Myths about working in the Netherlands. Facts every employee should know

When people think about working abroad, the Netherlands still very often tops the list. Over the years, however, many myths have arisen about working in that country. Some originated a dozen or so years ago, whilst others stem from isolated stories that, over time, have come to be accepted as common knowledge.

Meanwhile, the Dutch labour market is changing year on year. More and more regulations are protecting workers, the structure of migration is changing, and the reality often differs from the stories circulating online.

Interestingly, contrary to popular belief, the influx of workers into the Netherlands is no longer growing as rapidly as it once did. For some groups of migrants, the opposite trend is even observed – more people are leaving than arriving.

So, before you believe yet another story you’ve heard from a friend or read on an online forum, it’s worth separating fact from fiction. We’ll examine which of these are true and which are best dismissed as fairy tales – below is a summary of the most common myths and facts

Myth 1: Every worker in the Netherlands earns at least the minimum wage

One of the most common myths is the belief that anyone starting work in the Netherlands automatically receives a minimum wage of €14.71 per hour. In reality, this is not always the case.

From 1 January 2026, the statutory minimum wage in the Netherlands is €14.71 gross per hour; however, this applies only to employees aged 21 and over. Dutch law provides for so-called age-based rates (jeugdloon), which means that younger people may legally be paid a lower wage.

For example:

• 20 years old – €11.77 gross per hour,
• 19 years old – €8.83 gross per hour,
• 18 years old – €6.84 gross per hour.

This means that simply arriving in the Netherlands does not automatically guarantee an hourly rate of €14.71. The decisive factors are, first and foremost, the employee’s age, as well as the sector, professional experience and the terms set out in the collective labour agreement (CAO).

It is also worth bearing in mind that the minimum wage is always quoted as a gross amount. Taxes and social security contributions are deducted from your pay, so the amount paid into your bank account will be lower. This is precisely why people who, before leaving, simply multiplied the gross rate by the number of hours worked are often disappointed.

Myth 2: Working overtime is compulsory in the Netherlands

In warehouses, logistics centres or on production lines, there are situations where extra work comes in at the end of a shift and the manager asks staff to stay on longer. Many people believe that they have no choice in such circumstances and must work for as many hours as their supervisor instructs.

However, in the Netherlands, the Working Hours Act (Arbeidstijdenwet) is in force, which sets out the maximum permitted working hours. Under the regulations, an employee may work a maximum of 12 hours a day and 60 hours a week, whilst the average working time over a 16-week period must not exceed 48 hours a week.

The law also provides for mandatory breaks and a minimum rest period between shifts. This means that even if a manager wished to extend a shift beyond the permitted limits, they cannot do so without breaching the regulations.

Instructions from a supervisor must comply with the law. In practice, this means that the argument ‘the boss told me to’ is not sufficient justification for breaching regulations on working hours and employee safety.

Myth 3: In the Netherlands, employees have no protection against dismissal

This is one of the most common myths amongst foreign workers. Many people have heard stories about employees who were at work one day and were told the next that they no longer needed to return. As a result, the belief has taken hold that an employer can terminate the employment relationship at any time without any consequences.

In reality, much depends on the type of contract. In the case of standard employment contracts, termination of the employment relationship often requires a notice period to be observed or the completion of a formal procedure through a state body, such as the UWV or a labour court. Furthermore, in many cases, the employee is entitled to a ‘transitievergoeding’, which is a financial settlement linked to the termination of employment.

So where does this myth come from? It most often concerns people employed by temporary work agencies. During the initial period of employment, some contracts may contain a so-called ‘uitzendbeding’ – a clause allowing the contract to be terminated once the assignment with the client has ended. To the employee, this may appear to be a dismissal with immediate effect, but it does not mean that they are completely deprived of their rights.

It is worth bearing in mind that employees in this country are protected by labour law, and in the event of a dispute, support may be provided by, amongst others, the UWV, the Labour Inspectorate (Nederlandse Arbeidsinspectie), trade unions and the labour court. Therefore, before accepting a decision to terminate employment, it is always worth checking what rights arise from the specific contract and circumstances.

Myth 4: Foreigners have fewer rights in the Netherlands than local workers

Among those planning to work abroad, it is often said that foreign workers are treated worse than those born in the Netherlands. This belief usually stems from isolated negative experiences or stories heard from other workers.

However, labour law does not distinguish between workers on the basis of nationality. People employed legally are entitled to the minimum wage, safe working conditions, annual leave and the protection afforded by labour law.

As in any country, there are instances of unequal treatment or discrimination. However, these are not the norm, but rather breaches of the applicable regulations. In such situations, an employee can seek help from the relevant authorities, such as the Labour Inspectorate, trade unions or the employment tribunal.

In practice, hundreds of thousands of foreign workers form part of the Dutch labour market and play an important role in sectors such as logistics, construction, manufacturing, horticulture, healthcare and transport.

Myth 5: In the Netherlands, the only jobs available are in the flower industry or in warehouses

This picture of the labour market is a highly simplified one and dates mainly from a time when many foreign workers took up seasonal work in horticulture or simple warehouse jobs. Although these sectors still play an important role in the Dutch economy, employment opportunities are now much broader.

The Netherlands is one of Europe’s most important logistics hubs, which is why there continues to be high demand for operators of forklifts, reach trucks and EPTs. Many people start their careers by obtaining the relevant qualifications, which improve their chances of finding a job and securing better employment conditions.

The construction, industrial and technical sectors also account for a large share of the market. Employers are regularly looking for electricians, fitters, machine operators, maintenance staff and specialists in industrial infrastructure. In many cases, the basic requirement is to hold a VCA certificate, which confirms knowledge of the safety rules applicable on construction sites and in industrial plants.

The petrochemical sector also plays an important role. People wishing to work in refineries, fuel terminals or chemical plants often need to hold specialist SOG certificates, which are required for carrying out high-risk work, such as operating aerial work platforms, forklift trucks or telescopic handlers.

Of course, warehouses and logistics centres still employ thousands of staff, but they are only part of a much larger labour market. Today’s Netherlands offers employment opportunities for both those starting their careers and qualified specialists with experience and the relevant qualifications.

Myth 6: Dutch driving licences are only valid in the Netherlands

Speaking of career opportunities, many people believe that gaining additional qualifications only makes sense if they plan to stay in the Netherlands permanently. In practice, however, many certificates are also recognised abroad.

One example is IPAF, the international certificate for aerial work platform operators. These qualifications are recognised in many European countries and often represent an additional asset when looking for work.

Similarly, VCA and SCC, which confirm knowledge of health and safety at work, are recognised in various European countries, including Belgium, Germany and Poland.

This means that by gaining the relevant qualifications, you are investing not only in your current job in the Netherlands, but also in future career opportunities in other countries.

Myth 7: “Without knowing the language, I won’t be able to find a good job in the Netherlands”

This is one of the myths that effectively discourages many people from taking up employment in the Netherlands. Many people believe that without a knowledge of Dutch, finding a job is practically impossible.

In reality, the Dutch labour market is one of the most international in Europe. Many companies employ people from various countries, and English is often the primary language of communication. This applies, amongst other sectors, to logistics, warehousing, manufacturing, transport, construction and parts of the technical sector.There is also no shortage of self-employed professionals (ZZP) who have been working in the Netherlands for years, using either their native language or English, or communicating with clients and colleagues at a very basic level.

This does not mean, however, that knowledge of Dutch is unimportant. It makes everyday life easier, facilitates dealings with public authorities, improves career prospects and opens up access to a wider range of job opportunities.

The good news is that learning Dutch in the Netherlands does not always involve expensive courses. Many libraries run programmes to support language learners, such as Taalcafé (language cafés), where you can practise conversation in a relaxed atmosphere with volunteers and other participants. Taalmaatje programmes are also popular; these pair a language learner with a volunteer who meets up regularly for conversation and practice. For many foreign nationals, this is the first step towards overcoming the language barrier and gaining confidence in everyday situations.

Myth 8: When working through an agency, the company I work for is my employer

Many employees assume that, since they carry out their duties every day in a warehouse, factory or logistics centre belonging to a particular company, that company is their employer.

In reality, this is not always the case.

If an employee is employed by a temporary work agency (uitzendbureau), it is the agency that is their formal employer. The company where the employee carries out their duties is merely the place of work.

This means that the agency is responsible for:

• payment of wages
• employment contracts
• administration and documentation
• tax returns

Therefore, any issues relating to remuneration or the terms of the contract should first be clarified with the agency.

Myth 9: All employment agencies are dishonest

Stories about problems with employment agencies can be found on almost every online forum. On this basis, many people conclude that all agencies operating in the Netherlands try to exploit their workers.

The reality is quite different. The Dutch temporary labour market is regulated and supervised, and many agencies operate in accordance with strict industry standards. Some of them are certified and belong to organisations such as the ABU, NBBU or SNA, which require their members to comply with specific rules regarding employment, pay and working conditions.

Of course, as in any industry, there are also companies that operate dishonestly. However, this does not mean that the entire market operates in the same way.

Before entering into a working relationship, it is worth checking whether the agency is registered with the KVK (Dutch Chamber of Commerce), holds an SNA certificate, or is a member of the ABU or NBBU. Reviews posted by other employees on Google, Indeed or Glassdoor are also a good source of information.

Spending a few minutes checking the company’s credentials can save you a lot of trouble in the future.

Myth 10: When you’re abroad, you’re on your own

For most people, going abroad to work brings with it the fear that, should any problems arise, they will have to cope on their own. In reality, there are many institutions, organisations and communities in the Netherlands that support foreign workers.

Help is available from, amongst others:

• Juridisch Loket – an organisation offering basic legal aid,
• FNV and CNV – trade unions supporting workers,
• Nederlandse Arbeidsinspectie – the Dutch Labour Inspectorate, which monitors employment conditions,
• FairWork – an organisation helping people who have experienced abuse or exploitation in the workplace.

It is also worth bearing in mind that there are numerous expatriate communities in the Netherlands. Poles, Romanians, Bulgarians, Lithuanians and people of many other nationalities form online groups, community organisations and local communities where you can obtain practical information, advice and support.

An increasing number of towns and cities are also organising social events, meetings for new residents and programmes to support people starting a new life and career in the Netherlands.

Summary

Most myths about working in the Netherlands stem from a lack of knowledge of the regulations, stories from many years ago, or isolated experiences which, over time, come to be regarded as universal truths.

The reality, however, is far more complex. The Dutch labour market is based on clearly defined rules, and knowing your rights and obligations helps you avoid many misunderstandings and make informed career decisions.

Whether you’re just planning to start working in the Netherlands or have been here for many years, it’s worth investing in your qualifications. Certificates such as VCA, forklift truck licences, telescopic handler licences, aerial work platform licences or SOG training can open the door to new career opportunities and better-paid jobs.