Lundi's Dutch hub — Amsterdam for tech, design, and international HQ presence; Eindhoven for deep tech; Rotterdam for logistics. Built for companies needing English-fluent European talent, the 30% ruling for inbound hires, and Europe's most internationally-oriented business culture.
The Netherlands is Europe's most international by default — English is the working language in tech, design, and corporate functions; the 30% tax ruling makes inbound hires economically efficient; employment law is relatively flexible compared to Germany or France. Amsterdam is the gravity centre, but Eindhoven (deep tech/ASML) and Rotterdam (logistics) offer specialised depth. Employer costs run ~22–25% above gross — significantly lower than Germany or France. Strong fit for SaaS, fintech, design, and international-HQ functions. For companies building teams of 10+, not individual hires.
The Netherlands is Europe's most credible alternative to London for international companies needing English-fluent European talent without the Brexit complications, the high cost, or the senior-talent concentration of UK fintech. Amsterdam has built an unusually international tech and product ecosystem over the past 15 years.
Three operating hubs, three different specializations.
Amsterdam is the tech, design, fintech, and international HQ hub. Adyen, Booking.com, ING, Philips, TomTom, MessageBird, Mollie. Strong product, design, engineering, and customer success talent. English is the working language in most professional roles — Dutch professionals often communicate at near-native English level.
Eindhoven is the deep-tech capital — ASML (the world's leading semiconductor lithography company), Philips Research, plus a deep hardware and embedded systems ecosystem. Strong fit for hardware engineering, embedded software, and deep-tech roles.
Rotterdam is the logistics, port-tech, and supply-chain hub. Strong fit for logistics-tech, trade-related, and operations roles.
Operating context. Netherlands is on CET — full European overlap, morning overlap with US East Coast. English proficiency among Dutch professionals is among the highest globally — EF EPI consistently ranks Netherlands #1 or #2 worldwide for non-native English. The 30% ruling for inbound hires (see Employment Structure) makes the Netherlands particularly attractive for relocated senior talent. Netherlands vs Germany: Netherlands wins on English-fluency and employment flexibility; Germany wins on industrial-tech depth and broader talent scale. Netherlands vs UK: similar cost level; Netherlands wins on Brexit-free EU access and CET working hours; UK wins on senior fintech depth.
Employer cost reality. Total employer-side contributions run ~22–25% above gross: WW (unemployment), WIA (disability), Zvw (healthcare contribution), pension contributions, plus holiday allowance (8% of annual salary, statutory). Vakantietoeslag (8% holiday bonus) is paid in May. All-in employer cost typically lands ~25–30% above gross. Mid-level engineers in Amsterdam run €60,000–€85,000/year gross; senior engineers €85,000–€125,000; engineering leads €120,000–€170,000+.
Dutch employment is governed by the Burgerlijk Wetboek (Civil Code) book 7 and the Wet werk en zekerheid (Work and Security Act). It is more protective than the UK but more flexible than Germany or France — a balanced regime that international employers find workable.
EOR works well up to 20–25 headcount. Lundi's Dutch employment infrastructure handles UWV registration, loonbelasting withholding, pension administration (typically via PME or sector-specific funds), holiday allowance accrual and payment, and ziektewet (sickness law) administration. The EOR ceiling is reasonable in the Netherlands given the standardised employment infrastructure.
BV (Besloten Vennootschap) entity makes sense at scale or when 30% ruling and equity structures matter. A Dutch BV unlocks full control over employment structure, the ability to apply for 30% ruling for inbound foreign hires, and Dutch CIT structures including the innovatiebox (Innovation Box) — 9% effective rate on income derived from qualifying intellectual property versus the 25.8% standard rate.
30% Ruling — the structural Netherlands advantage. Inbound foreign professionals (non-Dutch tax residents in the previous 24 months, with specific skills criteria) can claim 30% of their salary tax-free for up to 5 years (recently reduced from 8 years for new applicants). This creates a meaningful effective compensation advantage for senior hires being relocated to the Netherlands. The 2024 reform tightened qualifying salary thresholds and reduced duration, but the regime remains one of Europe's most generous expat tax structures. Lundi applies the 30% ruling at onboarding for qualifying inbound employees.
Innovatiebox — the IP tax structure. Income from self-developed qualifying intangible assets (patents, software development) is taxed at 9% rather than the standard 25.8% CIT rate. Significant for tech-IP-heavy operations. Requires R&D activity classification (WBSO).
WBSO R&D wage tax credit. The WBSO is a wage tax credit for R&D personnel — typically 32% of qualifying R&D wage costs reimbursable as payroll tax reduction. Material for engineering-heavy teams. Lundi advises on WBSO at entity-setup.
Why HRBP infrastructure matters in the Netherlands. Dutch performance management, ziektewet (statutory sickness — employers bear two years of salary continuation for sick employees), termination via UWV or court approval all benefit from local fluency. Every Lundi Netherlands team includes a named HRBP from day one.
What it costs to employ someone through Lundi.
Lundi's cost is the all-in cost of the employee — gross salary plus statutory employer contributions plus customary benefits — and a Lundi management fee on top. The management fee depends on team size and scope: smaller teams pay a higher per-head rate, teams of 20+ get materially better unit economics, and Build–Operate–Transfer engagements are structured separately.
The alternative paths look like: setting up your own local entity (meaningful months of legal and accounting work, plus ongoing in-country HR, payroll, and compliance infrastructure), engaging a local recruitment agency on contingency (typically a percentage of first-year compensation, paid once, with no ongoing employment relationship), or hiring as a contractor (lower upfront cost, real misclassification risk in most jurisdictions). Lundi is faster than entity setup, structurally different from contingency recruitment, and lower-risk than contractor arrangements.
Talk to us for specific pricing.
For employees in the Netherlands, less than five years of employment requires a notice period of one month, between five and 10 years of employment requires two months, between 10 and 15 years of employment requires three months, and 15 years of service or more requires four months notice.
Lundi works with companies building teams of 10 or more across business, technical, and operational functions . Not for one-off hires or individual placements.
EOR platforms employ individuals for you. Lundi recruits, employs, and operates concentrated teams — including day-to-day management, HR, and an optional path to your own entity. It's the operating model for companies that have outgrown the EOR ceiling.
