In July 2025, the Dutch government announced its intention to tighten the rules for posted workers from outside the European Union (Third-Country Nationals). The cabinet made it clear: what has long been a legal requirement will now receive more active enforcement and stricter monitoring.
For employers, this means that compliance in cross-border employment is no longer just about having the right EU work permit. Dutch residence law has its own requirements and overlooking them can put both employees and business operations at risk.
Work permits vs. residence permits
A recurring misunderstanding among employers is the assumption that an EU work and residence permit covers everything. While such permits grant the right to work, they do not automatically guarantee the right to stay in Netherlands beyond 90 days.
Under Dutch law, employees from outside the EU, EEA or Switzerland need a Dutch residence permit if they are physically present in Netherlands for more than three months. Without it, they are in breach of Dutch immigration law, even if their EU permit remains valid.
Why this matters now
Until recently, the gap between EU and Dutch requirements was often overlooked. But with the government now openly addressing this issue, enforcement is expected to increase. This raises the stakes for employers:
- Fines and penalties for non-compliance.
- Reputational risk if employees are denied entry or residence.
- Operational delays if key staff cannot continue assignments.
In other words, what was once seen as a “grey area” is now firmly in the spotlight.
The role of CIS
This is exactly where CIS steps in. We focus exclusively on securing Dutch residence permits for Third-Country Nationals who remain in Netherlands longer than 90 days.
Our fully digital platform ensures that applications are submitted on time, accurately and with minimal administrative effort from your side. We handle document collection, communication with the IND, status tracking and giving you complete peace of mind.
With over 20 years of combined expertise in HR and automation, we’ve built a solution that not only keeps your company compliant but also saves time, reduces costs, and prevents legal exposure.
Final thought
The Dutch government has made its intentions clear: compliance with residence rules for posted workers is no longer optional. Employers who take a proactive approach will avoid risks and protect their operations.
Want to know how we can support your business? Reach out to our team directly.
