Today, many companies employ remote workers across the globe, and the Netherlands — with its highly educated workforce and remote-friendly policies — is an attractive option for businesses seeking skilled international talent.
However, there are a few key Dutch employment laws, including the Flexible Working Act (Wet flexibel werken) and the Working Conditions Act (Arbowet), that companies must understand in order to compliantly hire and manage employees in the Netherlands.
Key takeaways:
- The Dutch government encourages remote and hybrid work because of the benefits it provides both employees and employers.
- Dutch employees who've worked for a company with at least 10 employees for at least six months have the legal right to request the ability to work remotely.
- Dutch employers must provide remote employees in the Netherlands with a safe and ergonomic workplace setup.
What Is the Flexible Working Act?
The Flexible Working Act is a Dutch law that was added to the Netherlands' Working Conditions Act in 2016 and allows employees in the country to formally request modifications to their:
- Working hours (increase or decrease)
- Work location (including remote work)
- Work schedule (adjusted start/end times)
Employees who have worked for a company with at least 10 employees for at least six months can formally request to work remotely. They can also request to set up a hybrid working schedule, as the Dutch government encourages hybrid work arrangements.
Dutch employees can request changes to their work hours, location, or schedule once a year. To make a request, employees must submit it at least two months before the desired start date for the change.
Employer Responsibilities for Remote Work Requests
Employers must respond to these requests in writing within one month of submission, either by approving the request, making necessary accommodations for the employee, or providing a valid reason for denial.
Employers aren't legally required to give reasonable accommodation or approve every employee's request to work from home. However, the government encourages employers to approve reasonable requests, and employers must have a good reason for denying a worker's request to work remotely.
Here are a few instances in which the Dutch government allows employers to deny an employee's request to work from home:
- If doing so would cause issues with the work schedule, such as disrupting shift workers
- If the employee's work requires access to documents or equipment only available in the office, or if they need to interact with co-workers or customers in person
- If the home workplace isn't a suitable location for their type of work, such as employees who must work in a laboratory environment
According to the Flexible Working Act, employees can also request to work partly from abroad; however, they can work only from a country within the European Union.
Employees working exclusively from home are still entitled to the same rights and benefits as in-office employees, including the right to disconnect. If an employee is authorized to work remotely, their employer can only revoke the approval if new factors are at play, such as updated company safety policies or changes to the employee's job responsibilities.
Ensuring a Safe and Healthy Remote Work Environment
Whether a Dutch employee works from home full-time or part-time, their employer must provide a safe workplace — just as they would at the office.
To accomplish this, employers must educate employees about working safely in a remote environment. This includes advising workers on creating an ergonomic home office setup and informing them of the rules for screen work.
Employers must also provide a risk inventory and evaluation (RI&E), which identifies risks and offers solutions, such as using proper equipment and maintaining good posture to avoid joint and muscle pain. The Netherlands Labour Authority may fine companies that don't have an RI&E plan.
According to the Working Conditions Act, employers have a general duty of care regarding remote workers. This means that Dutch employees who work from home must have a safe and ergonomic workplace setup, and employers must ensure that workers have the proper equipment, such as a laptop, monitor, ergonomic chair, etc.
However, a company isn't expected to fully replicate the office experience at an employee's home. For example, an employer isn't responsible for providing remote workers with home coffee machines.
Employers are permitted to monitor remote employees with tracking software, but they must explain why monitoring is necessary and inform employees beforehand what they plan to track and monitor.
How Employers Benefit from the Netherlands' Remote Work Regulations
The Netherlands' Flexible Working Act encourages companies to embrace hybrid and remote working arrangements not just as a perk to employees but as a strategic advantage for employers. The Act benefits employers in several ways, including:
- Providing cost savings: When more employees work from home, companies can downsize office space and reduce utility and office supply expenses. Dutch labor law recognizes that employees who work remotely incur additional costs, such as for heating, water, and yes, even coffee, so employers can reimburse these costs tax-free through a working-from-home reimbursement allowance known as thuiswerkvergoeding, which is EUR 2.40 per day as of 2025.
- Increasing productivity: Studies show that productivity has grown in numerous industries as remote work has expanded. In fact, more than 48% of companies cite increased productivity as a reason for allowing employees to work remotely.
- Improving employee retention, satisfaction, and health: When workers have the autonomy to shape where and how they work, they're more likely to stay loyal, motivated, and productive. This reduces turnover costs and helps companies maintain institutional knowledge. Hybrid and remote workers also require fewer sick days and report lower stress levels.
- Expanding the talent pool. Offering remote options makes it easier to attract top talent nationwide — and worldwide — without being limited by geography. This larger talent pool can give companies an edge, especially in competitive fields like tech.
Security Concerns: Ensuring GDPR Compliance for Dutch Remote Workers
Data privacy and security are critical in remote work, so the Dutch government provides guidance on ensuring work security and requires employers in the Netherlands to comply with the General Data Protection Regulation (GDPR).
This includes implementing encryption, ensuring secure network access, and conducting regular data backups. It also involves training remote workers on best practices like creating strong passwords, installing antivirus software, not leaving computers unattended, and avoiding public Wi-Fi.
Clear work policies on data access and storage and secure technologies like VPNs help protect sensitive company information from cyber threats.
For more information on ensuring data security and GDPR compliance for remote workers, check out the GDPR's guide to data protection and working remotely.
Hire and Manage Dutch Remote Workers With RemoFirst
Navigating remote work laws like the Netherlands' Flexible Working Act can be complex, but partnering with an Employer of Record can simplify hiring and managing Dutch employees.
At RemoFirst, we help companies hire employees in 185+ countries and contractors in 150+, ensuring full compliance with local labor laws. We manage everything from worker classification and payroll to taxes and statutory benefits, including health insurance.
Schedule a demo to learn more about how we can help you hire in the Netherlands.
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