As a company based in Lithuania (or any other EU country) you may be sending Third-Country Nationals (TCNs) to work in Netherlands. At first glance, this seems simple. You hold a valid A1 certificate, your posted workers are legally employed and EU rules grant freedom to provide services across borders. But beneath the surface lies a complex web of national requirements, especially when it comes to residence rights in Netherlands. That’s where CIS comes in.
Understanding the 90-day rule
For Third-Country Nationals, EU mobility doesn’t mean unlimited stay rights. According to Dutch law, TCNs can only reside in Netherlands for up to 90 days without a Dutch residence permit, even if they hold an EU work and residence document from another country.
This means that if your employee stays in Netherlands for more than 90 days, you are legally required to apply for a Dutch residence title. This is not about the right to work, it’s about the right to reside. Failing to meet this requirement can lead to severe consequences, including fines, re-entry bans or reputational damage for your company.
Why it’s often missed
Many European employers unknowingly overlook this step because the process is fragmented and bureaucratic. While your HR or compliance team may have mastered the A1 and notification requirements, the Dutch residence system adds another layer of complexity. One that’s easy to miss, especially if no one is explicitly responsible for monitoring the 90-day limit.
That’s where CIS steps in as your partner.
How CIS supports you
At CIS, we specialize in applying for Dutch residence permits for Third-Country Nationals working for European employers. We’ve built an automated platform that handles the entire process for you. From collecting documents, validating data, communicating with IND (Immigration and Naturalisation Service), to filing the residence permit application correctly and on time. CIS helps you out!
We’re not a law firm, and we don’t add layers of paperwork or complexity. Instead, we remove risk, reduce costs and increase processing speed while you stay focused on your operations. No confusing government websites, no language barriers, no last-minute deadlines.
Why this matters now
With growing political and regulatory focus on TCN postings in Netherlands (as seen in recent government publications) enforcement will only become stricter. Being compliant is no longer optional. It’s the difference between continuing your operations smoothly or facing avoidable legal and financial consequences.
Conclusion
If your Lithuanian company posts workers to Netherlands and those workers are Third-Country Nationals, CIS helps you stay fully compliant with Dutch residence laws. We simplify the process, remove liability and ensure your international personnel can live and work legally in Netherlands, without administrative headaches.
Want to know if your posted workers are at risk?
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