsibilities, and overhead.
| Factor | EOR Service | Dutch Legal Entity |
|---|---|---|
| Setup time | 5-10 days | 4-6 months |
| Initial costs | No setup fees | €8,000-15,000 |
| Ongoing admin | Managed by EOR | Full internal management |
| Compliance risk | EOR responsibility | Your responsibility |
| Best for | 1-50 employees | 50+ employees |
How an EOR works in the Netherlands
Your EOR maintains a Dutch legal entity and employs your staff through their local company. They handle employment contracts written in Dutch, manage mandatory holiday allowances (8% of salary), navigate collective labor agreements where applicable, and ensure compliance with the Dutch Labour Authority. You maintain full control over daily work assignments while the EOR handles all legal and administrative responsibilities.
How to choose the best EOR provider for the Netherlands
Choosing the right EOR for the Netherlands can make the difference between smooth expansion and costly compliance issues. Here’s how to evaluate your options effectively.
Essential Netherlands expertise to verify
Look for providers with:
- Local entity presence in the Netherlands
- Track record with Dutch Labour Authority compliance
- Experience in your industry sector
- Netherlands employment law specialists on staff
- Proven compliance history with collective labor agreements (CAO)
Service capabilities that matter
Prioritize providers offering:
- Fast onboarding (under 7 days for Netherlands)
- Dutch language support for contracts and communication
- Netherlands-specific benefits administration (holiday allowance, pension schemes)
- Direct relationships with Dutch tax authorities
- Responsive customer support in European time zones
Red flags to avoid
Be cautious of providers that:
- Can’t explain mandatory 8% holiday allowance calculations
- Offer vague pricing without Dutch tax breakdown
- Lack local presence or partnerships in the Netherlands
- Have poor reviews from Netherlands clients
- Don’t provide dedicated account management
Questions to ask potential providers
During demos, ask:
- “How do you handle collective labor agreement (CAO) requirements?”
- “What’s your average onboarding time for Netherlands employees?”
- “Can you provide references from similar companies in our sector?”
- “How do you stay updated on Dutch employment law changes?”
- “What happens if there’s a compliance issue with the Dutch Labour Authority?”
Making your final decision
Choose based on Netherlands expertise first, then price. The cheapest option often costs more in the long run if compliance issues arise with Dutch authorities.
Common hiring mistakes in the Netherlands and what to look for in an EOR
Learning from others’ experiences can save you time and money when expanding to the Netherlands. Here are frequent pitfalls and how the right EOR partner helps you avoid them.
Compliance mistakes to avoid
Many companies stumble with Netherlands-specific requirements. Common errors include:
- Misunderstanding mandatory 8% holiday allowance timing and calculation
- Incorrect sick leave policy implementation (70% salary for up to 2 years)
- Poor collective labor agreement (CAO) compliance by sector
- Missing Dutch Labour Authority registration deadlines
What to look for: An EOR with automated compliance systems and local Dutch legal expertise.
Cultural integration oversights
Successful Netherlands hiring requires understanding Dutch work culture. Companies often miss:
- Direct communication expectations and feedback culture
- Work-life balance priorities (32.2-hour average work week)
- Flat organizational structure preferences
- Bicycle commuting and flexible working arrangements
What to look for: An EOR that provides cultural guidance and local market insights about Dutch workplace norms.
Hidden cost surprises
Beyond EOR fees, many companies underestimate:
- 8% mandatory holiday allowance on top of base salary
- Employer social security contributions (approximately 23%)
- Equipment setup and delivery costs
- Pension scheme contributions (varies by collective agreement)
What to look for: Transparent pricing with complete Dutch cost breakdowns upfront.
Provider selection errors
Common mistakes when choosing an EOR:
- Focusing only on price rather than Dutch expertise
- Not verifying Netherlands-specific experience with CAO agreements
- Ignoring customer support quality in European time zones
- Skipping reference checks from Netherlands clients
What to look for: Proven Netherlands track record, responsive European support, and satisfied Dutch client references.
Implementation problems
Poor planning often leads to:
- Delayed hiring timelines due to Dutch bureaucracy
- Integration challenges with Dutch work culture
- Communication breakdowns during onboarding
- Unclear role definitions within flat organizational structures
What to look for: An EOR with structured Netherlands onboarding processes and clear cultural integration protocols.
Next steps: Getting started with using an EOR in the Netherlands
Now that you understand the Netherlands EOR landscape and top providers, here’s how to move forward with your hiring plans.
Schedule provider demos
Based on our analysis, we recommend scheduling demos with:
- Rippling – if you want complete HR automation and integrated solutions
- Remote – if you’re a tech company focusing on modern employment practices
- RemoFirst – if budget is your primary concern and you need basic services
Questions to ask during demos
- How do you handle Dutch collective labor agreements (CAO) in my industry?
- What’s your timeline for onboarding our first Netherlands employee?
- How do you manage the mandatory 8% holiday allowance calculations?
- What support do you provide for Dutch language requirements?
- How do you handle sick leave policies (70% salary coverage)?
Typical implementation timeline
- Week 1: Initial consultation and Netherlands compliance assessment
- Week 2: Contract review and Dutch legal entity setup
- Week 3: Employee onboarding and documentation
- Week 4: First payroll run and ongoing support
Netherlands-specific preparation
- Determine applicable collective labor agreement (CAO) for your industry
- Understand mandatory benefits costs (holiday allowance, pension contributions)
- Plan for Dutch work culture integration (direct communication, work-life balance)
- Prepare for equipment delivery and setup logistics
Need help choosing?
Tell us about your team and we'll recommend the best EOR provider for your needs — free and unbiased.
Get free recommendations