Payrolling for Dutch Companies
You've found someone you want working for your companymaybe through your own search, maybe through usbut you don't want to become their legal employer. Payrolling solves that: we hire the person on paper, you manage them day to day, and all the employer obligations sit with us instead of you.
What Payrolling Actually Means
We become the legal employer of record. Contract, payroll, tax withholding, statutory leave, pension contributions where applicableall of it runs through us. You get full operational control: this person works on your team, follows your direction, does the job you need done.
What you don't take on is the administrative and legal weight of Dutch employment law. This is different from Recruitment/Placement, where the person becomes your direct employee outright.
Companies use this for a few different reasons: not having Dutch payroll infrastructure set up yet, wanting flexibility to scale headcount without the complexity of hiring and terminating directly, or simply preferring not to carry employer liability.
Duration and Flexibility
It's not temp work in the sense of "short-term cover." Payrolling can run indefinitelysomeone can work with your team for years under this arrangement if that's what suits you. The difference from a direct hire isn't duration; it's who's legally responsible.
How It Works
You identify who's going to work with you
Either someone you've already found, or someone we help sourcePayrolling works either way.
We set up the employment
Contract, payroll registration, compliance with Dutch labor law handled on our end before the person starts.
They join your team and work under your direction
Day-to-day management, tasks, performanceall yours. We're not involved in how the work actually gets done.
We run payroll and handle employer obligations continuously
Salary payments, tax withholding, statutory benefits, and ongoing compliance for as long as the arrangement runs.
The arrangement continues, adjusts, or ends based on your needs
No fixed end date required. Scale down, extend, or convert to direct employment later if that becomes the right move.
What We Handle vs. What Stays With You
We Handle
- Employment contract, payroll processing, and tax/social security withholding
- Statutory leave, benefits, and pension contributions where applicable
- Ongoing compliance with Dutch employment law as the legal employer of record
You Handle
- Day-to-day direction of the work and performance management
- Deciding whether the arrangement continues, scales, or ends
- Operational integration of the team member
The appeal here is straightforward: you get the person's work without taking on the legal and administrative weight of being their employer.
Payrolling vs. Recruitment/Placement
Which path fits your current company setup?
Payrolling
If you'd rather not take on direct employer liability, don't have Dutch payroll set up, or want the flexibility to adjust headcount without a termination process, Payrolling carries that weight for you. It costs more over time than a one-off placement fee, but buys flexibility and removes the administrative burden.
Recruitment / Placement Alternative
If you want this person as a direct employee from day oneyour contract, your payroll, full long-term investmentPlacement is the more direct route. No ongoing fee to us once the hire is made.
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Frequently Asked Questions
Is there a minimum duration for a Payrolling arrangement?
[To be confirmedflagging rather than inventing a number.]
How is Payrolling priced?
[Pricing structuremanagement fee on top of salary, flat rate, etc.to be confirmed before this goes live.]
Can we convert a Payrolling arrangement to a direct hire later?
Yes, that's a common path. [Specific terms and any conversion fee to be confirmed with client.]
What's the difference between Payrolling and Temporary Staffing?
Temporary Staffing covers defined, shorter-term needs; Payrolling is built for longer or indefinite arrangements where you still don't want direct employer liability.
Who's liable if something goes wrong with this person's employment?
As the legal employer of record, that liability sits with us, not with youincluding disputes or dismissal issues.
Ready to outsource your payroll administration?
Payrolling decisions usually hinge on cost structure and compliance questions that are easier to walk through live than over a form.