As the global demand for skilled professionals continues to grow, more companies within the European Economic Area (EEA) are relying on international talent from outside the EU, also known as Third-Country Nationals (TCNs). These individuals bring immense value, but employing them without a thorough understanding of Dutch immigration law can expose companies to serious and costly legal risks.
The 90-day rule: a common pitfall
One of the most misunderstood aspects of Dutch immigration policy is the 90-day rule. Third-Country Nationals can enter Netherlands visa-free (or with a short-stay visa) for up to 90 days. However, once that period expires, their right to reside in Netherlands ends, even if they are still legally allowed to work under an international posting arrangement.
Many employers assume that if their employee is legally employed and registered, they are also lawfully residing in the country. Unfortunately, this is not the case. Overstaying the permitted period without holding a valid Dutch residence permit can result in fines for both the company and the employee. In more severe cases, companies may face reputational damage or even blacklisting by the Immigratie- en Naturalisatiedienst (IND).
Lack of internal awareness and oversight
Another common issue is internal miscommunication. In larger organizations, HR or project teams may not be fully aware of the immigration status of their internationally posted staff. If nobody is monitoring how long third-country employees have been in Netherlands, they may easily pass the 90-day threshold without anyone noticing until it’s too late.
Proactive compliance = smarter business
Legal risks aren’t just a compliance issue, they’re a business risk. Forward-thinking companies know that staying ahead of immigration requirements is key to protecting operations, budgets, and reputation.
Avoiding violations starts with structured preparation. That means tracking arrival dates, acting well before the 90-day limit, and making sure the residence permit process is started early and handled right, with the right documents, the right timing, and the right understanding of how authorities like the Immigratie- en Naturalisatiedienst (IND) operate.
Companies that build smart internal processes and assign clear responsibility not only stay compliant, but they also gain agility in hiring, protect their people, and avoid costly setbacks. In a competitive market, proactive immigration management isn’t just smart, it’s strategic.
How CIS Helps
At CIS, we specialize in ensuring that third-country nationals remain lawfully in Netherlands. We handle the full residence permit process from start to finish — digitally, efficiently, and in full compliance with Dutch law. By relieving our clients of the administrative and legal burdens, we help them avoid costly mistakes and continue benefiting from international talent without risk.
Want to know if your current processes are watertight?
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