Your international hire's first weeks: Five things to get right
A guest article by Adams International Recruitment
You've done the hard part. After weeks of interviews and negotiation, you've brought a talented international professional into your Dutch team. The offer is signed, the start date is set, and it's tempting to think the work is finished.
It isn't, quite. The first few weeks on the ground are where a new arrival either finds their feet or quietly starts to struggle, and the difference usually comes down to logistics rather than anything to do with the job itself. Life admin in the Netherlands has a steeper learning curve than most people expect, and a hire who is wrestling with housing, registration and insurance in their first month has very little left over for the role you actually hired them for.
Adams Multilingual Recruitment have been placing international professionals here for nearly 30 years, and the pattern is consistent: the companies that get the practical groundwork sorted early have people who settle faster and contribute sooner. Here are five things worth having on your list.
1. Housing
Housing is, without question, the number one source of anxiety for relocating employees. The Dutch rental market is highly competitive, particularly in Amsterdam, Rotterdam, Utrecht, and The Hague. This is where having a partner makes a big difference. We specialise in furnished, flexible accommodation for relocating professionals across the Netherlands. Rather than leaving your new hire to navigate the market alone, they can be placed in well-located, move-in ready housing from day one — giving them the stability to settle in and concentrate on their new role.
If your hire has children, schools add another layer of complexity. Your municipality's expat desk is a good starting point, and most larger Dutch cities have dedicated international schools with experienced admissions teams well-practiced at welcoming new arrivals.
2. Registration and the BSN
The BSN (burgerservicenummer) is the Dutch citizen service number, and very little works without it. It's required for payroll, banking, health insurance, tax and public services, and as an employer you're legally obliged to record it in your payroll administration.
The BSN is issued when your employee registers with their local municipality (gemeente), which is something they have to do in person. Encourage them to book that appointment as early as possible, ideally before they arrive, because slots fill up quickly and a delay here holds up almost everything else.
3. Health insurance
Dutch healthcare works differently from most systems, and the assumption that it resembles home is a common early mistake. Under the Zorgverzekeringswet, everyone living or working in the Netherlands must take out basic health insurance, and not doing so carries penalties.
The split is worth explaining clearly. As the employer, you pay the income-related contribution through payroll. Your hire, separately, has to choose their own insurer and pay a monthly premium directly. People often miss that second part, so it's worth flagging in the first week rather than leaving them to discover it.
4. Employee rights and benefits
Dutch labour law is genuinely employee-friendly, and many international hires don't realise just how strong their entitlements are, which is worth addressing, since it's one of the Netherlands' real selling points as a place to work.
The key benefits to highlight: a statutory minimum of 20 days' paid annual leave, with 25 common in practice; sick pay of at least 70% of salary for up to two years, with protection against dismissal during that period; and a holiday allowance of around 8% of gross annual salary, paid out in May. If a Collective Labour Agreement (CLA) applies to your sector, make sure your hire knows about it.
5. Tax and the 30% ruling
Tax is where international hires most often feel out of their depth, and a little forward planning saves a lot of stress in the spring.
Most employees file an annual return between 1 March and 1 May, and they'll need a DigiD (the Dutch digital ID) to do this. Registration via digid.nl takes a few days, so earlier is better.
If your hire was recruited from abroad and meets the criteria, they may qualify for the 30% ruling. The application must be submitted within four months of their first working day, so don't let this one slip.
A final word
Beyond being a checklist, these items are a signal to your international hire that your company sees them as a whole person, not just headcount. The Netherlands has a great deal to offer, and it takes a few months to settle in and find your feet here.
Adams Multilingual Recruitment helps international companies in the Netherlands find the people they need to succeed. If you're growing your team and want a recruitment partner who understands the full picture, please get in touch!
