Rights, Work & Belonging
Build a more secure long-term life in the Netherlands with clear guidance on work rights,
foreign diplomas, housing, and where to get help when something feels unfair.
Clear explanations | Trusted support | Based on official information
Know your rights at work
Understand the rules that shape your employment and know when to ask for help..
Your employment contract contains agreements about your job, salary, working hours and other employment conditions.
In many sectors, a CAO (collective labour agreement) sets additional rules about pay, allowances, leave and working conditions. When a CAO applies to your employment, your employer must follow its rules.
Check whether your contract includes:
- The name of your employer and your job title
- Your start date
- The type of contract and its duration
- Your agreed working hours
- Your salary and any allowances
- Your holiday entitlement and holiday allowance
- Your probation period, if applicable
- Your notice period
- The CAO that applies to your work, if any
- The rules about changing or ending your contract
Tip: Keep a copy of your signed contract and check which CAO applies to your sector. When something is unclear, ask your employer, trade union or a trusted legal organisation for advice.
Your employer must pay the salary agreed in your employment contract or CAO.
Your pay may not be lower than the statutory minimum wage that applies to your age. Employees aged 21 and over are entitled to the full statutory minimum wage; younger employees may receive the minimum youth wage. Minimum-wage amounts can change, so always check the current official rate.
Your employer must provide a payslip showing how your pay has been calculated. You can use it to check whether your salary and deductions are correct.
Check your payslip for:
- Your gross salary before tax and deductions
- Your net salary paid into your bank account
- The number of hours you were paid for
- Your hourly wage or agreed salary
- Overtime, bonuses or other allowances
- Holiday allowance you have built up
- Tax, pension and other deductions
- The statutory minimum hourly wage that applies to you
- The payment period and payment date
In most cases, holiday allowance is at least 8% of your gross salary. It is often paid once a year, usually in May or June, but your contract or CAO may provide for another arrangement. Your payslip should show how much holiday allowance you have built up.
Tip: Compare your payslip with your contract, recorded working hours and bank payment. Report mistakes to your employer as soon as possible and keep copies of your payslips. If you are paid less than the statutory minimum wage, seek advice or report the situation to the Netherlands Labour Authority.
Dutch law sets limits on working hours and gives employees the right to sufficient rest, breaks and holiday leave. Your employment contract or CAO may contain additional or more favourable arrangements.
Working hours and rest
For most adult employees:
- You may work no more than 12 hours in one shift
- You may work no more than 60 hours in one week, but not every week
- Over 16 weeks, you may work an average of no more than 48 hours per week
- After a working day, you normally have the right to at least 11 consecutive hours of rest
- You normally have the right to at least 36 consecutive hours of weekly rest
Different rules may apply to certain professions, night work, employees under 18, and employees who are pregnant or have recently given birth.
Breaks
- If you work longer than 5.5 hours, you are entitled to at least 30 minutes of break
- The 30-minute break may be divided into two breaks of 15 minutes
- If you work longer than 10 hours, you are entitled to at least 45 minutes of break
- Breaks may be divided into periods of at least 15 minutes
- Breaks are normally unpaid unless your contract or CAO says otherwise
Your CAO or workplace agreement may contain different break arrangements, but legal minimum protections still apply.
Holiday entitlement
Your statutory holiday entitlement is at least four times the number of hours you work each week.
For example:
- If you work 40 hours per week, you receive at least 160 holiday hours per year
- If you work 24 hours per week, you receive at least 96 holiday hours per year
Your contract or CAO may give you additional holiday hours. You also build up statutory holiday hours if you have a zero-hours contract.
Requesting holiday
You should request holiday from your employer. Your employer may only object when your absence would cause serious operational problems. In that situation, the employer should inform you in writing within two weeks and allow you to take the leave at another time.
Other types of leave
Depending on your situation, you may also have rights to:
- Pregnancy and maternity leave
- Partner leave
- Parental leave
- Short-term or long-term care leave
- Emergency leave
- Bereavement or special leave where provided by your CAO or contract
Each type of leave has its own conditions and rules about payment. Check your contract, CAO and the official information for your situation.
Important: A Dutch public holiday does not automatically give every employee a legal right to a day off. Check your employment contract or CAO to see which public holidays are free days in your workplace.
Tip: Keep your work schedule and record the hours, overtime, breaks and leave you take. If your working hours or rest periods do not follow your contract, CAO or the law, discuss this with your employer or ask a trusted organisation for advice
If you are unable to work because you are ill, follow your employer’s sickness-reporting procedure as soon as possible. Your employer may ask when you expect to return and whether temporary adjustments could help, but you do not have to explain your diagnosis or share private medical details.
When you report sick:
- Tell your employer that you are unable to work
- Follow the reporting method and deadline used by your workplace
- Provide a contact address or telephone number when reasonably needed
- Tell your employer whether you can attend necessary appointments
- Keep copies of relevant emails, letters and agreements
- Inform your employer when your situation or expected return date changes
Your salary during sickness
While you remain employed, your employer normally continues paying your salary for up to two years. The legal minimum is generally 70% of your salary. During the first year, the payment must normally be brought up to at least the statutory minimum wage; that minimum-wage guarantee does not automatically apply in the second year. Your employment contract or CAO may provide more favourable arrangements.
The company doctor
The bedrijfsarts, or company doctor, is independent and assesses how your health affects your ability to work. Your employer may not decide for themselves whether you are medically able to work.
The company doctor may advise about:
- Whether you are temporarily unable to work
- Which tasks you can still perform
- Whether your hours or duties should be adjusted
- Changes needed to your workplace
- The expected duration of your absence
- Steps that may support your return to work
The company doctor may give your employer practical advice about your ability to work, but may not disclose your diagnosis, treatment or private medical information without a lawful reason. You have the right to inspect your medical file.
You may also contact the company doctor about work-related health concerns before you become sick, without first asking your employer for permission.
Reintegration
Reintegration means working together to help you return to suitable work safely. Both you and your employer are responsible for cooperating with this process. Reintegration may involve returning gradually, working fewer hours, changing tasks, adapting the workplace or temporarily doing other suitable work.
For longer periods of sickness:
- Your employer normally informs the occupational health service or company doctor within one week
- By around week 6, the company doctor prepares a problem analysis
- Within two weeks after that analysis, you and your employer prepare a plan of action
- You and your employer normally review progress at least once every six weeks
- The plan may be updated when your health or work possibilities change
Protection from dismissal
As a general rule, an employer may not dismiss you because of sickness during the first two years of incapacity. Exceptions can apply, for example when an employee refuses without good reason to cooperate with reintegration or when an employment contract ends automatically. Seek legal advice if dismissal is discussed.
Tip: Attend appointments with the company doctor, keep copies of the problem analysis and plan of action, and record agreements about adjusted duties or working hours. When you disagree with medical advice, you may be able to request a second opinion through the company doctor.
Flexible work can include a temporary contract, an on-call contract, a zero-hours contract, a min-max contract or work through an employment agency. These contracts offer less certainty about future work, but you still have employment rights.
Temporary contracts
A temporary contract ends on the date stated in the agreement. Under the current chain rule, a temporary contract generally becomes permanent when you receive more than three successive temporary contracts or when successive temporary contracts continue for longer than three years. Different rules or exceptions may apply under a CAO or in certain sectors.
For a temporary contract lasting six months or longer, your employer must normally tell you in writing at least one month before it ends whether the contract will continue and, if so, under which conditions. This is called the aanzegtermijn.
Types of on-call contracts (there are three main types):
- On-call contract with a preliminary agreement: you may decide whether to accept an offered shift. A separate employment agreement begins when you accept it.
- Zero-hours contract: you have an employment contract but no guaranteed number of working hours.
- Min-max contract: your contract guarantees a minimum number of hours and sets a maximum number of hours for which you may be called.
Notice before a shift
Your employer must normally call you to work at least four days in advance, using a written or electronic message such as email or WhatsApp.
- If you receive less than four days’ notice, you normally do not have to accept the shift.
- If your employer cancels the shift or changes the hours within those four days, you normally remain entitled to payment for the original hours.
- A CAO may shorten the notice period.
Minimum payment for a short shift
You may be entitled to at least three hours’ pay each time you are called in, even when you work for only one or two hours.
This applies when:
- Your contract is for fewer than 15 hours per week and your working times are not fixed; or
- You do not have an agreed fixed number of hours, such as with a zero-hours or min-max contract.
When you regularly work more hours
After working for at least three months, you may ask your employer to recognise your average working hours as your normal contracted hours.
After 12 months on an on-call contract, your employer must offer you a fixed number of hours based on the average number of hours you worked during the previous 12 months. The offer must normally be made within one month. You may refuse it and remain an on-call worker, but your employer must make a new offer after every following 12-month period.
Working through an employment agency
When you work through an uitzendbureau, the employment agency is normally your employer and pays your wages, while you carry out work for another company.
Check whether your agreement includes:
- A zero-hours or on-call arrangement
- A temporary employment clause, or uitzendbeding
- The phase of your agency contract
- Which CAO applies: usually the ABU or NBBU CAO
- What happens when the assignment ends
- How sickness, wages and notice are handled
A temporary employment clause may allow the agreement and wage payments to stop when the client company ends the assignment. Employment-agency agreements follow special phase rules, with greater security generally developing over time.
Your rights still apply
Flexible workers are still entitled to rights such as:
- The applicable minimum wage
- Holiday allowance
- Paid holiday hours
- Breaks and rest periods
- A payslip
- Safe working conditions
- In some situations, continued payment or sickness benefit when ill
For detailed information about these subjects, open:
Salary, payslip, minimum wage and holiday allowance
Working hours, breaks and leave
Sickness, the company doctor and reintegration
Important change from 2028
New legislation has been approved that will replace most zero-hours and traditional on-call contracts with bandwidth contracts from 1 January 2028. These contracts will include a guaranteed minimum number of paid hours and a maximum range of up to 30% above that minimum. Exceptions will remain for certain side jobs, including those held by students, school pupils and people above the state-pension age. Until the new rules take effect, the current rules described above continue to apply.
Tip: Keep copies of your contract, schedules, messages about shifts and records of all hours worked. Check your CAO because it may contain additional or different rules
Your employer cannot dismiss you without following the applicable dismissal rules. The correct procedure depends on the reason for dismissal, your type of contract and whether you and your employer agree to end the employment.
When an employer wants to dismiss you
An employer normally needs a valid reason. Depending on the situation, the employer may need permission from UWV or a decision from the district court.
UWV handles dismissal requests mainly when:
- The employer has business or economic reasons, such as a reorganisation
- The employee has been unable to work for more than two years because of illness
Other personal grounds, such as serious underperformance, culpable conduct or a severely damaged working relationship, are normally considered by the district court.
Your employer’s notice period
For a permanent contract, the statutory notice period generally depends on how long you have worked for the employer:
- Less than 5 years: 1 month
- Between 5 and 10 years: 2 months
- Between 10 and 15 years: 3 months
- 15 years or longer: 4 months
A different notice period may apply when your contract or CAO contains a valid alternative arrangement. After an UWV dismissal procedure, part of the procedure time may be deducted, but at least one month of notice must normally remain.
When you resign yourself
With a permanent contract, the employee’s statutory notice period is normally one calendar month, unless a valid different period is stated in the contract or CAO. During the notice period, you remain employed and normally continue working.
A temporary contract usually ends automatically on the agreed end date. You or your employer can only end it earlier when the contract contains an early-termination clause or another legal route applies.
Ending employment by mutual agreement
Your employer may ask you to sign a settlement agreement, also called a vaststellingsovereenkomst or beëindigingsovereenkomst.
Before signing, check:
- Who proposed the termination
- The reason for ending the employment
- The final working date
- Whether the correct notice period is respected
- Your final salary, holiday allowance and unused holiday hours
- Whether a dismissal payment is included
- What happens to company property, pension and other benefits
- Whether the wording protects your possible right to unemployment benefit
Do not sign immediately when you do not understand the agreement. After signing, you normally have 14 days to cancel it in writing without giving a reason. If the agreement does not mention this cooling-off period, it becomes 21 days.
Transition payment
When your employer dismisses you or decides not to renew your temporary contract, you are usually entitled to a transition payment (transitievergoeding). The amount depends mainly on your salary and length of employment. Exceptions apply, including some cases involving serious culpable conduct by the employee.
You do not normally receive a transition payment when you resign yourself, unless your resignation results from seriously culpable behaviour by the employer.
Dismissal during a probation period
During a valid probation period, either side may end the contract immediately without a notice period. If the other party asks, the reason must be provided in writing. A probation period is only valid when it follows the legal rules and is agreed in writing.
Immediate dismissal
Immediate dismissal, or ontslag op staande voet, is reserved for an urgent and serious reason. The employer must tell you the reason immediately. The contract and salary payments can stop at once, and your entitlement to unemployment benefit may be affected. Seek legal advice immediately if this happens because strict deadlines can apply when challenging the dismissal.
Changes to your contract
Your contract records agreements about matters such as your job, salary, working hours and workplace. Check your employment contract and CAO carefully before agreeing to a change.
When your employer proposes a change:
- Ask for the proposal and reason in writing
- Check whether your contract contains a clause about changing employment conditions
- Check whether a CAO applies
- Ask how the change affects salary, hours, duties, pension and allowances
- Do not sign until you understand the consequences
- Keep copies of the proposal and your response
When you want to change your own working hours, you may submit a written request if you meet the legal conditions. The employer must consider the request and needs a substantial business or service reason to refuse it.
When you disagree
Try to raise the issue with your employer in writing first. If the disagreement cannot be resolved, you may ask for support from:
- A confidential adviser
- The works council
- A trade union
- Het Juridisch Loket
- A legal-expenses insurer or employment lawyer
A court may ultimately need to decide the dispute.
Tip: Do not resign or sign a settlement agreement while you are sick without first obtaining legal advice. Doing so may affect your right to continued salary, sickness benefit or unemployment benefit. Keep all letters, emails, contracts and proposed agreements
Everyone has the right to a workplace that is safe, healthy and respectful. This applies whether you have a permanent, temporary, on-call or agency contract.
Your employer is responsible for identifying workplace risks, providing clear safety instructions and taking reasonable measures to protect employees.
A safe workplace should include:
- Clear instructions about workplace risks
- Safe and properly maintained equipment
- Necessary protective clothing or equipment
- Training for tasks that could be dangerous
- Reasonable working conditions and sufficient rest
- Procedures for reporting accidents or safety concerns
- Protection from bullying, harassment, discrimination and aggression
You also have a responsibility to follow safety instructions, use equipment correctly and report dangerous situations.
When something feels unsafe or disrespectful:
- Report it to your supervisor or employer
- Follow your workplace’s safety or complaints procedure
- Contact the prevention officer, confidential adviser, works council or trade union when available
- Keep a brief written record of what happened
For detailed guidance about discrimination, harassment, exploitation, underpayment or reporting a serious problem, go to Unfair & Injustice Support.
Tip: You do not have to accept dangerous work without proper instructions, training or protection. Raise concerns as early as possible and ask for independent advice when the issue is not resolved.
Official sources
Employment contract — Rijksoverheid
Minimum wage and holiday allowance — Rijksoverheid
Holiday entitlement — Rijksoverheid
Safe and healthy work — Arboportaal
Employment contracts and conditions — Work in NL
Related guidance
Looking for a job or retraining?
Go to Work support
Underpaid, unsafe or discriminated against?
Go to Unfair Treatment & Support
Who can help with work-rights questions?
Find support for work and career
Know where to get practical help with finding a job, changing direction, building skills or returning to work.
Werkcentrum is a central place for questions about work, career development and training. It brings together organisations such as municipalities, UWV, employers, trade unions, SBB and education providers.
You can contact Werkcentrum when you:
- Are looking for your first job in the Netherlands
- Want to change jobs or career direction
- Need help identifying your skills
- Want advice about training or retraining
- Need support with applications
- Are unsure which organisation can help you
International workers are also welcome. The service is free, confidential and without obligation. An adviser can discuss your situation and connect you with the most suitable organisation or local service. The exact support available may differ by region.
Before contacting Werkcentrum, prepare:
- Your current CV, if you have one
- Information about your education and work experience
- The type of work you are looking for
- Questions about any difficulties you are experiencing
- Information about training or support you may need
Tip: You do not need to know exactly which organisation to contact. Start by explaining your situation to Werkcentrum, and they can help you find the right next step.
Werk.nl is UWV’s employment website. It connects jobseekers with employers and provides vacancies, labour-market information and practical guidance about applying for work.
You can use Werk.nl to:
- Search vacancies by occupation, location or keyword
- Learn how to prepare a CV
- Find guidance about application letters
- Prepare for job interviews
- Learn how to use your professional network
- Access online webinars and training
- Place your CV in your Werkmap, where available
Werk.nl currently lists hundreds of thousands of vacancies. Placing your CV in the Werkmap may also allow registered employers to find your profile.
UWV may provide additional support if you receive an unemployment, sickness or disability-related benefit. Depending on your situation, this may include reintegration guidance, training or help returning to work.
When you receive a UWV benefit:
- Attend appointments with your adviser
- Report changes in your work or income
- Keep evidence of your job-search activities when required
- Discuss courses or training before registering
- Ask how work or study may affect your benefit
Tip: Use Werk.nl for vacancies and practical application guidance. Contact UWV directly when your question concerns a benefit, reintegration or an agreement with your UWV adviser.
Recruitment agencies help employers find suitable candidates. Some work across many occupations, while others specialise in areas such as technology, healthcare, finance, administration or logistics.
A recruitment agency may:
- Search for vacancies that match your experience
- Introduce your profile to employers
- Explain what an employer is looking for
- Arrange interviews
- Give feedback about your CV or interview
- Contact you about future vacancies
When a company hires you directly, your employment contract is normally with that company. However, agencies can offer different types of arrangements, so always ask who your legal employer will be before accepting an offer.
Before registering with an agency, check:
- Which sectors and occupations it specialises in
- Whether it has a professional website and contact details
- Whether the company is registered with the Dutch Chamber of Commerce
- How it will store and share your personal information
- Whether the vacancy is direct employment, secondment or agency work
- Who will pay your salary
- What contract and working hours are being offered
Vacancies in the Netherlands can be found through employers, online job platforms, professional networks and employment agencies. Using several reliable channels can improve your chances of finding suitable work.
Tip: Register with a small number of agencies that are relevant to your profession rather than sending the same CV to every agency. Keep track of which agencies may share your profile with employers.
A temporary employment agency helps you find work at another company. The agency is normally your legal employer, signs the employment contract with you and pays your salary. You perform the work at the agency’s client company.
Temporary agency work can provide a practical way to:
- Gain Dutch work experience
- Enter a new occupation or sector
- Find short-term or seasonal work
- Begin working while searching for a longer-term position
- Build professional contacts
Before starting, ask the agency for written information about:
- Your job and workplace
- Your hourly wage and allowances
- Your expected working hours
- The length and type of contract
- The CAO that applies
- Travel, housing or other deductions
- What happens when the assignment ends
- Whether the contract contains an uitzendbeding
Temporary agency workers have rights concerning pay, working hours, breaks and holiday entitlement. Their employment conditions should generally correspond with those of comparable employees at the company where they work.
Agency contracts can contain special rules, particularly during the first phase of employment. Read the contract before signing and ask for an explanation of anything you do not understand.
Tip: For detailed information about pay, agency contracts, sickness and temporary-employment clauses, open the Work rights tab.
Municipalities are responsible for helping certain residents who need support to enter or return to the labour market. This particularly applies to people receiving social assistance and people who cannot find work without additional help under the Participatiewet.
Depending on your circumstances and municipality, support may include:
- Personal job-search guidance
- CV or application workshops
- Career or skills assessments
- Training or language-and-work programmes
- Work experience
- Job coaching
- Workplace adjustments
- Supported employment
- Help finding volunteer work as a step towards participation
- Referral to another local organisation
The exact programmes and eligibility conditions differ between municipalities. Some services are available only to particular groups or to people receiving a benefit.
If you fall under the Civic Integration Act 2021, your municipality may also combine Dutch-language learning with participation, education or work experience as part of your personal integration plan.
Where to start:
- Check the work-and-income section of your municipality’s website
- Contact your municipal adviser if you receive social assistance
- Ask your local Werkcentrum about available programmes
- Check the Newcomer Circle NL City Guide for local organisations and activities
Tip: Ask whether a programme is free, who is eligible, how long it lasts and whether participating affects your benefit or other obligations.
A strong job search involves more than sending the same CV to many employers. Your application should clearly show how your skills and experience match the vacancy.
Improve your CV
- Put your most relevant and recent experience first
- Use clear job titles and short descriptions
- Include skills that match the vacancy
- Mention relevant language abilities, certificates and licences
- Adjust your CV for each type of position
- Keep the layout simple and easy to read
Improve your application
- Read the vacancy carefully
- Identify the most important requirements
- Explain why you want the position
- Give examples that show your relevant skills
- Check spelling, names and contact details
- Save a copy of every application
Prepare for interviews
- Learn about the organisation
- Prepare examples from your experience
- Practise explaining your strengths
- Prepare questions for the employer
- Check the location or online meeting link in advance
Build your network
Your network can include former colleagues, classmates, neighbours, community contacts and people in your professional field. Tell trusted contacts what kind of work you are seeking, attend career events and connect with relevant people through LinkedIn or professional groups. Werk.nl provides official guidance about CVs, interviews, networking and application letters, as well as online training on these topics.
Learning Dutch can also increase your employment opportunities, even when English is sufficient for some jobs. Look for language coaching, workplace-Dutch courses or local conversation programmes when language is limiting your job search.
Tip: Keep a simple application tracker with the vacancy, organisation, date, contact person, response and next action. This makes it easier to follow up and understand which approach produces results.
Official sources
Government.nl: Working in the Netherlands
Related guidance
Do you want to use a foreign qualification?
Go to Foreign diplomas
Questions about your contract, salary or working conditions?
Go to Work rights
Relevant organisation(s) or institution(s)
Understand and use your foreign diploma
Find out whether your profession is regulated, whether you need a credential evaluation, and which organisation can help you use your qualification for work or further study in the Netherlands.
Before requesting a credential evaluation, first check whether your profession is regulated in the Netherlands.
A regulated profession is a profession for which Dutch law requires specific qualifications, professional recognition or registration before you may work under that professional title. Examples include certain healthcare professions and teaching roles.
Use the EU Regulated Professions Database to search for your profession. Select the Netherlands as the country where you want to work. The database will show:
- Whether the profession is regulated
- Which Dutch authority is responsible
- Which recognition procedure may apply
- Where to find further information
If your profession is regulated, contact the listed competent authority before applying through IDW. The authority will explain which documents, language skills, registration or additional requirements apply to your situation. The route may differ depending on where you obtained your qualification.
If your profession is not regulated, you normally do not need formal professional recognition to work in that occupation. An employer may still ask for a credential evaluation to understand the Dutch education level comparable to your diploma. Other requirements, such as a valid residence or work permit, may still apply separately.
Tip: Search for the actual profession you want to practise, not only the name of your diploma. Professional titles and education programme names can differ between countries.
A credential evaluation compares your foreign diploma with the Dutch education system. It explains which Dutch education level is comparable to the qualification you completed abroad.
A credential evaluation can be useful when:
- An employer asks what Dutch level your diploma represents
- Your diploma title is unfamiliar in the Netherlands
- You want to explain your educational background more clearly
- An organisation asks for an official comparison
- You are still exploring work or study options in the Netherlands
For most non-regulated professions, a credential evaluation is not automatically required. Ask the employer or organisation whether they need one before submitting a paid application.
A credential evaluation is not the same as professional recognition. It does not give permission to work in a regulated profession. It also does not guarantee admission to a study programme, an exemption, a particular job or a specific salary level. It is an official comparison, but its conclusion is advisory and not legally binding.
IDW evaluates one diploma per application. When you have several qualifications, consider which diploma is most relevant to your intended job or study route before applying.
Tip: Check whether the employer, educational institution or professional authority can assess your diploma directly. You may not need to request your own evaluation.
IDW is the central online application service for international credential evaluations in the Netherlands. Nuffic and SBB are the appointed expertise centres that carry out the evaluations, depending on the type and level of qualification.
You apply by creating a My IDW account, completing the online form and uploading the requested documents.
For a standard application, prepare colour copies of:
- The diploma or certificate you want evaluated
- The corresponding grade list or complete diploma supplement
- A valid passport, identity card or residence permit
- Any additional documents required for the country where you studied
When the documents are not issued in Dutch, English, German or French, IDW normally requires a sworn translation. Upload both the original-language document and the translation. Country-specific requirements may also apply, so check the IDW document list before submitting the application.
You normally upload scans through My IDW. Do not send original, certified or legalised documents by post unless IDW specifically asks you to do so. One diploma is evaluated per application.
After submitting the application, follow its status through My IDW and respond when IDW requests further information. When the evaluation is ready, you can download the digitally signed document from your account.
Tip: Check all names, dates and document pages before submitting. Incomplete or unclear documents can delay the evaluation.
When your profession is regulated, follow the procedure of the competent professional authority. An ordinary IDW credential evaluation does not replace this recognition process.
For healthcare professions, begin with the foreign-diploma information and advice tools provided by the BIG-register. Your qualification must be officially recognised before you can register for a profession for which BIG registration is required. The applicable procedure depends partly on the profession and where the diploma was obtained. Dutch-language proficiency and other evidence may also be required.
For teaching, DUO handles applications for recognition of foreign teaching qualifications. To work indefinitely as a teacher in the Netherlands, you normally need recognition of your professional qualification. Temporary or occasional teaching follows a different notification route.
Other regulated professions have their own competent authorities. Use the EU Regulated Professions Database to find the organisation responsible for your profession and ask it about:
- The recognition procedure
- Required diploma documents
- Proof of professional experience
- Language requirements
- Possible tests or adaptation periods
- Registration and professional-title rules
Do not begin with IDW unless the competent authority tells you that a credential evaluation is part of the procedure.
Tip: Start the recognition process early. Some procedures involve several stages and may require documents from educational institutions or authorities in the country where you qualified.
For a non-regulated profession, the employer normally decides whether your education, knowledge and experience are suitable for the position. A credential evaluation can help the employer understand the Dutch level comparable to your diploma, but it does not assess your complete professional profile.
When applying, include information that helps the employer understand your background:
- The original name of your qualification
- The country and institution where you studied
- The subject or professional field
- The duration of the programme
- Relevant subjects, projects or practical training
- Professional licences or certificates
- Work experience connected to the vacancy
- Dutch and other language abilities
When you have a credential evaluation, mention the comparable Dutch education level in your CV. Keep the original diploma title as well, so you do not present the evaluation as a Dutch diploma that you actually obtained.
A credential evaluation compares education levels. It does not evaluate all your work experience, personal skills, professional network or ability to perform a particular job. Explain these separately through your CV, motivation letter, portfolio and interview.
You can also use Nuffic’s country information to understand how qualifications from your education system are generally compared with Dutch qualifications.
Tip: Translate unfamiliar course names into clear descriptions of what you learned and what you can do. Employers often understand practical skills more easily than foreign programme titles.
When you want to study in the Netherlands, contact the Dutch school, university or training provider before requesting your own credential evaluation.
The educational institution makes the final decision about:
- Admission to the programme
- Whether your previous education meets the entry requirements
- Possible exemptions
- Additional subjects or bridging programmes
- Language requirements
- Other selection conditions
Most Dutch educational institutions can obtain advice about the level of a foreign diploma themselves. A personal IDW credential evaluation is therefore not always necessary.
A credential evaluation may be useful when you have not yet chosen an institution or programme and want a general indication of the Dutch level comparable to your qualification. However, the evaluation remains advisory. It does not create an automatic right to admission, exemptions or entry into a particular study year.
Before contacting an institution, prepare:
- Your diploma and grade list
- A diploma supplement, when available
- Course descriptions or a syllabus
- Information about the duration and level of the programme
- Proof of relevant work or practical experience
- Available translations
- Evidence of language proficiency when requested
Ask the institution exactly which documents it needs and whether it will assess the diploma itself.
Tip: Do not pay for a credential evaluation until the educational institution confirms that it is needed or useful for your application.
Official sources
Regulated professions European Commission
Foreign healthcare diploma — BIG-register
Quick note:
- Not every profession needs recognition
- IDW gives a credential evaluation, not permission to practise a regulated profession.
- employers may still ask to understand your Dutch qualification level.
Relevant organisation(s) or institution(s)
Know what to check when renting a home
Understand your rental contract, housing costs, repairs and where to get help when something is not right.
Your landlord should give you a written rental agreement and clear information about your rights and responsibilities. Since 1 July 2024, a contract for an indefinite period is the normal form of rental contract. Temporary contracts are permitted only in specific situations.
Before signing, check:
- The name and contact details of the landlord
- The full address of the property
- The starting date of the tenancy
- Whether the contract is permanent or temporary
- The end date and reason for a temporary contract
- The basic rent, separate from service costs
- Which utilities and services are included
- The amount of the deposit
- The notice period
- Rules about pets, guests, shared spaces or subletting
- Whether furniture or other items are included
- Whether you can register at the address with the municipality
Walk through the property with the landlord before moving in. Ask for an inspection report describing its condition, and take dated photographs of existing damage, furniture, meter readings and keys. This can help prevent disagreement when you later move out.
Do not rely only on verbal promises. Ask for important agreements and changes to be confirmed in writing.
Tip: Keep the signed contract, inspection report, photographs, payment records and all correspondence with your landlord
Your total monthly payment may include different parts:
- Basic rent for use of the home
- Service costs for additional services
- Gas, water or electricity
- Furniture or other agreed facilities
The contract should clearly separate the basic rent from the additional costs. This is important because rent rules and deposit calculations are generally based on the basic rent.
For rental contracts starting on or after 1 July 2023, the deposit may be no more than two months’ basic rent. When the tenancy ends, the landlord should normally return the deposit within 14 days. If the landlord makes permitted deductions, the remaining amount should be returned within 30 days, together with an explanation.
A landlord may deduct from the deposit only for matters such as:
- Unpaid rent
- Unpaid service costs
- Damage for which the tenant is responsible
- An unpaid energy-performance charge, when applicable
Service costs must relate to services that were actually provided. The landlord must normally send an annual statement before 1 July showing:
- How much you paid in advance during the previous year
- The landlord’s actual costs
- Whether you must pay an additional amount
- Whether you should receive money back
Ask to see the underlying invoices when an amount is unclear. If the landlord does not provide a statement or you disagree with it, first ask for an explanation or correction in writing. The Huurcommissie may be able to assess the costs if the problem remains unresolved.
You can also use the Huurcommissie’s rent-price check to see whether the basic rent fits the official points system. Deadlines and available procedures depend on the type of property and the date of the contract, so check this soon after moving in.
Tip: Pay by bank transfer whenever possible and write the payment purpose clearly, such as “deposit” or “rent May 2026.”
The landlord is responsible for maintaining the property and repairing major problems. Tenants are generally responsible for smaller everyday repairs and for taking reasonable care of the home.
Problems that may need to be reported include:
- Serious leaks
- Mould caused by a structural problem
- Unsafe electrical installations
- Broken heating
- Damaged windows or doors
- Sewage problems
- Fire hazards
- Serious damage to the roof, walls or floors
Report the problem to the landlord in writing. Explain what is wrong, include photographs and ask when it will be repaired. Keep a copy of your message.
For serious defects, the Huurcommissie advises tenants to first notify the landlord and normally allow six weeks for the problem to be resolved. If the landlord does not act, the Huurcommissie may be able to assess the defect and, in some situations, temporarily reduce the rent until repairs are completed.
Your landlord may not enter your home whenever they choose. They normally need your permission, except in an emergency or another situation permitted by law. Visits for inspections or repairs should be arranged with you.
If there is an immediate danger, such as a serious fire, gas leak or life-threatening situation, leave the property when necessary and call 112.
Tip: Do not report important repair problems only by telephone. Follow up in writing so you have evidence of what was reported and when
An employer or temporary employment agency may arrange accommodation for you. However, your employment agreement and rental agreement must be separate documents. Since 1 July 2023, they may not be combined into one contract.
Before moving in, ask for written information about:
- Who the landlord is
- The address and type of accommodation
- The basic rent and additional costs
- How many people share the property
- Which facilities are included
- Whether housing costs are deducted from your salary
- The notice period
- What happens to the accommodation when your job ends
- How and where you can report housing problems
- Whether you can register at the address
Do not assume that losing your job automatically means you must leave immediately. Equally, do not assume that you can remain indefinitely. The rental contract, its notice rules and your individual circumstances determine what happens. Seek advice before signing an agreement or leaving the accommodation.
When housing costs are deducted from your salary, check the deduction on every payslip. Rules about housing deductions are changing and the amount that may be deducted is gradually being reduced, so check the current Work in NL guidance.
The accommodation must still be safe and in good condition. Report fire hazards, overcrowding, broken facilities or other unsafe conditions to the landlord or housing provider.
Tip: Keep copies of both contracts, your payslips and messages about the accommodation. For detailed employment-contract and salary information, open the Work rights tab.
Begin by describing the problem to the landlord in writing. State what happened, what you want the landlord to do and when you expect a response.
The correct organisation depends on the problem.
Contact the Huurcommissie when the disagreement concerns matters such as:
- The amount of the rent
- A rent increase
- Service costs
- Serious maintenance problems
- The initial rent under the points system
The procedures available can depend on your housing sector, the issue and the date your contract began.
Contact your municipality’s landlord-reporting office when the landlord may have broken the Good Landlordship Act, for example by:
- Failing to provide a written contract or required information
- Charging a deposit above the legal maximum
- Charging unreasonable service costs
- Intimidating or threatening a tenant
- Discriminating against a tenant or housing applicant
Every municipality has had a reporting office for undesirable landlord behaviour since 1 January 2024. The municipality may investigate and take enforcement action when the legal rules have been broken.
For a legal disagreement about ending a tenancy, eviction, contract terms or financial claims, contact Het Juridisch Loket, a tenant organisation or a housing lawyer.
For detailed help with discrimination, intimidation or exploitation, open the Get help with unfair treatment tab.
Tip: Keep the contract, payment records, photographs and all communication. A clear timeline makes it easier for an organisation to understand your case.
Use this guide to choose the right first contact.
- Immediate danger, fire, violence or a serious gas leak: move to safety and call 112.
- Serious maintenance or safety problem: report it to the landlord in writing and keep photographs.
- Rent, service-cost or maintenance dispute: contact the Huurcommissie.
- Excessive deposit, intimidation or failure to provide a written contract: contact your municipality’s landlord-reporting office.
- Legal questions about eviction or ending your contract: contact Het Juridisch Loket or a housing lawyer promptly.
- Local rent check or practical tenant support: contact your local huurteam, where available.
- Housing discrimination: contact Discriminatie.nl and open the Get help with unfair treatment tab.
- Housing arranged through an employer or agency: contact a Work in NL Information Point.
- Housing-association property: first contact the housing association’s repairs or tenant-support service.
The Huurcommissie is an independent dispute-resolution body for disagreements about issues such as rent, maintenance and service costs. Municipal reporting offices deal with possible violations of landlord-behaviour rules. These organisations have different roles, so one may refer you to another.
Tip: When you contact an organisation, have your contract, address, landlord’s details, payment records and a short written description of the problem ready.
Official sources
Rijksoverheid: Step-by-step plan for tenants
Government.nl: Step-by-step plan for tenants
Your municipality: Landlord reporting office
Het Juridisch Loket: Renting and tenancy
Quick note:
- Do you have a written contract?
- How much is the deposit?
- What are the service costs?
- Are you registered at this address?
Relevant organisation(s) or institution(s)
When something feels unfair or unsafe
You have the right to be treated with dignity and respect. Use the topics below to understand what may be happening, preserve useful information and find the organisation that best fits your situation.
Discrimination means that someone is treated unequally, excluded or disadvantaged because of a personal characteristic, without a valid legal justification. Not every unpleasant or unfair experience is legally classified as discrimination, but it may still be inappropriate workplace behaviour.
Dutch equal-treatment law protects people against discrimination on grounds including:
- Race, ethnic background or skin colour
- Nationality
- Sex, pregnancy or gender identity
- Sexual orientation
- Religion or belief
- Political opinion
- Disability or chronic illness
- Age
- Marital status
- Full-time or part-time working hours
- A temporary or permanent employment contract
Protection applies to different stages of employment, including recruitment, selection, employment conditions, pay, promotion, training, treatment at work and dismissal. It also applies to groups such as applicants, employees, temporary agency workers, on-call workers, interns and volunteers.
Examples may include:
- Rejecting an applicant because of their origin or religion
- Asking discriminatory questions during recruitment
- Paying someone less for discriminatory reasons
- Refusing reasonable workplace adjustments for a disability
- Excluding an employee from opportunities because of pregnancy
- Making repeated racist, sexist or anti-LGBTQ+ remarks
- Treating temporary or part-time workers less favourably without a valid reason
Bullying, aggression, sexual harassment and other unwanted behaviour are also workplace-safety concerns. Employers must have policies aimed at preventing or limiting discrimination and other forms of psychosocial workplace harm.
You can:
- Write down what happened and when
- Check your employer’s complaints procedure
- Contact your manager, HR department or works council
- Speak to an internal or external confidential adviser
- Ask a trade union or anti-discrimination service for advice
- Submit a discrimination complaint to the Netherlands Institute for Human Rights when the case falls within its legal remit
A confidential adviser can listen, explain your options and support you through an internal complaint, but does not decide whether discrimination legally occurred.
Tip: When the person responsible is your manager or employer, or when raising the issue internally feels unsafe, contact an independent organisation first
You are entitled to legal minimum employment standards, safe working conditions and payment for the work you perform. Problems may involve incorrect wages, unlawful deductions, excessive working hours, dangerous conditions or more serious labour exploitation.
Possible warning signs include:
- Receiving less than the statutory minimum wage
- Not receiving a payslip
- Working hours missing from your pay
- Unexplained deductions for housing, transport or insurance
- Being required to work excessive hours without sufficient rest
- Working without necessary safety training or protection
- Being threatened for asking about your wages or rights
- An employer keeping your passport or identity document
- Being forced to surrender part of your salary
- Being prevented from leaving your job or accommodation
- Threats, violence, deception or coercion
Labour exploitation is a form of human trafficking. It can involve force, threats, violence, extortion or deception—for example, forcing someone to hand over wages or continue working against their will.
You can report underpayment, excessive hours, unsafe or unhealthy working conditions, illegal work and suspected labour exploitation to the Netherlands Labour Authority. Reports concerning exploitation may be made anonymously.
When money is owed to you:
- Compare your contract, hours, payslips and bank payments
- Ask the employer for a written explanation and correction
- Keep records of every shift and deduction
- Contact a trade union, FairWork or Het Juridisch Loket for support
- Report payment below the statutory minimum to the Labour Authority
The Labour Authority can inspect and enforce employment legislation. For an individual wage claim, you may also need legal support or assistance from a trade union. Work in NL specifically recommends legal or union help when wages are incorrect.
Tip: Do not give your original passport to an employer or agency to keep. If you or another person is in immediate danger, call 112.
A landlord, rental agent or housing provider may not discriminate when advertising accommodation, selecting tenants, setting conditions or managing a tenancy.
Housing discrimination may involve unequal treatment because of characteristics such as:
- Race or ethnic background
- Nationality
- Religion
- Sex
- Sexual orientation
- Disability or chronic illness
- Marital or family status
Examples may include:
- Refusing applicants from a particular nationality
- Applying different conditions because of someone’s origin
- Rejecting someone because they use a wheelchair
- Making discriminatory comments during a viewing
- Advertising that certain ethnic or religious groups are unwelcome
Landlords must use a clear and transparent selection procedure. They must explain in writing how applicants are selected and tell unsuccessful applicants why another candidate was chosen.
Intimidation is different from discrimination but is also prohibited landlord behaviour. Examples include threatening to end the tenancy, disconnect utilities or create problems because a tenant asks questions or files a complaint.
You can:
- Save the advertisement and selection criteria
- Keep emails, messages and application forms
- Write down statements made during calls or viewings
- Ask for the rejection reason in writing
- Report the situation to your municipality’s landlord-reporting office
- Contact Discriminatie.nl or your local anti-discrimination service
- Ask the Netherlands Institute for Human Rights whether it can assess the case
- Contact the police when threats or possible criminal conduct are involved
Municipalities can investigate breaches of the Good Landlordship Act and may issue warnings, fines or, in extreme cases, take over management of a property.
For problems involving rent, deposits, repairs or service costs rather than discrimination, open the housing rights tab.
Tip: Do not delete a rejected application immediately. The advertisement, messages and stated reason for rejection may later help an adviser understand what happened
Discrimination can also happen outside work and housing. Dutch equal-treatment legislation applies in various areas where goods or services are offered.
This can include:
- Schools and educational institutions
- Shops and restaurants
- Healthcare
- Banks and insurance services
- Sports clubs
- Public transport
- Entertainment venues
- Government or public services in certain circumstances
Examples may include being refused entry, receiving worse service or being excluded from education because of a protected personal characteristic.
It is important to distinguish between poor service and discrimination. Someone being rude, unhelpful or unfair does not automatically mean that equal-treatment law has been broken. The treatment must normally be connected to a protected characteristic and fall within an area covered by the law.
When something happens:
- Ask for the decision or reason in writing
- Save receipts, booking details, emails or messages
- Note the names of employees or witnesses
- Use the organisation’s complaints procedure
- Contact Discriminatie.nl for independent advice
- Ask the Netherlands Institute for Human Rights whether the case falls within its authority
Discriminatie.nl forwards reports to the appropriate regional anti-discrimination service. The service can explain options and assist with a discrimination report.
The Netherlands Institute for Human Rights can assess certain individual discrimination complaints involving employment and access to goods and services, including education, shops, public transport and housing. Its procedure is free, and its decisions are legally non-binding.
Tip: You may ask for advice even when you are unsure whether the experience legally counts as discrimination.
Clear information can help an adviser, reporting service or legal professional understand what happened. You do not need perfect evidence before asking for help, but preserve whatever is available.
Keep copies of relevant:
- Employment or rental contracts
- Vacancy or housing advertisements
- Payslips and bank statements
- Work schedules and records of hours
- Emails and letters
- Text messages and chat conversations
- Screenshots of online content
- Photographs or videos of unsafe conditions or damage
- Complaint forms and responses
- Medical or incident reports, when relevant
- Names and contact details of witnesses
Create a simple timeline that records:
- The date and approximate time
- Where the incident happened
- Who was involved
- What was said or done
- Who witnessed it
- What action you took afterwards
- How the organisation responded
Preserve original files where possible. Avoid editing screenshots or photographs, and store a backup somewhere you can still access if you lose access to a work account, telephone or accommodation.
When writing about what happened:
- Separate what you personally saw or heard from what someone else told you
- Use the exact words you remember when possible
- Mark anything you are unsure about
- Keep the description factual and chronological
Do not delay seeking support simply because some evidence is missing. Anti-discrimination services and advisers can help you determine what additional information may be useful.
Tip: After an important telephone call or meeting, write down what was discussed and send a short confirmation by email when appropriate.
The right organisation depends on what happened. You may contact more than one service when a situation involves several problems.
- Discrimination at work, in housing or daily life: contact Discriminatie.nl or your local anti-discrimination service.
- A formal assessment under equal-treatment law: contact the Netherlands Institute for Human Rights.
- Underpayment, excessive hours, unsafe work or labour exploitation: report it to the Netherlands Labour Authority.
- Exploitation of a migrant worker: contact FairWork for accessible information and support.
- Employment contracts, dismissal or wage claims: contact a trade union or Het Juridisch Loket.
- Housing intimidation or prohibited landlord behaviour: contact your municipality’s landlord-reporting office.
- Rent, service-cost or maintenance disputes: use the organisations listed under housing rights.
- Threats, violence or another possible crime: contact the police.
- Emotional, practical or criminal-process support after a crime or harmful incident: contact Slachtofferhulp Nederland.
- Immediate danger: call 112.
Discriminatie.nl accepts reports online, by telephone and through local offices.
The Netherlands Labour Authority accepts reports about unsafe, unhealthy and unfair work, including underpayment and labour exploitation.
FairWork provides direct assistance to migrant workers, explains employment rights and refers people to other services when another organisation is better suited.
For a non-emergency police matter, call 0900-8844. In an immediate emergency, call 112.
Slachtofferhulp Nederland supports victims of crimes, traffic accidents and disasters and can provide emotional help, practical assistance and guidance concerning criminal proceedings or compensation.
Tip: When you are uncertain where to begin, contact Discriminatie.nl for suspected discrimination, the Netherlands Labour Authority for unsafe or unfair work, or a local Work in NL Information Point for help identifying the appropriate route.
Official sources
Report discrimination — Discriminatie.nl
Report unfair, unsafe or unhealthy work — Netherlands Labour Authority
Netherlands Institute for Human Rights
Government.nl — Reporting discrimination
Work in NL — Reporting workplace problems
Quick note:
Not every unfair experience meets the legal definition of discrimination.
