在 荷兰 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Amsterdam UTC+1 to UTC+2
Amsterdam, Rotterdam, The Hague
Euro (EUR)
Dutch, English
monthly
At least 6.10% + variable
荷兰人才格局
The Netherlands has an estimated labor force of about 10.4 million (2025), with talent demand concentrated in technology, logistics, agriculture and food, financial services and life sciences. International employers are most likely to find relevant candidate pools for Software & Data, Supply Chain Management, and Agritech. The market can support focused regional or functional teams, with specialist depth concentrated in the main business centers. Competition for experienced professionals is typically strongest in technology intensive and regulated functions.
主要经济中心
Amsterdam, Rotterdam, The Hague
热门技能
Software & Data
职场文化
Direct Feedback and Explicit Expectations
Dutch workplaces are known for clear, candid communication. Employees may challenge a manager openly, and this is usually intended to improve the decision rather than undermine authority.
Consensus Through the Polder Model
Consultation is important, and teams often seek broad buy in before implementation. Allow time for discussion but define when the decision will be closed.
Flat Hierarchy and Protected Personal Time
Leaders are expected to be accessible and practical. Employees value autonomy, part time flexibility and clear boundaries outside work.
平均薪资
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 3,050 EUR | S$4,148 |
| Administrative Executive, Mid (3-5 years) | 4,050 EUR | S$5,508 |
| Book Keeper, Junior (1-3 years) | 2,750 EUR | S$3,740 |
| Book Keeper, Mid (3-5 years) | 3,700 EUR | S$5,032 |
| Finance Executive, Junior (1-3 years) | 3,500 EUR | S$4,760 |
| Finance Executive, Mid (3-5 years) | 4,600 EUR | S$6,256 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 3,500 EUR | S$4,760 |
| Graphic Designer, Mid (3-5 years) | 5,050 EUR | S$6,868 |
| UI/UX Designer, Junior (1-3 years) | 3,700 EUR | S$5,032 |
| UI/UX Designer, Mid (3-5 years) | 6,450 EUR | S$8,772 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 5,050 EUR | S$6,868 |
| Data Analyst, Mid (3-5 years) | 6,650 EUR | S$9,044 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 5,050 EUR | S$6,868 |
| Data Engineer, Mid (3-5 years) | 8,200 EUR | S$11,152 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 5,050 EUR | S$6,868 |
| Data Scientist, Mid (3-5 years) | 6,800 EUR | S$9,248 |
| Machine Learning Engineer, Junior (1-3 years) | 4,300 EUR | S$5,848 |
| Machine Learning Engineer, Mid (3-5 years) | 6,450 EUR | S$8,772 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 4,100 EUR | S$5,576 |
| Content Marketing, Mid (3-5 years) | 6,050 EUR | S$8,228 |
| Digital Marketing, Junior (1-3 years) | 4,100 EUR | S$5,576 |
| Digital Marketing, Mid (3-5 years) | 6,050 EUR | S$8,228 |
| Growth Marketing, Junior (1-3 years) | 4,300 EUR | S$5,848 |
| Growth Marketing, Mid (3-5 years) | 6,450 EUR | S$8,772 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 5,250 EUR | S$7,140 |
| Backend Developer, Mid (3-5 years) | 7,800 EUR | S$10,608 |
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 5,050 EUR | S$6,868 |
| DevOps Engineer, Mid (3-5 years) | 6,800 EUR | S$9,248 |
| Site Reliability Engineer, Junior (1-3 years) | 5,050 EUR | S$6,868 |
| Site Reliability Engineer, Mid (3-5 years) | 7,200 EUR | S$9,792 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 2,550 EUR | S$3,468 |
| Customer Service Officer, Mid (3-5 years) | 3,300 EUR | S$4,488 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 3,700 EUR | S$5,032 |
| Customer Success Manager, Mid (3-5 years) | 5,250 EUR | S$7,140 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 3,300 EUR | S$4,488 |
| HR Executive, Mid (3-5 years) | 4,500 EUR | S$6,120 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 4,100 EUR | S$5,576 |
| Blockchain Developer, Mid (3-5 years) | 6,050 EUR | S$8,228 |
| Payments Engineer, Junior (1-3 years) | 4,100 EUR | S$5,576 |
| Payments Engineer, Mid (3-5 years) | 5,450 EUR | S$7,412 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 4,700 EUR | S$6,392 |
| Cloud Engineer, Mid (3-5 years) | 6,800 EUR | S$9,248 |
荷兰招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
荷兰的薪酬发放
发薪周期
Salary is commonly paid around the 25th of the month.
最低工资
A statutory national hourly minimum wage applies, with lower youth rates for workers under age 21.
加班费
- Normal full-time hours are commonly 36 to 40 per week. Statutory maximums are 12 hours per shift and 60 hours per week, subject to lower averages. - Average hours must comply with the Working Hours Act.
- Overtime Pay = Rate in the applicable collective labour agreement or contract × Overtime Hours, or agreed compensatory time.
奖金
第 13 个月薪资
The Netherlands does not require a conventional 13th month salary. It does require statutory holiday allowance, normally at least 8% of qualifying gross wages, while a separate 13th month is contractual or based on a collective labour agreement.
Statutory holiday allowance = at least 8% of qualifying gross wages earned during the accrual period. A collective agreement or written agreement may allow limited exceptions, particularly for earnings above three times the minimum wage.
Employees are generally eligible for statutory holiday allowance, including employees on flexible contracts. It is commonly accrued from May to May and paid in May or June, although another transparent payment schedule may be agreed. A separate 13th month payment is due only to employees covered by a contract, collective agreement, or binding employer scheme.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Public healthcare or mandatory medical coverage in Netherlands | Health protection in Netherlands is delivered through the medical or sickness branch of Employee insurance schemes, healthcare contribution and pension where sector rules apply. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| Statutory termination or end of service entitlement in Netherlands | Netherlands does not treat every separation identically. The final settlement must be calculated using the employee’s contract type, completed service and reason for termination, including statutory notice, accrued leave and any legally required severance or end of service award. Collective agreements may provide a more favourable formula. |
| Work injury protection under Employee insurance schemes, healthcare contribution and pension where sector rules apply | Netherlands requires employers to protect employees against accidents and occupational disease through the work injury component of Employee insurance schemes, healthcare contribution and pension where sector rules apply or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan. |
| Employee insurance schemes, healthcare contribution and pension where sector rules apply | Employers in Netherlands must apply the contribution and registration rules for Employee insurance schemes, healthcare contribution and pension where sector rules apply. Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection. |
| 可选 | |
| Supplementary private medical insurance in Netherlands | Private medical insurance in Netherlands should be designed around the gaps left by Employee insurance schemes, healthcare contribution and pension where sector rules apply. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Netherlands | A performance or profit sharing bonus in Netherlands is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Netherlands | Meal, commuting and business travel support in Netherlands should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Netherlands | Housing, relocation and remote work support in Netherlands is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
荷兰的国家税收名为 Value-Added Tax (VAT) 21%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | Up to 49.5% | Netherlands applies Up to 49.5% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | See local nonresident rules | Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | The principle of this scheme is that fewer rules apply with respect to taxfree allowances and employment benefits, and that all allowances and benefits granted to employees by employers essentially constitute taxable wages. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Netherlands, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Netherlands, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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