The Dutch job market is entering 2026 in a slightly different mood than in the past few years.

For the first time since 2021, job seekers now outnumber available vacancies — even as employers remain surprisingly optimistic about hiring, based on recent labour market insights.

Confusing? A little. But there’s no cause for alarm. 

Think of it less as a downturn and more as a reset after years of unusually high demand. For internationals, that means opportunities to find a job in the Netherlands are still there — but you’ll need to be sharper about how you approach them.

The big picture: a market cooling down, or just levelling off?

Let’s start with the numbers.

At the end of 2025, the Netherlands had around 380,000 job vacancies, while unemployment rose to roughly 4%, the highest level in four years.

But here’s the twist: 37% of Dutch employers still expect to expand their workforce in 2026, placing the Netherlands among the most optimistic hiring markets globally, according to the latest employment outlook.

So what’s going on?

In short, the labour market is restabilising. During the post-pandemic years, companies were scrambling to hire, often lowering requirements and speeding up recruitment processes just to fill roles.

That extreme shortage is easing, so employers are becoming more selective again.

For expats, this means the “walk into a job” era is largely over. But a strong, stable job market remains firmly in place.

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Where the jobs actually are (and aren’t)

Not all sectors are moving in the same direction — and knowing where demand is strongest can make a huge difference.

Sectors still hiring heavily

Some industries are still actively looking for talent.

According to the latest outlook, the top hiring industries are:

• Hospitality, with around 64% of employers planning to hire
• Construction and real estate, at roughly 56%
• The public sector and healthcare, which continue to face structural shortages

These sectors are driven by long-term demand, from housing shortages to pressure on healthcare systems.

Another key trend? Language skills are gold.

Many Dutch companies operate internationally and are actively looking for people who speak other languages, especially German and French, particularly for roles in sales, customer support, and market-specific positions — something consistently highlighted in international recruitment trends and expat job market guides.

For internationals, this is a major opportunity. Being multilingual or having specific knowledge of and experience with markets outside the Netherlands can give you a serious edge over local candidates.

Sectors slowing down

At the same time, some industries are cooling.

According to the latest employment outlook, hiring intentions are softening in:

• Trade and logistics
• Business services
• Financial services
• Parts of the tech sector

That doesn’t mean there are no jobs, but competition is increasing, and employers are raising expectations.

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AI: your new colleague, your competition, or both?

Artificial intelligence is no longer a future trend. It’s already reshaping how work happens in the Netherlands.

Around 61% of companies are already using AI in areas like hiring, onboarding, and training, according to the latest workforce insights.

At the same time, CBS data on AI use shows that:

• 43% of workers already use AI tools daily
• 41% believe AI could take over parts of their job

So… should you be worried?

Not necessarily.

Research suggests that AI is more likely to enhance jobs rather than replace them entirely, particularly in sectors like healthcare, logistics, and customer support.

In practice, companies are taking different approaches:

• Some are experimenting with fully automated recruitment processes
• Others are using a hybrid model, combining AI with human recruiters

The takeaway?

AI isn’t replacing you — but candidates who use AI effectively will likely outperform those who don’t.

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The end of the easy freelance life: what the Wet DBA means for ZZP’ers

If you’re freelancing in the Netherlands, 2026 comes with some important changes.

The Wet DBA is now being actively enforced. Essentially, the government wants to prevent false self-employment, where someone works like an employee but is technically hired as a freelancer.

From 2026, enforcement is tightening further. Companies and individuals can now face fines, not just back taxes.

On top of that, upcoming legislation like Wet VBAR introduces stricter rules, including a presumption of employment for lower-paid freelancers.

For expats, the message is clear: freelancing is becoming more regulated, and compliance matters more than ever.

Skills over degrees: how Dutch hiring is changing

Another big shift in the Dutch job market is how employers evaluate candidates.

More companies are moving towards skills-based hiring, focusing on practical ability rather than formal qualifications.

This is particularly good news for internationals.

Degrees don’t always translate neatly across borders, but demonstrable skills and digital literacy are becoming more universally valued.

And then there’s LinkedIn.

In the Netherlands, recruiters actively use LinkedIn to find candidates — meaning a strong, optimised profile can significantly boost your chances, especially if you highlight your transferable skills.

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Tips for expat job seekers in 2026

So, how do you actually land a job in this more competitive landscape?

Learn Dutch — even a little

You don’t need fluency, but reaching B1 level can significantly improve your chances.

Network like it’s your job

Cold applications often have response rates below 1%, while warm introductions can reach 20–30%.

Don’t be afraid to follow up

A simple follow-up message or call can make a strong impression and show initiative — something Dutch employers value.

Focus on expat-friendly sectors

Sectors that consistently welcome international talent include:

• Pharma and life sciences
• Tech (especially backend and AI roles)
• International organisations
• Multilingual customer-facing roles

These trends are widely reflected in Dutch labour market reports and expat hiring data.

Watch out for dodgy recruiters

Red flags — like upfront fees or vague contracts — could be a sign of a scam listing or a company that doesn’t value its clients or employees.

Check to see if the recruiter appears legitimate on LinkedIn, is listed on the company’s website, or, for employment agency recruiters, is listed with the ABU or NBBU. 

Highlight transferable skills

Employers increasingly value:

• Communication
• Problem-solving
• Cross-cultural experience
• Digital literacy

These often matter more than local experience alone.

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So… what does this all mean?

The Dutch job market in 2026 isn’t worse — it’s just different.

There are still hundreds of thousands of vacancies, and companies are still hiring. But the days of easy wins are fading, replaced by a more balanced and competitive environment.

For expats, that’s not bad news.

It just means being more intentional:

• Choosing the right sectors
• Building the right skills
• Approaching your job search strategically

Do that, and you’ll find that the Netherlands remains one of the most accessible and opportunity-rich job markets in Europe.

Have you noticed changes in the Dutch job market in 2026? Share your experience in the comments below!

When moving to a new country, there are a lot of things you may not think about at first — even though they will greatly affect you. An example? The local employment laws.

We’re sorry for coming at you with such Dutch directness, but it’s true: the intricacies of Dutch labour law aren’t always easy to wrap your head around (especially as non-Dutch-speaking expats like us 😉).

That’s why I asked the experts! From sick leave to dismissal and from obligations to rights — I sat down with GMW lawyers to discuss the most important things to know as an international working in the Netherlands. 

Meet the experts

Founded in 1989, GMW lawyers is a law firm based in The Hague offering various legal services. 

I had the pleasure of meeting two of their best employment lawyers, Godelijn Boonman and Seliz Demirci, at their charming office to chat about Dutch labour law.

Having worked in employment law for more than 33 years, Godelijn tells me that she “enjoy[s] working with internationals because it always brings me to another country.” After all, “employment law is employment law,” she smiles, “but it’s the people with whom I work that make all the difference.”

READ MORE | Everything you need to know about mediators in the Netherlands

Seliz, who also specialises in employment law, agrees: “Working with internationals is refreshing. It’s nice to get an international perspective on how we do things here in the Netherlands.”

Now, the question is: How do they do things here in the Netherlands? What do expats need to know? What should we be wary of? I asked all the questions; here’s what Seliz and Godelijn had to say. 👇

So, what do internationals need to know about working in the Netherlands?

Naturally, working conditions, culture, and employment law vary greatly per country. That’s why it’s a great idea to read up on the local legislation before accepting a job abroad. 

When it comes to the Netherlands, you’ll be happy to hear that your working conditions will most likely be similar — or better! — than those in your home country. 

“Overall, we have a very strong protection of employees in the Netherlands”, says Godelijn — “not like in the US and the UK, for example. Internationals are usually happily surprised.”

☝️ In the Netherlands, your employer can’t fire you ‘just because’

Firstly, you should know that you can’t get fired in the Netherlands just because your boss’s cat got sick in their bed that morning. Your boss must provide a solid case for why you should be let go. 

“What makes a big difference in the Netherlands is our closed dismissal system,” Seliz explains. “We have nine legal grounds stipulated in law — and an employer needs to stand on at least one of them (or a combination of them) to be able to let someone go.”

Each of these legal grounds also comes with specific obligations for the employer. “For example, if an employee underperforms, the employer has to give them a chance to improve.” 

“That means you cannot fire someone just because you don’t like them”, she tells us. 

READ MORE | Unfair dismissal in the Netherlands: What you need to know [2026 guide]

In general, employees in the Netherlands aren’t fired willy-nilly, and if you have a permanent contract and don’t agree with the dismissal proposed by your employer, then the only way you can be let go is in court.

The only exception to this rule is if you are a statutory director, in which case the shareholders can dismiss you without first going to court.

🤧 You can get sick pay for a very long time

Another important aspect of your work rights in the Netherlands is your right to sick leave (ziekteverlof in Dutch). 

“The internationals I speak to are always surprised by this,” says Seliz.

Why? Well, in the Netherlands, your employer is obligated to pay you a whopping two years of sick leave if you fall ill and cannot do your job. 

By law, your Dutch employer must continue paying at least 70% of your salary (up to a maximum monthly wage, which is now €6,617.44 gross) — and many employers even choose to pay the full amount during the first year of illness.

Also good to know: In the first year you are sick, you are entitled to at least the minimum wage, even if this is more than 70% of your salary. In the second year of illness, your sick leave paid may be less than the minimum wage.

👩‍💻 Working from home is not a right in the Netherlands

I’ll be honest: For the longest time, I was convinced that the right to remote work was legally prescribed in the Netherlands — but it’s not.

Yup, although the Netherlands is often dubbed the “WFH capital of Europe”, and almost 75% of employees in the Netherlands work remotely at least some of the time, “it is not a legal right to work from home in the Netherlands”, says Godelijn. 

That being said, there’s no need to worry. Especially since the COVID-19 pandemic, most employers in the Netherlands allow their workers to work from home on at least a part-time basis. 

Let op: working from home means working from home, as the lawyers tell me — unfortunately, you can’t just bog off to Thailand for 8 months and work from there (sorry!). 

The Dutch government had previously proposed a “working from anywhere” law, but this was rejected.

🇳🇱 Cultural differences will affect you in the workplace 

It’s no myth that the Dutch are famously direct. “That’s the first thing internationals have to be aware of when working in the Netherlands”, Godelijn laughs. At the same time, Dutch work culture is very non-hierarchical.

In the workplace, this combination can be lethal — or, well, it can end in conflict. Godelijn explains: “A lot of Dutch people need to learn that their jokes can harm people, even if they think it’s just a joke.” 

“A Dutch employer once called me about a joke that was made on the work floor. A person had made fun of an Asian employee for not being able to pronounce the English “r”-sound.” 

She adds: “The Dutch person just didn’t understand how that was a problem. To him, it was ‘just a joke’.” That’s how cultures can clash and situations can get sticky. 

Seliz agrees: “Internationals often say that Dutch people make a lot of silly jokes. We want to keep things gezellig — but in other countries, jokes aren’t made that freely, especially not at work”.

At the same time, Seliz and Godelijn agree that “internationals can sometimes be a little sensitive sometimes, too.” 

“Yes, sometimes things should be done differently,” Godelijn says, “but a lot of the time, it’s not as serious as internationals make it out to be. Both sides need to adjust to each other.”

📑 If your one-year contract doesn’t get extended, your employee rights are limited

Although, in most ways, the Netherlands is a true haven when it comes to employment law, one big issue still affects many international employees in the Netherlands: temporary contracts.

Especially for internationals who have moved their whole life to a different country, not knowing for how long they will be employed can be a very stressful situation.

But why are temporary contracts such a big thing here? 

“It’s probably because of the many employee-friendly clauses in Dutch employment law”, Godelijn thinks. “Because employees are protected in such a high way, employers are often wary when starting with new employees.”

She explains: “Legally, companies can offer three one-year contracts before someone has to be given a permanent contract, but decent employers usually don’t wait out the three years. They should do one year and then move onto the permanent contract.”

The bad news? If a one-year contract runs out, “there are no legal obligations because the contract ends by operation of law.” 

That means there will be no severance pay other than the statutory one, which amounts to 1/3rd of a month’s salary per worked year. Even if you are sick, your employer can simply let your contract run out. 

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What is your experience with the Dutch job market? Share your thoughts in the comments!