Hilfort - Payrolling

Advantages of choosing payrolling with Hilfort

If you’re a Dutch company hiring from abroad or an international company setting up a branch in the Netherlands, hiring expats can feel like jumping through a complicated set of hoops. With us as your partner, we line those hoops up for you, making it one easy jump.

We focus on the people behind your business, managing all the personnel-related details, so your core business can receive all the attention it deserves.

No more hassle, no more stress, just a happy expat.

For companies:

Hilfort is a recognized sponsor with the IND (Immigration and Naturalization Service), so you don’t have to. This isn’t just a requirement to hire expats, it also helps with expediting the process.
You don’t need a payroll or HR department. We make sure the employee gets paid on time and can handle any challenges surrounding your employees.
One monthly invoice of €250,- per employee, plus their salary. Any potential one-time payments like IND charges, will always be discussed upfront.

For expats:

Hilfort guides you through the entire process: from acquiring a residence permit to moving to the Netherlands and finally receiving your salary on time. Have any questions along the way? You can always reach us by phone or e-mail.
The Netherlands offers several tax benefits to expats, such as the 30% ruling. Hilfort ensures that the tax benefits that apply to your situation are automatically applied to your payroll.
Our payroll and HR experts ensure your pay slips are accurate and arrive on time. They are also available for complicated questions, such as maternity leave.

Services

Payrolling: EoR in the Netherlands

Payrolling and payrolling plus.

Schedule a meeting

Payrolling
We become the legal employer of your expat, but they work exclusively for you.
Payrolling plus
Some circumstances fall outside the norm that you need help with, such as a dispute with an expat or advice on performance management. As long as your question is personnel-related, Hilfort has an answer ready for you, even if that means requiring a lawyer with expertise in Dutch immigration law.

How it works

Our tested and optimized process

Here’s what you can expect from us, starting from day 1:

Consultation

You approach us with your candidate. We calculate the monthly costs and provide a clear, all-in pricing document. Additionally, our financial department conducts a credit check to assess liquidity and solvency.

Set up

After formalizing the partnership by signing the contracts, we start working on bringing the expat to the Netherlands. That begins by filling in a new application with the IND.

Onboarding the expat

We guide the expat through all the required steps to settle in the Netherlands and start working, including obtaining a residence permit, a Dutch social security number, and registering them with their new municipality. If applicable, we also assist with family relocation.

Payroll execution

Each month we manage the payroll administration, including possible expense claims, bonuses, etc. The expat will receive their pay slip and salary on time, and you will receive an invoice.

Offboarding the expat

When the contract with the expat ends, we handle the offboarding. This includes everything from the final pay slip to the expat, the final invoice to you, and legal requirements such as signing them off with the IND.

Waiting for the next expat

The contract with the expat has come to an end, but our contract doesn’t have to. Found a replacement for the exiting employee? Looking to hire an extra employee? We’re ready to help according to the agreed-upon terms of our initial contract.

Frequently asked questions

Discover excellence with Hilfort. We offer specialized solutions in payroll, consultancy, and beyond. Elevate your business operations with our precision and personalized support.

Our monthly fee is 250€. However, there are some additional costs for social premiums and other related expenses.
Yes, you can start working with us at Hilfort, and we can assist you in obtaining sponsorship later as needed.
The minimum duration for a contract with Hilfort is 4 months, which aligns with the residence permit duration as well.
You can always check the IND website for updates. We have also written a blog on salary thresholds 2025 which is available on our website, and we’re always here to help guide you through the process.
Employees are entitled to several types of leave, such as:
- Pregnancy and Maternity Leave: Paid leave for expecting mothers.
- Partner/Paternity Leave: Paid leave for partners after childbirth.
- Parental Leave: Unpaid leave for parents to care for their children.
- Adoption or Foster Care Leave: Leave granted for adoption or fostering.
- Short- and Long-Term Care Leave: For taking care of a sick relative.
- Emergency Leave and Short Absence Leave: For urgent personal matters.
- Special or Extraordinary Leave: For exceptional circumstances (e.g., family emergencies).
- Unpaid Leave: Leave without salary continuation, based on mutual agreement
Employer Pension: Monthly contributions made by the employer to the employee’s pension fund. The scheme and amount vary depending on the company's policy.

State Pension (AOW): A basic mandatory pension provided by the Dutch government to all employees in the Netherlands.
An intake call is scheduled to assess the candidate’s situation. After the intake, an information email with required documents is sent. Contracts are drafted and sent to the agency/client for review. Once countersigned, the contract is sent to the employee for signing. After both parties sign, the documents are registered in Hilfort's system, and the IND application process begins (if applicable).
- Short-Term Sickness: No impact on salary, but you must report your recovery to Hilfort via email before resuming work.
- Long-Term Sickness: A company doctor will be involved, and professional support services will be provided. Associated costs will be invoiced to the agency/client.
No, in the Netherlands, employees cannot be dismissed due to or during sickness, regardless of their contract type.
To qualify for the 30% ruling, the following conditions must be met:
- The employee is employed by a company in the Netherlands.
- There is a written agreement that the 30% ruling applies.
- The employee is recruited from abroad or transferred within a multinational company, having lived more than 150 km from Dutch borders for at least 16 out of 24 months before moving.
- The salary requirements for the 30% ruling in 2025 are: Annual taxable income has to be € 46,660 (2024: € 46,107). Employees < 30 years and with the master need to have an annual taxable income of at least € 35,468 (2024: € 35,048).
- If the employee changes employers within the Netherlands, a new request for the 30% ruling must be submitted.
- For dismissal through a Mutual Agreement Contract (VSO), the notice period is one calendar month from the moment of countersigning the VSO.
- If a fixed-term contract is not to be extended, the agency/client must notify Hilfort at least three months in advance.
In the Netherlands, a maximum of three fixed-term contracts is allowed, totaling up to three years. After this period, an indefinite contract must be provided.

Employment of Record in the Netherlands: Payrolling

What makes us different?

Legal peace of mind

Personal support

Flexible control

Advantages of choosing payrolling with Hilfort

Payrolling: EoR in the Netherlands

Payrolling

Payrolling plus

This is the way we work for

What our clients tell about us

Our tested and optimized process

Consultation

Set up

Onboarding the expat

Payroll execution

Offboarding the expat

Waiting for the next expat

Our satisfied clients

Frequently asked questions

Do you have a question or need more information?

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Contact information