Can I Hire a Dutch Employee Without a BV?

Why Do Companies Ask This Question?

Many companies want to hire talent in the Netherlands before they are ready to commit to opening a Dutch subsidiary.

A startup may want to hire a sales representative to test the market. A technology company may find a highly qualified engineer in Amsterdam. A US or UK business may need local customer support coverage in Europe.

In these situations, establishing a Dutch BV may feel premature. Setting up an entity requires legal registration, tax administration, payroll setup, accounting obligations, compliance management, and ongoing administrative costs.

As a result, many companies first explore whether they can legally hire Dutch employees without opening a local company.

What Is a Dutch BV?

A BV (Besloten Vennootschap) is the most common form of private limited company in the Netherlands.

Companies that establish a Dutch BV gain a permanent legal presence in the country and can directly employ staff, enter contracts, issue invoices, and operate locally.

While a BV offers long-term advantages, it also creates responsibilities, including:

assignmentCorporate registration requirements
assignmentTax filings
assignmentPayroll administration
assignmentEmployment law compliance
assignmentAccounting and reporting obligations
assignmentOngoing legal and administrative costs

For businesses still evaluating the Dutch market, these commitments may not be necessary immediately.

What Are the Options for Hiring Without a BV?

Companies generally have three possible approaches.

Option 1: Use an Employer of Record (EOR)

An Employer of Record becomes the legal employer of the worker in the Netherlands while the employee performs work for your company.

The EOR manages:

check_circleEmployment contracts
check_circlePayroll processing
check_circleTax withholding
check_circleStatutory benefits
check_circleSocial security administration
check_circleEmployment compliance
check_circleEmployee onboarding and offboarding

Your company continues to manage the employee's day-to-day work, performance, and responsibilities.

This approach allows businesses to hire quickly without creating a Dutch entity.

Option 2: Register as a Foreign Employer

Some companies choose to register directly with Dutch authorities as a foreign employer. This allows them to employ staff without creating a full Dutch subsidiary.

However, the company remains responsible for:

assignmentPayroll administration
assignmentTax compliance
assignmentEmployment law obligations
assignmentEmployee benefits
assignmentSocial security contributions

While possible, this route requires significant internal expertise and administrative capacity.

Option 3: Engage Independent Contractors

Some businesses initially hire contractors rather than employees. While this can work for certain projects, companies must be careful about worker classification rules.

If a contractor functions like an employee, Dutch authorities may determine that an employment relationship exists, creating compliance risks and potential liabilities.

For long-term, full-time roles, contractor arrangements are often not the preferred solution.

In Practice

lightbulbExample scenario

Imagine a US SaaS company wants to hire its first Account Executive in Amsterdam.

The company has no Dutch entity and is unsure whether it will expand further in the Netherlands. The company has three choices:

Option	Time to Start	Administrative Effort	Long-Term Commitment
Employer of Record	Fast	Low	Low
Dutch BV	Medium	High	High
Contractor	Fast	Low	Low

In this scenario, many companies choose an EOR because it allows them to hire immediately while evaluating market demand before investing in entity formation.

If the team later grows from one employee to ten or twenty employees, the company can reassess whether establishing a Dutch BV makes strategic sense.

What Are the Risks of Hiring Without a BV?

Hiring without a Dutch entity is entirely possible, but companies must still comply with Dutch employment laws. Common risks include:

report_problemEmployment Law Violations

Dutch labor laws provide significant protections for employees. Companies must ensure contracts, benefits, leave policies, and termination procedures comply with local requirements.

report_problemPayroll and Tax Errors

Employers must properly manage payroll taxes, social security contributions, and reporting obligations.

report_problemWorker Misclassification

Treating an employee as an independent contractor when the working relationship resembles employment can create legal and financial exposure.

report_problemExpansion Complexity

As headcount grows, the operational advantages of maintaining an EOR model may eventually diminish compared to running a local entity.

When Does an EOR Make Sense?

An Employer of Record is often a strong option when:

check_circleHiring one to ten employees.
check_circleTesting the Dutch market.
check_circleExpanding quickly into Europe.
check_circleRecruiting specialized talent.
check_circleAvoiding entity setup costs.
check_circleBuilding an initial local presence.

It provides flexibility while reducing compliance burdens during early-stage expansion.

Hiring Through an EOR in the Netherlands

An Employer of Record allows companies to hire employees in the Netherlands without establishing a Dutch BV.

The EOR becomes the legal employer and manages:

check_circleEmployment contracts
check_circlePayroll administration
check_circleTax compliance
check_circleSocial security obligations
check_circleStatutory benefits
check_circleLocal employment compliance

Meanwhile, the employee works exclusively for your business and follows your direction on day-to-day responsibilities.

This model is commonly used by international companies entering the Dutch market for the first time.

Bottom Line

You can hire a Dutch employee without establishing a Dutch BV. Companies typically do this through an Employer of Record, direct foreign employer registration, or contractor arrangements where appropriate. For organizations hiring their first employees in the Netherlands, an EOR often provides the fastest and most compliant path to market while avoiding the cost and complexity of setting up a local legal entity.

How does employer of record work in the Netherlands?

An Employer of Record acts as the legal employer on behalf of a foreign company and manages payroll, employment contracts, benefits, taxes, and compliance obligations.

How much does it cost to hire an employee in the Netherlands?

The total cost includes salary, employer social contributions, mandatory benefits, payroll administration, and compliance-related expenses.

How long does it take to set up a Dutch BV?

The timeline varies depending on structure and documentation, but establishing a BV typically takes significantly longer than hiring through an Employer of Record.

Can a foreign company run payroll in the Netherlands?

Yes. Foreign companies can run payroll directly if they register appropriately and meet Dutch payroll and tax compliance requirements.

What are employer payroll taxes in the Netherlands?

Employers are responsible for payroll administration and various employee insurance contributions required under Dutch regulations.

Is hiring a contractor easier than hiring an employee?

Contractors can be easier to engage initially, but companies must carefully assess worker classification risks to avoid compliance issues.

When should I open a Dutch BV instead of using an EOR?

Companies often consider establishing a BV when hiring volume increases, long-term market commitment becomes clear, or operational requirements justify a local entity.

Can I convert an EOR employee to my own Dutch entity later?

Yes. Many companies begin with an EOR and later transition employees to their own Dutch entity once they establish a permanent presence in the Netherlands.

Can I Hire a Dutch Employee Without a BV?

Why Do Companies Ask This Question?

What Is a Dutch BV?

What Are the Options for Hiring Without a BV?