Hiring non-EU employees in Netherlands comes with significant value and equally significant complexity. Many employers underestimate how fragmented and time-sensitive the Dutch immigration process can be. From legal pitfalls to administrative slowdowns, the landscape is far from intuitive. In this article, we break down the core challenges and share how CIS helps employers navigate it with clarity and control.
A labyrinth of institutions
The first challenge is the number of government institutions involved. Most applications require coordination between the Immigratie- en Naturalisatiedienst (IND) and other public bodies such as the UWV (Employee Insurance Agency). Each has its own criteria, processes, and timelines.
While the IND oversees the residence permit process, the UWV may need to assess the necessity of foreign labor. And if your employee already resides in Netherlands, additional compliance layers such as the 90-day rule apply. Without an expert understanding of these overlaps, missteps become almost inevitable and expensive.
Tight deadlines, big risks
Companies often discover the 90-day limit too late. Employees from third countries (non-EU/EEA/Swiss) can only stay in Netherlands for 90 days without a residence permit, even if they’re legally working under a posting arrangement. That means timing is critical.
Missing deadlines doesn’t just cause delays — it can lead to immigration violations, re-entry bans, and reputational damage. Employers may also face administrative fines or lose access to future fast-track procedures.
Complex documentation
It’s not just about submitting a form. Every residence permit application requires precise and complete documentation, from employment contracts and assignments to salary thresholds and legal declarations. The documents need to be provided in the correct format and language, and some require certified translations or legalizations.
Even minor errors (e.g. outdated documents, missing signatures) can derail an entire process and force companies to start over, losing weeks or months.
How CIS simplifies the process
At CIS, we believe that immigration should enable talent, not block it. That’s why we’ve automated the residence permit process for non-EU employees. Our digital platform ensures that no deadline is missed, no document forgotten, and no step left unclear.
We centralize the process, handle communication with authorities, and give employers and HR teams real-time insight into each application, reducing administrative burden and eliminating risks. With CIS, compliance becomes simple, fast, and scalable.
Let complexity stop being the bottleneck. With CIS, Dutch immigration becomes a structured, reliable process, not a gamble.
Let’s talk.
