Is your business growing?
And do you want to expand your team?
When you hire staff, you have several obligations.
In this video, I will tell you what you need to know and arrange.
So let’s get started, with step 1: prepare.
Stick to the rules when recruiting staff.
Stick to the rules on equal treatment of candidates.
For example, you should write a job description...
...that makes everyone feel welcome to respond.
During the job interview, you should not ask questions about health or private life.
For example, about someone's desire to have children.
Check the identity of your new employee.
You do this by asking for valid proof of identity.
Such as a passport or identity card.
Pay attention, for example, to the passport photo...
...authenticity features, and whether the ID is still valid.
Also check the nationality.
People from the Netherlands are allowed to work for you.
So all people from the EEA countries and Switzerland.
Does the applicant come from another country?
Then make sure the employee is allowed to work in the Netherlands.
Screen your future employees.
Are you hiring someone for a job where reliability is important?
Then do a screening.
With a screening, you investigate whether someone is reliable.
This way you reduce the risks.
And then, proceed to step 2: get started.
Update your records.
Process all required information in your business records...
...before your employee starts.
Such as payroll taxes and a copy of the ID.
Register as an employer.
Are you hiring staff for the first time?
Then register as an employer with the Netherlands Tax Administration.
You will receive forms to arrange the compulsory payroll taxes.
And also report changes to KVK.
Lay down the terms of employment.
You lay down the terms of employment in an employment agreement.
These are agreements on, for example, salary, working hours and holidays.
You must inform your employee about the most important terms of employment.
So that your employee knows what rights they have.
Now lets go to the next step: consider rules & regulations.
Pay at least the minimum hourly wage.
You must pay your employees at least the statutory...
minimum hourly wage and holiday allowance.
This also applies to flex workers and foreign employees.
Comply with the Working Conditions Act.
Your employee must be able to do their job in a safe and healthy environment.
You must draw up a health and safety policy, known as arbobeleid in Dutch.
Also, enter into a basic contract with a health and safety service provider.
This contract states when you must seek support.
For example, when an employee is ill.
Draw up a risk assessment and evaluation.
You must draw up a risk assessment and evaluation, an RI&E.
In it, you write down what risks exist and how you reduce them.
The Netherlands Labor Authority checks whether you have an RI&E.
Check the health insurance.
Your employee must have Dutch health insurance.
If they don't, the Central Administration Office (CAK)...
...will take out insurance for them.
You deduct the premium from the employee's salary.
Now, let’s go to the last step: arrange safeguards.
Pay social insurance contributions.
You have to pay social insurance contributions for your employees.
You pay the employee and national insurance...
...contributions to the Netherlands Tax Administration.
You can also choose to become self-insurer for disability insurance.
This means you do not pay premiums, but cover the costs of absenteeism yourself.
Find out if you need to arrange a pension for your employee.
You must offer your employee a pension scheme...
...if there is an industry pensions fund for some occupational groups...
...or if a collective labor agreement applies...
...and that the CAO provides agreements about pension schemes.
If a pension scheme is not mandatory, you can then choose...
...whether to offer your employees a pension or not.
You now have an overview of all the steps you need to take to build your dream team.
Want to know more about hiring staff?
Then check out the Business.gov.nl website, and good luck!