Why Global Companies Hire Corporate Lawyers from Netherlands

The Netherlands has established itself as a premier European business hub, making Dutch corporate lawyers valuable assets for international organizations. Several compelling factors drive global companies to seek legal expertise from this strategic jurisdiction:

• EU legal framework expertise: Dutch corporate lawyers possess comprehensive knowledge of European Union regulations, directives, and business laws that apply across the common market.
• International business orientation: The Netherlands’ position as a global business center means its corporate lawyers routinely handle cross-border transactions, international contracts, and multinational compliance issues.
• Favorable business environment: Dutch lawyers understand how to navigate the Netherlands’ business-friendly legal framework, including its attractive corporate structures, tax efficiency opportunities, and intellectual property protections.
• English language proficiency: Dutch legal professionals typically possess excellent English language skills, facilitating seamless communication with international clients and counterparts.
• Pragmatic legal approach: Dutch corporate lawyers are known for their practical, business-oriented legal solutions rather than overly technical or theoretical approaches.

Who Should Consider Hiring Netherlands Corporate Lawyers

Several types of organizations can benefit significantly from bringing Dutch legal expertise into their operations:

• Companies establishing European operations: Organizations setting up a European base can leverage Dutch corporate lawyers’ expertise in EU market entry strategies, entity formation, and regulatory compliance.
• Multinational corporations with Dutch subsidiaries: Companies with existing Dutch operations require local legal expertise to navigate corporate governance, employment matters, and regulatory compliance.
• International businesses engaged in cross-border transactions: Organizations involved in mergers, acquisitions, or joint ventures with European dimensions benefit from Dutch lawyers’ experience in international deal structures.
• Technology companies and startups: Businesses in innovative sectors can utilize Dutch legal expertise in intellectual property protection, privacy law (GDPR), and technology regulation.
• Investment funds and financial institutions: Organizations in the financial sector can benefit from Dutch lawyers’ knowledge of European financial regulations, investment structures, and compliance frameworks.

Key Skills and Specializations for Corporate Lawyers

Dutch corporate lawyers typically offer specialized expertise across various domains that make them valuable additions to global legal teams:

Legal Specializations

• Corporate governance: Expertise in company structures, board responsibilities, and shareholder relations under Dutch law
• Mergers and acquisitions: Experience with transaction structuring, due diligence, and cross-border deals
• Commercial contracts: Proficiency in drafting and negotiating international business agreements
• Employment law: Knowledge of Dutch labor regulations, work councils, and collective bargaining agreements
• Intellectual property: Expertise in protecting and monetizing IP assets across European markets
• Competition law: Understanding of European and Dutch antitrust regulations and compliance requirements
• Privacy and data protection: Specialized knowledge of GDPR implementation and compliance
• Tax law: Familiarity with Dutch corporate tax structures and international tax planning

Industry Focus Areas

• Technology and startups: Legal frameworks for digital businesses and emerging technologies
• Financial services: Regulatory compliance for banks, fintech, and investment firms
• Energy and sustainability: Legal aspects of renewable energy projects and environmental compliance
• Life sciences: Regulatory frameworks for pharmaceuticals, biotechnology, and medical devices
• Real estate and infrastructure: Transaction structures and development regulations

Comparison of Dutch Legal Specializations

Experience Levels of Netherlands Corporate Lawyers

Corporate lawyers in the Netherlands typically progress through several career stages, each offering different levels of expertise and capabilities:

Junior Lawyers (0-3 years)

These professionals have typically completed their law degree and professional qualification requirements:

• Strong theoretical knowledge of Dutch and European corporate law
• Experience with legal research and document drafting
• Support role in transactions and corporate matters
• Developing expertise in specific practice areas
• Often fluent in English and Dutch, possibly other languages

Mid-Level Lawyers (4-7 years)

Mid-career Dutch corporate lawyers bring substantial practical experience:

• Independent handling of moderate complexity matters
• Direct client relationship management
• Specialized expertise in particular legal domains
• Experience with cross-border transactions or regulatory matters
• Ability to lead specific aspects of larger projects
• Developing business development and client management skills

Senior Lawyers (8-12 years)

Senior Dutch corporate lawyers offer comprehensive expertise:

• Strategic legal advice on complex corporate matters
• Management of significant transactions or legal projects
• Deep specialization in specific industry sectors or practice areas
• Substantial experience with international legal frameworks
• Team leadership and junior lawyer supervision capabilities
• Strong client relationship and business development skills

Partners/Legal Directors (12+ years)

At the most experienced level, Dutch corporate lawyers bring:

• Strategic oversight of major legal matters
• Extensive client relationship management
• Practice area leadership and market recognition
• Business development and practice growth capabilities
• Deep industry knowledge and specialized expertise
• Management experience within legal organizations
• Extensive professional network within the Dutch and international legal community

Hiring Models to Choose From

When bringing Dutch corporate legal expertise into your organization, several hiring models are available, each with distinct advantages depending on your specific needs:

Common Hiring Models

• Full-time employment: Hiring corporate lawyers as permanent employees within your legal department
• Secondment: Temporary placement of lawyers from Dutch law firms into your organization
• Project-based engagement: Hiring for specific legal initiatives or transactions
• External counsel: Retaining Dutch law firms for ongoing legal support without direct employment
• Fractional general counsel: Part-time legal leadership for organizations without full-time needs

Comparison of Hiring Models

When selecting a hiring model, consider factors such as the volume and predictability of your legal needs, required integration with your business, confidentiality considerations, and budget constraints. Many organizations implement a hybrid approach, combining employed counsel with external resources for different legal needs.

How to Legally Hire Corporate Lawyers in Netherlands

Hiring corporate lawyers in the Netherlands requires navigating Dutch employment laws, which offer strong worker protections and specific compliance requirements. Companies have two primary approaches to legally employ Dutch legal talent:

Entity Setup vs. Employer of Record

Entity Setup Approach

Setting up a Dutch legal entity involves:

• Registering a business in the Netherlands (typically a BV or branch office)
• Obtaining necessary registrations with the Dutch Chamber of Commerce (KVK)
• Setting up Dutch payroll and tax accounts
• Establishing compliant HR policies and employment contracts
• Securing office space if needed for legal operations

This approach is most suitable for companies planning substantial operations in the Netherlands with multiple employees over an extended period.

Employer of Record Solution

An Employer of Record in Netherlands like Asanify offers:

• Legal employment of your chosen corporate lawyers on your behalf
• Compliant employment contracts following Dutch labor laws
• Management of payroll, benefits, and tax requirements
• HR administration and compliance monitoring
• Risk mitigation for employment-related liabilities

For companies hiring individual corporate lawyers or small legal teams in the Netherlands without an established Dutch presence, an EOR solution typically offers the most efficient path to compliant employment while minimizing administrative burden.

Step-by-Step Guide to Hiring Corporate Lawyers in Netherlands

Follow these key steps to successfully recruit and onboard Dutch corporate legal talent:

Step 1: Define Requirements

• Identify specific legal expertise needed (M&A, corporate governance, employment, etc.)
• Determine required experience level and industry focus
• Establish must-have qualifications and bar admissions
• Define language requirements beyond Dutch and English
• Clarify reporting relationships and team structure
• Consider specific knowledge of Dutch legal frameworks relevant to your industry

Step 2: Choose Your Hiring Model

• Evaluate entity setup vs. EOR approach based on your timeline and scale
• Determine employment type (permanent, fixed-term, consultant)
• Establish budget parameters including salary and benefits expectations
• Consider compliance requirements and administrative capacity
• Decide on remote work policies and operational integration

Step 3: Source Candidates

• Engage with Dutch legal recruitment specialists
• Utilize professional networks like the Nederlandse Orde van Advocaten
• Leverage LinkedIn and legal-specific job platforms
• Consider lateral hiring from Dutch law firms
• Tap into alumni networks of Dutch law faculties (Leiden, Amsterdam, Utrecht)
• Attend legal industry events in the Netherlands

Step 4: Evaluate Candidates

• Review candidates’ experience with relevant legal matters
• Assess knowledge of Dutch corporate law and EU regulations
• Evaluate industry-specific legal expertise
• Conduct case-study interviews focused on practical legal problem-solving
• Verify qualifications, bar admissions, and educational credentials
• Check references from previous legal roles

Step 5: Onboard Successfully

• Create clear employment contracts following Dutch labor laws
• Establish integration with existing legal teams and business units
• Provide comprehensive introduction to company policies and procedures
• Define clear objectives and performance expectations
• Facilitate introductions to key stakeholders and clients
• Leverage Asanify’s EOR services to ensure smooth, compliant onboarding and ongoing employment administration

Salary Benchmarks

Understanding competitive compensation is essential for attracting top Dutch corporate legal talent. The following benchmarks represent average annual gross salaries in Euros (€) for corporate lawyers in the Netherlands as of 2025:

Specialization Premium

Certain legal specializations command higher salaries in the Dutch market:

• M&A and private equity: +10-20% over base salary
• Financial regulatory: +5-15% over base salary
• Competition/antitrust: +5-15% over base salary
• Intellectual property: +5-10% over base salary
• Data privacy/GDPR expertise: +5-10% over base salary

Mandatory Benefits

According to Dutch labor laws, employers must provide:

• Minimum 20 days of paid vacation (most law departments offer 25-30 days)
• 8% holiday allowance (typically paid in May)
• Pension scheme contributions
• Sick leave coverage (up to 2 years at 70% salary)
• Maternity/paternity leave

Common Additional Benefits for Legal Professionals

• Transportation allowance or company car
• Mobile phone and laptop
• Professional development budget
• Bar association fees coverage
• Continuing legal education allowance
• Performance-based bonuses
• Healthcare supplements

Working with a provider who understands tax optimization in the Netherlands can help structure compensation packages efficiently for both employer and employee.

What Skills to Look for When Hiring Corporate Lawyers

When evaluating Dutch corporate lawyers, consider both legal expertise and broader professional capabilities that will contribute to successful outcomes:

Core Legal Competencies

• Dutch corporate law: Comprehensive knowledge of Dutch company law, corporate governance, and business regulations
• EU regulatory framework: Understanding of European Union directives and regulations impacting business operations
• Contract drafting and negotiation: Skills in creating and reviewing commercial agreements under Dutch law
• Corporate transactions: Experience with mergers, acquisitions, restructurings, or financings
• Legal risk assessment: Ability to identify, analyze, and mitigate legal risks in business operations
• Compliance management: Knowledge of regulatory compliance requirements and implementation strategies
• Dispute resolution: Understanding of litigation, arbitration, and alternative dispute resolution mechanisms

Industry-Specific Knowledge

• Sector regulations: Familiarity with industry-specific legal frameworks (financial services, technology, healthcare, etc.)
• Market practices: Understanding of standard terms, conditions, and business practices in relevant sectors
• Regulatory relationships: Experience interacting with relevant Dutch and European regulatory authorities
• Industry trends: Awareness of emerging legal and regulatory developments in key sectors

Professional Skills

• Business acumen: Understanding commercial implications of legal advice
• Communication: Ability to explain complex legal concepts to non-legal stakeholders
• Problem-solving: Creative approach to finding pragmatic legal solutions
• Project management: Skills in managing complex legal matters and transactions
• Relationship management: Capacity to build productive relationships with business teams, regulators, and counterparties
• Attention to detail: Precision in legal analysis and documentation
• Judgment: Sound decision-making under pressure and with incomplete information

Qualifications and Credentials

• Education: Master’s degree in Dutch law (Meester in de Rechten) from a recognized university
• Bar admission: Registration with the Nederlandse Orde van Advocaten (Dutch Bar Association) if serving as practicing attorney
• Specialized certifications: Relevant industry or practice area credentials
• Languages: Fluency in Dutch and English; additional European languages are valuable
• Continuing education: Evidence of ongoing professional development

Legal and Compliance Considerations

Employing corporate lawyers in the Netherlands requires adherence to specific employment regulations and professional practice requirements:

Employment Law Compliance

Dutch employment law provides strong protections for employees that must be considered:

• Employment contracts: Compliant written agreements specifying terms, conditions, and responsibilities
• Working hours: Adherence to Dutch regulations on maximum working time and required rest periods
• Dismissal protection: Understanding of strict Dutch termination requirements and procedures
• Leave entitlements: Provision of statutory vacation, sick leave, and parental leave
• Work councils: Potential involvement of employee representation for larger organizations

Professional Practice Requirements

• Bar registration: Maintaining appropriate Dutch Bar registration for those practicing as advocates
• Professional insurance: Appropriate professional liability coverage
• Continuing education: Supporting ongoing professional development requirements
• Conflict of interest protocols: Implementing appropriate screening and management processes
• Client confidentiality: Ensuring proper handling of privileged and confidential information

Data Protection and Privacy

• GDPR compliance: Appropriate handling of personal data in accordance with privacy regulations
• Confidential information: Secure systems for managing sensitive client and business information
• Data transfer protocols: Compliant processes for sharing information across jurisdictions

Regulatory Requirements

• Anti-money laundering: Compliance with Dutch AML requirements for legal professionals
• Sector-specific obligations: Adherence to requirements for regulated industries
• Ethical standards: Alignment with Dutch legal professional ethics guidelines

Working with experienced HR and compliance partners is essential to navigate these requirements successfully. Asanify’s Employer of Record service can manage these compliance aspects when hiring Dutch corporate lawyers, ensuring adherence to all relevant regulations.

Common Challenges Global Employers Face

When hiring and managing corporate lawyers in the Netherlands, international employers often encounter several challenges:

Navigating Complex Employment Regulations

The Netherlands has comprehensive employment laws that provide strong worker protections:

• Strict dismissal regulations requiring valid grounds and procedures
• Detailed working hours and leave entitlement provisions
• Employee participation rights through work councils
• Collective labor agreements that may apply

Professional Practice Integration

Corporate lawyers operate within specific professional frameworks:

• Reconciling Dutch legal practice norms with global legal department standards
• Managing professional registration and continuing education requirements
• Addressing potential conflicts between bar rules and corporate policies
• Integrating Dutch legal approach with multinational legal strategies

Cultural and Work Style Differences

Dutch professional culture has distinct characteristics:

• Consensus-driven decision making that may differ from more hierarchical approaches
• Direct communication style that can seem blunt to those from other cultures
• Strong emphasis on work-life balance and personal time
• Collaborative work approach that values input from all team members

Remote Management Complexities

For companies managing Dutch corporate lawyers remotely:

• Ensuring effective supervision while respecting professional autonomy
• Managing legal work product quality across jurisdictions
• Facilitating cross-border collaboration on complex legal matters
• Building cohesive legal team culture across geographical boundaries

Administrative Burden

Employing Dutch professionals requires managing:

• Complex payroll calculations with various allowances and deductions
• Mandatory benefits administration
• Professional registration and insurance requirements
• Detailed record-keeping and regulatory reporting

Asanify’s Employer of Record solution addresses these challenges by providing comprehensive employment management, ensuring compliance with Dutch regulations, and handling all administrative aspects of employment while you focus on leveraging Dutch legal expertise.

Best Practices for Managing Remote Corporate Lawyers in Netherlands

Successfully integrating and managing Dutch corporate lawyers within your global legal team requires thoughtful approaches to communication, work management, and professional development:

Effective Communication Strategies

• Regular structured check-ins: Establish consistent communication rhythms for case updates and planning
• Clear documentation: Maintain detailed records of legal matters, requirements, and deadlines
• Context provision: Ensure Dutch lawyers understand broader business context of legal matters
• Transparent information sharing: Create access to relevant corporate information and precedents
• Cultural awareness: Recognize and adapt to Dutch communication preferences for directness and consensus

Legal Work Management

• Matter management systems: Implement shared platforms for tracking legal work
• Clear instruction protocols: Establish structured approaches for assigning and scoping legal matters
• Documentation standards: Define expectations for legal work product format and style
• Knowledge management: Create systems for capturing and sharing legal expertise
• Quality assurance processes: Develop appropriate review mechanisms while respecting professional autonomy

Professional Integration

• Legal department inclusion: Fully incorporate Dutch lawyers into global legal team structures
• Cross-border collaboration: Create opportunities for work on multinational matters
• Expertise showcasing: Leverage Dutch legal knowledge across the organization
• Mentorship connections: Establish relationships with senior legal team members
• Business partnering: Facilitate direct relationships with relevant business stakeholders

Professional Development

• Continuing education: Support Dutch bar requirements and ongoing learning
• Global legal training: Include in company-wide legal department training
• Industry knowledge building: Provide access to sector-specific education
• Career path clarity: Define growth opportunities within the global legal function
• Performance feedback: Establish clear evaluation criteria and regular review processes

Work-Life Balance Respect

• Time zone consideration: Schedule meetings with awareness of Netherlands working hours
• Vacation respect: Honor Dutch holiday traditions and vacation expectations
• Workload management: Ensure reasonable expectations and adequate resources
• Flexibility: Accommodate Dutch approaches to flexible working
• Wellness support: Recognize the importance of personal time and wellbeing

By implementing these practices, you’ll create an environment where Dutch corporate lawyers can fully apply their expertise while integrating seamlessly with your global legal operations.

Why Use Asanify to Hire Corporate Lawyers in Netherlands

Asanify’s specialized Employer of Record (EOR) services offer a comprehensive solution for companies looking to hire corporate lawyers in the Netherlands without establishing a local entity:

Streamlined Employment Process

• Rapid deployment: Hire Dutch legal talent in days rather than months
• Zero entity setup: No need to establish and maintain a Dutch legal entity
• Complete employment management: From contracts to offboarding, all aspects handled
• Scalability: Easily grow your Dutch legal team as needed

Full Legal Compliance

• Dutch labor law expertise: Deep understanding of employment regulations and requirements
• Risk mitigation: Protection from potential compliance violations
• Contract management: Legally sound employment agreements for legal professionals
• Ongoing regulatory monitoring: Staying current with evolving Dutch employment legislation

Comprehensive HR Administration

• Payroll processing: Accurate and timely salary payments with proper deductions
• Benefits management: Administration of mandatory and supplementary benefits
• Time-off tracking: Management of vacation, sick leave, and other absences
• Performance management support: Tools for feedback and professional development

Financial Efficiency

• Predictable costs: Transparent pricing with no hidden expenses
• Reduced overhead: No need for in-house Dutch HR and payroll expertise
• Tax optimization: Ensuring compliant yet efficient tax arrangements
• Cost-effective scaling: Add team members without proportional administrative costs

Legal Professional Insights

• Compensation guidance: Data-driven advice on competitive legal salaries
• Industry standards: Insights into Dutch legal sector practices
• Professional development support: Assistance with continuing education requirements

Seamless Onboarding

• Guided process: Step-by-step support for both employer and employee
• Documentation management: Handling of all required employment paperwork
• Clear communication: Transparent explanation of terms and conditions
• Cultural integration support: Assistance with incorporating Dutch professionals into your team

With Asanify as your Employer of Record in the Netherlands, you can focus on leveraging Dutch legal expertise while we handle all aspects of compliant employment.

FAQs: Hiring Corporate Lawyers in Netherlands

What are the average salaries for corporate lawyers in the Netherlands?

Corporate lawyer salaries in the Netherlands vary by experience level: junior lawyers (0-3 years) typically earn €50,000-70,000, mid-level lawyers (4-7 years) command €70,000-100,000, senior lawyers (8-12 years) receive €100,000-150,000, and partners/directors (12+ years) earn €150,000-300,000+. These figures represent gross annual salaries and exclude mandatory benefits like holiday allowance (8%) and pension contributions. Specialized expertise in areas like M&A, financial regulatory, or competition law can command premium compensation.

Do I need to set up a Dutch entity to hire corporate lawyers in the Netherlands?

No, establishing a Dutch legal entity is not mandatory. While setting up a local entity is one approach for larger operations, you can also hire Dutch corporate lawyers through an Employer of Record (EOR) service like Asanify. An EOR legally employs professionals on your behalf, handling all compliance, payroll, and administrative requirements while you maintain day-to-day work direction. This approach allows for rapid hiring without the complexity and cost of entity establishment.

What are the mandatory benefits for employees in the Netherlands?

Dutch employment law requires employers to provide several mandatory benefits, including a minimum of 20 paid vacation days (though most legal departments offer 25-30), 8% holiday allowance typically paid in May, pension scheme contributions, sick leave coverage for up to 2 years at 70% of salary, and maternity/paternity leave. For legal professionals, additional benefits commonly include professional development allowances, bar association membership fees, and transportation allowances. Labor laws in the Netherlands provide strong employee protections that must be followed by all employers.

How long does it take to hire a corporate lawyer in the Netherlands?

The typical hiring timeline ranges from 6-12 weeks, depending on your approach and the seniority of the position. Direct hiring of specialized legal talent usually takes 8-10 weeks from job posting to offer acceptance. Working through an EOR like Asanify can expedite the process, particularly for the onboarding phase, potentially reducing the total time to 4-8 weeks. For senior legal positions requiring specific industry expertise or practice area specialization, the recruitment process might take longer due to the selective candidate pool.

What qualifications should Dutch corporate lawyers have?

Dutch corporate lawyers typically hold a master’s degree in Dutch law (Meester in de Rechten or LL.M.) from a recognized university like Leiden, Amsterdam, or Utrecht. For practicing attorneys (advocaten), registration with the Nederlandse Orde van Advocaten (Dutch Bar Association) is required, which involves a three-year traineeship period (advocaat-stagiaire) and bar exam. Corporate lawyers should demonstrate expertise in relevant practice areas, fluency in Dutch and English, and ideally experience in your industry sector. Additional qualifications might include specialized certifications in areas like data privacy, financial regulation, or competition law.

Can I hire Dutch corporate lawyers as independent contractors?

While it’s possible to engage Dutch corporate lawyers as independent contractors in some circumstances, this arrangement must meet specific criteria to avoid misclassification risks. The Netherlands applies strict tests to determine genuine self-employment status, examining factors like independence, multiple clients, entrepreneurial risk, and control over work methods. For legal professionals providing ongoing, integrated services under your direction, an employment relationship is typically more appropriate and less risky. Misclassification can result in significant penalties and retroactive employment obligations.

How does attorney-client privilege work with Dutch corporate lawyers?

In the Netherlands, attorney-client privilege (legal professional privilege) primarily applies to communications with external lawyers who are members of the Dutch Bar (advocaten). In-house lawyers who maintain their bar registration may have limited privilege, but this protection is narrower than for external counsel, particularly in competition matters under EU law. When hiring corporate lawyers, consider how their employment status and bar registration may affect privilege protections for sensitive legal communications. This can be an important factor in determining whether to employ lawyers directly or maintain relationships with external Dutch counsel for certain matters.

What are the working hours for corporate lawyers in the Netherlands?

Standard working hours in the Netherlands are 36-40 hours per week, typically distributed across 5 days. Legal professionals often work additional hours during complex transactions or matters, but there is generally a stronger work-life balance culture than in some other jurisdictions. Dutch labor law limits working time to a maximum of 12 hours per day and 60 hours per week, with further restrictions on sustained periods of maximum hours. Many legal departments offer flexible working arrangements, including partial remote work, which has become increasingly common.

How does the termination process work for employees in the Netherlands?

The Netherlands has protective termination laws requiring valid reasons for dismissal, proper notice, and often severance payments. Termination typically requires either mutual consent, court approval, or authorization from the UWV (Employee Insurance Agency). Notice periods range from 1-4 months depending on tenure, and severance (transitievergoeding) is calculated based on years of service. For legal professionals, termination processes must be handled with particular care to address confidentiality, client transitions, and professional obligations. Working with an EOR like Asanify ensures compliant termination processes that protect both employer and employee interests.

What are the key cultural considerations when working with Dutch corporate lawyers?

Dutch legal professionals typically exhibit several cultural characteristics: a direct communication style that values clarity and efficiency, a consensus-based approach to decision-making that seeks input from all stakeholders, a strong respect for work-life boundaries and personal time, and a relatively flat hierarchical orientation that emphasizes expertise over titles. Dutch lawyers generally appreciate being included in strategic discussions rather than simply receiving instructions, and they value pragmatic, business-focused legal solutions over theoretical approaches. Understanding and adapting to these cultural preferences will enhance your working relationship with Dutch legal talent.

How can I effectively manage remote Dutch corporate lawyers?

Successfully managing remote Dutch legal professionals involves establishing clear matter management processes, maintaining regular structured communication, implementing shared document and knowledge management systems, and respecting Dutch work culture. Define expectations for work product, reporting, and availability while allowing for professional autonomy. Create opportunities for integration with your wider legal team and business stakeholders. Recognize the Dutch preference for work-life balance when scheduling meetings across time zones. Provide context for legal matters so Dutch lawyers understand the broader business implications of their work.

What types of legal entities do Dutch corporate lawyers typically work with?

Dutch corporate lawyers commonly work with several entity types, including the Besloten Vennootschap (BV) – the private limited liability company preferred for most businesses; the Naamloze Vennootschap (NV) – the public limited company used by larger corporations; the Dutch Cooperative (Coöperatie) – often used for joint ventures and collaborations; branch offices of foreign companies; and foundations (Stichting) for non-profit activities. Registering a business in the Netherlands involves selecting the appropriate entity type based on business objectives, liability concerns, and tax considerations.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.