Hiring a Childcare Provider in the Netherlands: A Guide for Parents
For many parents in the Netherlands, finding reliable, high-quality childcare is essential for balancing work and family life. However, the process of hiring a childcare provider (CP) can feel overwhelming, especially if you are an international family, without extended family or an adopted village to offer a helping hand. Fortunately, Näpp, provides services that simplify this process, helping parents manage the complexities of hiring at-home childcare and gain peace of mind.
What Does Näpp Do?
Näpp offers a community of reliable, childcare providers, with experience as nannies, babysitters, teachers, and tutors, that can offer a helping hand when you need it. Our tailored services and partnerships provide a supported way to find a great childcare solution. Families can choose either a monthly membership, perfect for when they need occasional support. For regular support, Näpp offers an all-inclusive personalized matching service. We tailor the service to your family’s needs, guaranteeing you the same childcare provider for at least 6 months.
The Legal Framework: What You Need to Know
Parents hiring childcare providers in their homes for three days or less per week are not obligated to place their childcare provider under payroll. However, once the support is from four days or more per week, the childcare provider is required to be placed on a family payroll. Näpp collaborates with Kas & Kroost, who specializes in helping parents hire and manage childcare providers while handling the often-confusing legal and payroll requirements. With the help of Näpp & Kas & Kroost, parents can trust that their childcare needs are met seamlessly while staying compliant with Dutch labor laws.
1. Employment Contracts and Costs
When you hire a childcare provider for 4 or more days a week, you are legally considered an employer. This means you need to comply with Dutch labor laws, including providing an employment contract, withholding payroll taxes, and paying social security contributions.
For example, if your childcare provider works full-time (40 hours per week) at €20 per hour, their monthly salary would be €3744, including 8% vacation pay. However, as an employer, your total cost is approximately €4572. This includes:
- Net salary: €2966 (what the CP takes home)
- Payroll taxes: €781 (deducted from the CP’s salary)
- Employer taxes: €828 (your contribution)
When they earn more, such as €25 per hour, these costs increase proportionally, so understanding these expenses is essential for budgeting.
2. Balanced Labour Market Act (WAB)
Under the Wet Arbeidsmarkt in Balans (WAB), the law requires employers (i.e., parents) to provide a transition allowance if the employment contract is terminated. This applies even if the contract ends naturally, such as after a temporary employment agreement. The allowance amounts to 1/3 of the CP’s monthly wage for each year of service, calculated pro rata.
For families who might hire a CP temporarily, it’s important to know that even non-renewal of a temporary contract can trigger the obligation to pay this transition allowance. Kas & Kroost service includes guidance through these legal intricacies, ensuring you’re compliant with these obligations.
3. Sick Pay and Insurance
As an employer, you are required to continue paying your CP 70% of their salary if they become sick. If the illness is long-term, you must continue paying until the contract ends, making it essential to manage these risks effectively.
One option to mitigate this is through sickness absence insurance, which covers the financial impact of long-term illness. Parents with a company, which is registered with the Dutch Chamber of Commerce (KvK) can take out sick leave insurance. This insurance takes over much of the obligation to continue paying your CP’s salary during illness. Kas & Kroost can help in requesting quotes for such insurance. If you do not have a company and therefore no registration with the KvK, taking out such insurance is not possible.
4. Temporary Contracts and Permanent Employment
The WAB allows parents to offer three temporary contracts over three years. After that, the CP must be offered a permanent contract. This flexibility can benefit families who are unsure about their long-term childcare needs, but understanding the implications of moving from temporary to permanent employment is vital.
Kas & Kroost ensures that parents are fully informed and prepared for this transition, and can help draft contracts that protect both the employer and the childcare provider.
Why Work with Näpp & Kas & Kroost?
1. Saves time & hassle in finding reliable childcare
After a free intake conversation with Näpp’s Founder, where you share your scheduling needs and the desired skills and responsibilities performed by your ideal childcare provider, a one-time matching fee will be proposed, starting from €325. – incl. btw. Only families requiring the same CP for 4 or more days per week, are required to add a payroll system. Many parents opt for regular support from one to three days and fall within the Home Services Scheme. Your match is provided for a minimum of six months with ongoing support from Näpp’s founders.
2. Payroll Administration Made Easy
Näpp via our partner Kas & Kroost offers a comprehensive payroll service, taking the hassle out of finding reliable childcare and managing the salary, taxes, and social security payments for your childcare provider.
For a one-time startup fee of €209 per family and a monthly fee of €42.50, they ensure that everything runs smoothly. If you have multiple childcare providers, an additional €12 per payslip is charged. This allows you to focus on your family, while Kas & Kroost handles the paperwork.
3. Consultancy and Employment Law Advice
In addition to payroll, Kas & Kroost offers consultancy services to help you navigate labor law in the Netherlands. If you need assistance drafting employment contracts or have specific questions about labor regulations, Kas & Kroost charges €66.55 per hour, incl. btw, for their expertise. This service can save parents from potential legal issues and ensures that contracts are fair and compliant with Dutch laws.
You are not alone in ‘building your village’
For parents in the Netherlands, understanding the legal and financial responsibilities of hiring a CP can be complex. Näpp and our partners understand this and can help! With the support of Näpp and Kas & Kroost, you can ensure that you meet all your obligations while providing high-quality, reliable childcare for your family.
By working with us, you are not only gaining a trusted partner to handle the administrative side of childcare employment but also ensuring that your childcare provider is treated fairly and according to Dutch law. This peace of mind is invaluable as you balance the demands of work and family life.
For more information, reach out to Loviisa and Melanie at Näpp and learn how we can help you simplify your childcare search in the Netherlands.