Additional employment conditions for secondment to the Netherlands
From 31 July 2020, additional employment conditions apply for foreign employees who have been seconded to the Netherlands
Because of a revision of the European Posting of Workers Directive, the Dutch Employment Conditions of Seconded Employees in the European Union Act (WagwEU) has been amended. As a result, foreign employees who have been seconded to the Netherlands will be entitled to additional employment and working conditions, such as compensation for travel and accommodation expenses as well as meals, from 31 July 2020. After a period of 12 or 18 months, most employees can claim these additional conditions. However, employees of temporary employment agencies who have been seconded to the Netherlands already have this entitlement from the first working day in the Netherlands.
As a result of this change, a survey of the employment conditions in place, to be carried out before reporting the secondment to the WagwEU reporting portal (“Meldloket WagwEU”), becomes more important, as the employer will have to demonstrate that the employment conditions of the employees seconded to the Netherlands are in line with the rules.
Would you like more information?
- Click here for an overview of your key obligations relating to secondment to the Netherlands.You can outsource several of these obligations – including the obligation to report and an employment conditions survey – to us, so you will not have to worry about it.
- More information (also in English) is available from the official website www.postedworkers.nl
Tip: Check in advance if you will be charged taxes or social insurance premiums for the employees involved in the Netherlands! Please find more information concerning the key rules for cross-border work and international secondment on our website.
Any questions about secondment to other countries? Please check the countries references on our website. Or contact one of our consultants, Ewold Bom or Francesco Monteiro. They are happy to assist you.
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