1. Tax
As an employer you have to deal with the tax authorities. More even than a freelancer. Think of new things like the payroll tax declaration and the keeping of a payroll . Once you have made the decision to hire staff, you must thus officially pass on the tax authorities.However, this does depend on the stage of your startup. Are you not yet actually started and you have to register the company with the Chamber of Commerce (CoC) , but you already know you're going to take from the start employees? Sign up at the registration in the Commercial directly to the employer.When you have chosen to start as a freelancer and later to hire staff, you need to register yourself only then as an employer. Download previous form Reporting payroll tax registration employer .If you have passed all the necessary information you get from the Tax and a tax number, registered letter and - when you have to pay for the employee (s) employee insurance premiums - a letter stating on what sector you are connected and a letter with the percentage the differentiated premium WHK.
2. Working with freelancers
If you're not quite dare it to hire a person actually employed by your company, you can also choose to work primarily with freelancers. Please note in this case since this May 1, 2016, different rules apply. Since then, the Law Review deregulation of labor relations (DBA) in force.3. Expatriate staff
If you are considering adopting a potential force from abroad, you must put this employee not just here to work. Indeed, it is required to raise first in the Netherlands, the European Economic Area (EEA) and Switzerland. If you want to take people from other countries in the service, you must first prove that you can not obtain suitable strength in the above regions.Please note that for workers from Croatia and countries outside the EEA, in most cases, must hold a work permit , even if you want to hire foreign workers for example through an agency or contractor.Even when foreign self-employed (freelancers) or freelancers will work, you should check certain things before you let them perform work. Check in this case always the residence permit or passport to see if this person can stay and work in the Netherlands. Look for other terms on this page Ondernemersplein.nl .
3. Job profile
Before signing the first assistant at the Tax Office, you have found it, of course. Setting up a traditional application process where you place a vacancy in newspapers and online, is still a common way to find a suitable employee, but in 2015 playing social media platforms such as Twitter , Facebook and, of course, LinkedIn an increasingly important role.To get a better picture of the person you are looking for, it is wise to prepare a thorough job profile. Because of this you are basically forced to think carefully about what knowledge, skills and attributes have your ideal employee. Goes mainly to sales support in your shop or looking you just someone who takes complex tasks off your hands?By making a concrete job profile, which you may or may not help turn a professional recruitment agency, it will soon be easier to make a selection of the responses to the vacancy. When arranging them at least the following:
- function Name
- The purpose of the function
- responsibilities
- Core tasks
- Operating Environment
- Employment (number of hours, temporary or permanent contract)
- working conditions
- Training required of the candidate
- minimum work experience
- Personality
In addition, you should think about working conditions. It's not just about the primary employment (salary, holiday and unsocial etc.), but also to provide fringe benefits, like any profit-sharing, a pension or a company car.
4. Employment
Do you have the ideal candidate found, and he sees it to go with you to work, then it is essential to conclude a fixed-term (temporary) or permanent (fixed), in which the agreements are related for example, the function, probation, working hours and notice.This can be both written and oral, but the worker must inform in writing about a number of things that can be done by including the following in the employment contract.:
- name and address of the employer and employee
- the place (s) of labor
- position of the employee or the nature of the work
- usual hours
- the level of salary and payment deadlines
- date of employment
- duration of the contract (if it is for a limited time)
- (Optionally) length of the probationary period
- holiday entitlement
- notice
- (If applicable) (supplementary) pension
- (Possibly) non-competition or non-solicitation clause
- applicability of the CAO