Your questions, answered.

Once we file, the Dutch Immigration and Naturalisation Service (IND) typically decides within 2–4 weeks under the accelerated sponsor track. We prepare the application so it is complete the first time, which is what keeps the timeline short.

We support that transition and can help you apply. We also offer a comparison guide, EOR vs recognised sponsor, to help you decide which route fits your situation.

Yes. When you become a recognised sponsor yourself, or when it simply suits your business, the employee can transfer from HumanR's payroll to yours. We coordinate the handover and keep the IND file continuous so the employee is never at risk.

The IND usually decides on a highly skilled migrant permit within 2 to 4 weeks once a complete application is filed. Your partner's permit can take longer and follows a separate track.

Yes. We also handle permit applications for partners and dependent children, subject to IND criteria.

As the formal employer, HumanR carries the sick-leave and Arbo obligations and guides you through any Dutch employment-law matter. You are never left to navigate Dutch labour law on your own.

Yes. Partners of highly skilled migrants have the right to work freely here, for any employer, once their permit is granted. It is one of the more generous parts of the Dutch system.

Yes. We apply for and manage the 30% ruling for eligible employees, filed alongside the permit so it applies from the start of the employment.

Yes. The rate is 30% through 2026 and becomes a flat 27% from January 2027. The 30/20/10 taper that was proposed earlier was scrapped.

No. We file the application as part of onboarding. It is included in how we set up your employment.

It depends on where you were recruited from and your taxable salary. The ruling is 30% tax-free in 2026 and moves to 27% from 2027. The eligibility checker gives you a first read.

No. HumanR holds recognised-sponsor status and becomes the formal employer. You hire the person and direct their work; we carry the permit, payroll and compliance. If it later makes sense, you can transfer the employee to your own entity.

We manage it. Salary changes, address changes, permit renewals and extensions are all handled as part of the Employer of Record service, with the IND file kept current throughout.

Yes. The Employer of Record and payrolling model for highly skilled migrants is explicitly provided for under Dutch law and is well-established practice. We assess every case rigorously before filing, and every application we have submitted since 2007 has been approved.

We manage the end-of-employment process, including IND notification obligations. Our fixed monthly fee covers this, no surprise costs at the end.

HumanR. The employment contract is between HumanR and your employee, which is what lets you hire without recognised-sponsor status. You direct and manage the work; we hold the legal employer role and everything that comes with it.

Broadly, that you were hired from outside the Netherlands and meet the 150km and 16-of-24-months distance rule. The checker gives a first read.

No. HumanR is the recognised sponsor and the formal employer, so your hire can start under our status while you focus on the work.

It has to meet the floor to qualify. The checker shows the gap and the nearest threshold, and we advise on the options before anything is filed.

The permit is tied to the sponsor, which is HumanR. If you later gain your own sponsor status, we transfer the employee to you.

No. Because HumanR is the recognised sponsor and your formal employer, your employer does not need their own IND status for you to start.