HR administration
Hand over your HR administration
Having staff means contracts, leave records, sickness absence, collective agreements and a whole host of obligations you do not keep track of every day. We take over your HR administration, so you can focus on your people instead of the paperwork around them.
What we do
From contract to departure
Everything you need to arrange and record for your employees. We keep the files in order and monitor the deadlines.
Employment contracts
Contracts that comply with the law and your collective agreement.
Personnel files
Leave, absence and documents kept neatly up to date.
Absence management
Together with an occupational health service, within the deadlines.
Terms of employment
Pensions, the work-related costs scheme and secondary benefits.
Staff handbook
House rules that stand up legally.
HR subsidies
For training and hiring; we apply for them.
Employment disputes
Mediation, with a mediator or lawyer involved.
Sickness absence
Absence costs more than you think
A sick employee costs one and a half to two and a half times their gross salary. With two years of illness, for a single employee in an SME that quickly runs into tens of thousands of euros, not counting replacement and the time it costs you.
We guide you through the absence process and monitor the deadlines of the Dutch Gatekeeper Improvement Act. If you miss a step, the UWV can extend your obligation to continue paying wages by a year. We work with certified occupational health services, so the company doctor and case manager are brought in on time. With respect for your employee, because a quick and full recovery is the best outcome for everyone.
Subsidies
Money left unclaimed
The government and sector funds encourage training and hiring with substantial amounts, but you do have to apply for them. Using a checklist, we go through every scheme that applies to your business: wage cost benefits, the work-based learning subsidy, sector training budgets and regional schemes.
Who it is for
For companies without their own HR department
From around five employees, HR becomes a job in itself, but a dedicated HR employee is not yet justifiable. That is exactly where we come in: you get the knowledge of an HR department without having to hire someone for it.
If you work in security or staffing, you know how often the collective agreement changes and how high staff turnover is. We know those sectors well.
Frequently asked questions
Questions about our firm
Want to know something else? Call us and you will get an answer straight away.
For most SMEs it is, certainly up to around fifty employees. Including employer contributions, an HR employee easily costs you fifty thousand euros a year, and that person also has to keep their knowledge up to date. Outsourcing is charged per employee per month, so your costs move with your headcount instead of being fixed.
Everything you need to record and keep for your employees: employment contracts, copies of identity documents, leave and absence records, performance reviews, pension enrolments and the correspondence when people join or leave. You are legally required to keep part of this.
No, but they are connected. Payroll is about the money: payslips, payroll taxes and contributions. HR administration is about the person and their file: contract, leave, absence and terms of employment. Most clients have us do both, because then a change only needs to be passed on once.
Yes. We draw up contracts that comply with the law and the collective agreement that applies to you, including the probation period, non-compete clause and the correct rules on successive contracts. A standard contract from the internet often goes wrong on exactly those points, and you only notice when there is a dispute.
Report it to your occupational health service and to us on the first day of illness. The deadlines of the Gatekeeper Improvement Act then start: a problem analysis within six weeks and an action plan within eight weeks. We monitor those dates for you, because if you miss one, the UWV can extend your obligation to continue paying wages by a year.
Two years after employment ends for the general file, and five years for payroll tax declarations and the copy of the identity document. Under the GDPR, data you no longer need must actually be deleted.
Other services
Is your workforce growing faster than your administration?
Book an introduction. Together we will look at what you want to keep in-house and what you would be better off handing over.
Or call us directly: +31 10 202 8077