Hiring foreign employees for temporary positions does not always have to be done through the recognised sponsor route.
Many employers believe that recognition by the IND is necessary, but there are actually various ways to bring employees from outside the EU to the Netherlands without this status.
For short-term work of less than 90 days, there are several routes available that may be quicker and easier than obtaining recognised sponsor status.
These alternatives give employers a little more flexibility in filling temporary vacancies, especially in sectors where specific expertise or seasonal labour is required.
Choosing the right permit route really depends on factors such as the length of stay, the nature of the work and the nationality of the employee.
By understanding the different options and procedures, companies can respond more quickly to temporary staff shortages and international collaborations.
When is an approved sponsor not required?
Not all residence permits for foreign workers require a recognised sponsor.
Employers can sometimes follow procedures without this official recognition, although this does entail some restrictions.
Difference between recognised and non-recognised sponsor
A recognised sponsor has received official recognition from the IND.
This means faster procedures and less paperwork for foreign employees.
Advantages of a recognised sponsor:
- Shorter processing times
- Fewer documents required
- Direct contact with the IND
- Option for certain types of permits
Non-recognised employers may still hire foreign workers.
They simply follow different procedures.
Situations without a recognised sponsor:
- EU citizens (no permit required)
- Employees with existing residence permits
- Certain temporary work permits
- Self-employed persons with their own permit
The procedures take longer and require more documents.
Employers must arrange all steps themselves without special status with the IND.
Restrictions and challenges for employers
Employers without recognised sponsor status face various practical challenges.
The processing time for permits is often considerably longer.
Key restrictions:
- Longer waiting times (8-12 weeks vs 2-4 weeks)
- More documents required
- No direct communication with the IND
- Limited types of permits available
The administrative burden is higher.
Employers collect and check all documents themselves.
Errors can quickly lead to delays or even rejections.
Practical challenges:
- More complex application processes
- Higher risk of document errors
- Less flexibility when changes are required
- No access to certain facilities
Foreign workers wait longer for their permits.
This does not exactly make it easier to plan the start date.
Permitted routes for temporary employment without a recognised sponsor
Employers without recognised sponsor status have three main routes for bringing foreign workers to the Netherlands on a temporary basis.
These routes differ in terms of requirements and are suitable for a variety of situations.
EU Blue Card and the requirements
The EU Blue Card offers a route for highly skilled workers from countries outside the EU.
This card is primarily intended for knowledge workers with specific qualifications.
Salary requirements
- At least 1.5 times the average gross annual income in the Netherlands
- For shortage occupations: minimum of 1.2 times the average gross annual income
Education requirements
Candidates must meet one of these requirements:
- A higher education diploma of at least 3 years
- 5 years of relevant work experience in a profession that requires a comparable level of education
Contract duration
The employment contract must be for a minimum of one year.
The employer must demonstrate that the position matches the employee’s level of education.
The application usually takes 2 to 4 weeks.
Foreign employees with an EU Blue Card can apply for a permanent residence permit after 2 years.
Intra-Corporate Transferee Scheme (ICT)
The ICT scheme applies to employees who are transferred within the same company from a foreign branch to the Netherlands.
This is only possible within multinationals.
Who is eligible
- Managers in supervisory positions
- Specialists with unique technical knowledge
- Employees who have been working for the company for at least 6 months
Salary limits
Managers must earn at least €58,000 per year.
Specialists must have a minimum salary of €43,000 per year.
Maximum duration
Managers may work in the Netherlands for a maximum of 3 years via ICT.
Specialists may stay for a maximum of 1 year.
The company must demonstrate that there is a genuine business relationship between the foreign and Dutch branches.
The transfer must serve a business purpose.
Working with an employment agency or intermediary
An employment agency can help find and place foreign employees.
This route works differently from direct recruitment.
Advantages of employment agencies
- The employment agency arranges work permits
- Less administrative burden for the employer
- Expertise in legislation and regulations
Dutch employment agencies
Dutch employment agencies place EU workers directly.
For employees from other countries, they also need a work permit.
Foreign employment agencies
Foreign employment agencies must register via the ‘Posted Workers’ system.
This applies to temporary work in the Netherlands.
The employer remains responsible for working conditions.
You must always check whether the employment agency has all the necessary permits.
Foreign workers employed through employment agencies are entitled to Dutch working conditions.
Different types of permits and procedures
For temporary workers from non-EU countries, there are two main routes: a work permit via the UWV or a combined permit that regulates residence and work.
The choice depends on the length of stay and the specific situation surrounding the work.
Work permit (TWV) and application process
The work permit is mandatory for employees staying in the Netherlands for less than 90 days.
The employer applies for this permit from the UWV.
The application process usually takes 2-5 weeks.
The employer must demonstrate that no suitable Dutch or EU employees are available.
Required documents:
- Employment contract
- CV of the employee
- Proof of labour market research
- Copy of the employee’s passport
The permit is valid for a maximum of 24 weeks per year.
The same rules apply to cross-border workers as to short stays.
The UWV checks whether the wage is in line with the market.
They also check whether the position is genuinely necessary for the company.
Combined residence and work permit (GVVA)
The GVVA combines a residence permit and a work permit in a single application.
This permit is mandatory for employees staying longer than 90 days.
The employer submits the application to the IND.
The processing time is usually around 90 days for new applications.
Specific positions that require a GVVA:
- Clergy
- Employees in arts and culture
- Specialists at international companies
- Goods delivery workers
The GVVA is valid for a maximum of one year.
It can be extended if you meet all the conditions.
The employer automatically becomes the sponsor.
This entails additional obligations in terms of administration and compliance with employment conditions.
Permit requirements for temporary work
Strict conditions apply to temporary work.
The work may not displace permanent Dutch employees from the labour market.
Key requirements:
- Competitive salary
- Proof of temporary nature
- No negative impact on the labour market
There is a special residence permit for seasonal work.
This is valid for a maximum of 90 days per year in the agricultural sector.
The international trade regulation provides a little more flexibility.
Employees of foreign companies can carry out temporary projects in the Netherlands.
All permits impose specific requirements in terms of wages and job description.
The employer must continue to comply with these conditions throughout the entire period of employment.
Recruitment process outside the European Economic Area
Employers must first seek candidates within the EEA before they are permitted to recruit outside Europe.
The UWV checks whether this obligation has been properly fulfilled before issuing a work permit.
Priority for candidates within the EEA
Dutch employers without recognised sponsor status must first search for personnel within the European Economic Area and Switzerland.
This rule applies to all positions for which there are no Dutch candidates.
The UWV assists employers in finding European personnel.
They work together with EURES, a European network of employment services.
Employers must demonstrate that they have actively searched within the EEA.
This means posting vacancies on relevant European platforms and channels.
Only when there are truly no suitable candidates within the EEA may an employer search outside Europe.
The UWV strictly monitors this sequence when processing work permit applications.
Vacancy period and UWV assessment
The UWV sets requirements for the recruitment period before employers are allowed to search outside the EEA.
The vacancy must have been active within Europe for at least a few weeks.
Employers must provide evidence of their recruitment efforts.
This includes vacancy texts, publication dates and responses from candidates from the European Economic Area.
The assessment by the UWV is part of the application for a work permit.
If employers cannot demonstrate that they have searched within Europe, they will not be granted a permit.
The UWV also checks whether the job requirements are realistic.
Requirements that are too specific and exclude European candidates are usually not accepted.
Alternative arrangements and exceptions
There are routes for bringing foreign workers to the Netherlands that are less stringent than the standard work permits.
These arrangements mainly focus on highly skilled professionals, specialised positions and entrepreneurs.
Highly skilled migrant scheme and requirements
The highly skilled migrant scheme offers a faster route for highly educated workers from countries outside the EU.
To qualify, the employer must be a recognised sponsor with the IND.
Salary requirements for highly skilled migrants in 2025:
- Employees under 30 years of age: minimum € 4,171 per month
- Employees aged 30 and over: minimum € 5,688 per month
The employer can apply for a residence permit for highly skilled migrants without a work permit from the UWV.
This makes the process a lot faster.
Highly skilled migrants are granted a residence permit for a maximum of five years.
Their partners and children may also apply for a residence permit.
The scheme applies to positions at university or higher professional education level.
The employee must demonstrate that they have the appropriate education and work experience.
Special work residence permits
Various specialised positions are subject to special regulations that do not require a recognised reference.
These permits each have their own conditions and procedures.
Examples of special permits:
- Intra-corporate transferees (transferred employees)
- Researchers under EU Directive 2016/801
- Seasonal workers in the agricultural sector
- Cross-border service providers
Seasonal workers are subject to a maximum stay of 90 days per year.
This regulation is primarily intended for work in agriculture and horticulture.
Cross-border service providers work temporarily in the Netherlands for their foreign employer.
Their stay is limited to the duration of the project.
Researchers can receive a grant instead of a salary.
The research institution must be recognised by the IND.
Self-employed entrepreneurs and start-ups
Foreign entrepreneurs can apply for a residence permit to start their own business in the Netherlands.
This route does not require an employer as a sponsor.
Requirements for self-employed entrepreneurs:
- Sufficient financial resources (€4,500)
- Feasible business plan
- Relevant diploma or work experience
There is a separate scheme for start-up employees.
Essential personnel of recognised start-ups can obtain a residence permit.
The start-up must be recognised by the Dutch government.
In addition to their salary, employees also receive employee participation in the company.
This scheme encourages innovative companies to attract international talent.
The process is faster than for regular work permits.
Both entrepreneurs and start-up employees may bring their families to the Netherlands.
Their residence permit is initially valid for one year.
Practical considerations for the temporary deployment of foreign employees
Specific rules apply to the reporting and employment conditions for the temporary deployment of foreign employees.
Employers must distinguish between different forms of employment and have a duty of care to provide guidance.
Notification requirement and the Posted Workers (Working Conditions) Act
Employers who engage a foreign company or temporary employment agency must report the secondment in advance.
The foreign company must register with the Dutch online reporting desk.
Mandatory notifications include:
- Arrival of the foreign company
- Details of posted workers
- Duration of the work
- Nature of the work
The client must verify that the notification is correct.
This applies to companies from the EU, EEA and Switzerland.
In the event of a violation, the employer risks a fine.
Posted workers are entitled to Dutch terms and conditions of employment.
They receive at least the Dutch minimum wage and Dutch working hours.
Difference between secondment, temporary employment and direct employment
There are three forms of temporary employment of foreign workers.
Each form has its own rules and obligations.
Secondment means that a foreign company temporarily sends employees to the United Kingdom.
The employees remain employed by the foreign company.
Secondment is subject to a notification requirement.
Secondment is arranged through a Dutch employment agency that hires foreign workers.
The employment agency becomes the employer and must comply with all Dutch rules.
Direct employment means that the Dutch employer concludes an employment contract with the foreign employee.
The employer must then arrange work and residence permits and acts as the sponsor.
Duty of care and supervision of employees
Dutch employers have a duty of care towards all employees. This also applies to temporary foreign workers.
This duty of care extends beyond simply offering work. Employers must ensure safe working conditions and provide proper guidance.
This is particularly important for foreign employees who do not speak Dutch or are unfamiliar with customs here.
Important aspects of care include:
- Safety instructions in understandable language
- Guidance on practical matters such as housing
- Explanation of Dutch labour regulations
- Access to medical care
If you engage a temporary employment agency, you remain responsible as the hiring employer for safe working conditions. You cannot simply pass on this duty of care to someone else.
Frequently asked questions
Hiring temporary foreign workers without a recognised reference entails all kinds of procedures and obligations. Employers must apply for permits and meet strict conditions.
What steps do I need to take to temporarily employ a foreign worker in the United Kingdom without a recognised reference?
You must first look for personnel within the EU, EEA and Switzerland. Only if that is not successful may you recruit outside these areas.
Will an employee stay for less than 90 days? In that case, you usually apply for a work permit (TWV) from the UWV. Sometimes the employee also needs a short-stay visa.
If someone stays longer than 90 days, a residence permit is required. You must submit the application for this to the IND.
Without recognised sponsorship, everything takes longer and there are fewer benefits. This can sometimes be quite frustrating.
What conditions must a foreign employee meet in order to work temporarily in the Netherlands?
Employees from the EU, EEA and Switzerland are free to work in the Netherlands. They do not need permits.
If someone comes from another country, a residence permit or visa is always required. The length of stay determines which permit is required.
Additional requirements apply to certain positions. These include wage requirements and training requirements for highly skilled jobs.
The employee must comply with all Dutch employment conditions and rules. There is no way around this.
What are the consequences for my company if I hire a foreign employee without a recognised reference?
Your company automatically becomes the sponsor for the foreign employee. This entails specific obligations.
The IND will strictly monitor whether you comply with all reference obligations. If you violate the rules, you can expect a hefty fine.
Application procedures take longer without a recognised reference. Fast-track procedures are not possible in this case.
The Dutch Labour Inspectorate checks whether you comply with the Foreign Nationals Employment Act. Violations result in fines.
How can I submit a residence permit application for a temporary foreign employee?
For stays of less than 90 days, you as an employer must apply for a TWV from the UWV. The employee arranges the visa themselves at the consulate.
If someone stays longer, you must submit the residence permit application to the IND. Sometimes there is a combined residence and work permit (GVVA).
You must collect all the necessary documents and submit them correctly. Incomplete applications cause delays—and nobody wants that.
Family members must apply for a residence permit separately. Only recognised sponsors can do this for them.
What documentation is required to bring a foreign employee to the Netherlands on a temporary basis?
You must submit an employment contract that includes all terms and conditions of employment. The wage must comply with the Dutch minimum wage and the requirements of your sector.
For some positions, diplomas and work experience are mandatory. These documents often need to be legalised.
You must demonstrate that you have first searched for personnel within the EU. You can do this with job vacancy certificates or other documents.
Company details such as a Chamber of Commerce extract and financial information are also mandatory. The IND will check whether your company is reliable.
Are there special procedures for certain sectors when temporarily employing foreign workers?
In the agricultural sector, there is a special residence permit for seasonal work. This permit is intended for temporary work.
There are adapted procedures for art and culture. Artists are allowed to work under specific conditions.
In shipping, different rules apply to employees on Dutch seagoing vessels. There are also special provisions for mining installations.
Clergy and monks follow adapted procedures via the GVVA scheme.