EMPLOY NON-EU TALENT 
IN THE NETHERLANDS

@EasePay becomes the formal employer and coordinates employment, payroll and immigration support, so your team can start quickly and legally

FAST ONBOARDING 

COMPLIANCE-LED PROCESS

ONE POINT OF CONTACT

CLEAR SCOPE & PRICING 

What “Non-EU Employment (NL)” means

We provide a practical bridge solution for hiring and paying non-EU professionals in the Netherlands. 

@EasePay acts as the formal employer, while you manage day-to-day work and performance.

WHO THIS IS FOR 

COMPANIES EXPANDING TO NL

 

ASSIGNMENTS WITH A FIXED DURATION

CLIENTS/PARTNERS WHO DON'T WANT PAYROLL LIABILITY

WHAT IS INCLUDED

EMPLOYMENT CONTRACT & ONBOARDING

PAYROLL SETUP & SALARY PAYMENTS 

REQUIRED EMPLOYMENT ADMINISTRATION

COMPLIANCE CHECKS & GUIDANCE

IMMIGRATION PROCESS COORDINATION

SUPPORT WITH REGISTRATION/APPOINTMENTS

ADD-ONS: DEPENDENTS, A1, POSTED WORKER, POLICE CLEARANCE, 30% RULING 

Need only a specific service?

HOW IT WORKS 

Intake & eligibility check

Route & planning (employment + permits)

Document collection & preparation

Applications + onboarding

Go-live: payroll & ongoing compliance

Why @EasePay

Everything under one roof - so you onboard non-EU talent faster, with compliance built in.

Ready to employ non-EU talent in NL?

FAQ

1) Why choose @EasePay?

@EasePay offers a compliant, end-to-end solution to employ and pay non-EU professionals in the Netherlands-without the overhead of setting up your own Dutch entity. You get one clear process, one point of contact, and reduced legal and operational risk.

2) When do I need @EasePay?

You typically need @EasePay when you want to hire or pay non-EU talent in the Netherlands quickly, but you are not (yet) able or willing to set up a Dutch entity or become an IND-recognised sponsor yourself.

3) How quickly can my employee start working in the Netherlands via @EasePay?

In many cases, employees can be ready to live and work legally in the Netherlands within ~4 weeks. Timing depends on the route, documentation readiness, and authority processing times. For complete applications submitted by a recognised sponsor, the IND’s target decision period is 2 weeks (where applicable).

4) How long can my employee stay on the payroll of @EasePay?

As long as your business needs it-until your own entity is ready to take over, the assignment ends, or you obtain the required sponsorship authorisations. We can also support a structured transfer when you’re ready.

5) What is the minimum salary for a Highly Skilled Migrant in the Netherlands?

Salary thresholds are updated regularly. For 2026 (gross per month, excluding holiday allowance) the IND lists:

 

€5,942 (age 30 and over)

€4,357 (under 30)

€3,122 (reduced salary criterion, if applicable)

6) What are the costs of hiring a non-EU employee via @EasePay?

Costs depend on the route and scope (e.g., employee vs contractor, dependents, legalisation/translation, appointments, 30% ruling support). Typically, you’ll have:

@EasePay service fee (base + add-ons), plus

Government (IND) fees where applicable (pass-through).
For reference: the IND fee for a Highly Skilled Migrant application is €423 (2026), and recognition as sponsor is €5,080 (or €2,539 for small businesses ≤50 employees).

7) Does @EasePay handle immigration, compliance, and payroll in-house-or are third parties involved?

We handle the core process in-house and coordinate any specialist third-party steps only when required (e.g., certified translations/legalisation). You always have one lead contact at @EasePay.

8) Can @EasePay help us apply for IND recognised sponsorship as well?

Yes! @EasePay can guide and support your sponsorship-readiness and the recognised sponsor application process. Being recognised can enable faster processing and a simpler application workflow in many cases.

9) Do we need to set up a Dutch entity to hire non-EU talent?

Not necessarily. With @EasePay, you can employ and pay non-EU professionals in the Netherlands without first establishing your own Dutch entity.

10) Who is responsible for day-to-day management of the employee?

You manage the employee’s daily work, tasks, and performance. @EasePay manages the formal employment, payroll administration, and compliance-related processes.

11) What can impact the timeline most?

The biggest factors are document readiness, the chosen immigration route (and whether extra steps are required), and authority processing time. Complete and accurate documentation is the fastest path.

12) Can you support dependents (partner/children) as well?

Yes. We support family/dependents immigration as an add-on service and align the timeline and documentation with the main applicant.

13) What documents do we typically need to start?

Usually: passport copy, role details (title, duties, start date), salary and working hours, and any route-specific documents. If legalisation/translation is required, we coordinate that via our network.

14) Do you also support contractors/consultants?

Yes, where applicable, we support compliant engagement structures and payment processes. The best approach depends on the assignment, duration, and legal requirements.

15) Can we transfer the employee to our own payroll later?

Yes. Many clients start via @EasePay and transfer once their entity/sponsorship is ready. We support a clean handover plan and timeline.

16) What is “chain liability” and how does @EasePay reduce risk?

Chain liability refers to situations where multiple parties in a work chain may face exposure if obligations aren’t met. By placing formal employment and process ownership with @EasePay, we help reduce risk and create clear accountability.