Dutch Pal provides management services to agencies, suppliers and consultants on assignment in the Netherlands.

Dutch Pal provides management services & solutions to local Dutch clients with regard to compliancy and financial risk mitigation when employing temporary ICT and other technical personnel.

Dutch Pal is a vendor neutral, fully compliant, payroll and contractor management services and solutions organisation based in the Netherlands.

Dutch Pal has received the prestigious NEN 4400-1 certification and working on becoming a member of the VPO (Vereniging Payroll Ondernemingen), both professional organ-isations which assure that payroll best practices are being followed.

TOTAL COMPLIANCY FOR ALL

Risk mitigation or compliancy is an absolute must if you are hiring in contract consultants or hiring out contract consultants in the Netherlands. It is of paramount importance that you follow all the laws and are aware of all the legal and fiscal implications that can occur if the rules and regulations are not strictly followed. The following list states just a few of the meanings of compliancy:

1. Dutch income taxes and social premiums are withheld and paid to the tax authorities.
2. Visas for non-EEC citizens are valid. (i.e., the consultant has the right to work in the Netherlands).
3. All deductions are allowable under Dutch tax law.
4. All temporary personnel have registered with their local jurisdiction where they live during their stay in the Netherlands.

A recent survey and several publications in the media have highlighted the problem surrounding the hiring of temporary personnel in the Netherlands. This has resulted in the Dutch government stating that they will be focusing on this area in the near future. Even if  found to be partially non-compliant, many organisations could be facing damages and fines that could run into millions. Therefore it is in your own interest to ascertain if your organisation could be at risk.

The Introduction of the Flex Wet in the Netherlands has significantly changed the way temporary personnel are viewed. The implications involved can be devastating and can result in long and lengthy legal battles and monetary loss. The law states that 3 contiguous employment contracts or an employment contract that runs for more than 3 years will result in the temporary worker being legally viewed as a permanent employee. It is extremely important that companies be aware of what these consequences can mean for them.