Fines for breaching Dutch employment laws to rise by around 22% from 1 July 2027
On 7 November 2026, the Dutch government announced that fines for breaches of several employment laws will rise by around 22% as of 1 July 2027. From 1 January 2028 the amounts will also be indexed every year. Employers therefore have a few months to review their compliance before the higher fines apply.
Which laws are affected?
The increase concerns five acts enforced by the Netherlands Labour Authority (Nederlandse Arbeidsinspectie), which also imposes the fines:
the Minimum Wage and Minimum Holiday Allowance Act (WML);
the Foreign Nationals Employment Act (Wav);
the Act on the Terms of Employment of Posted Workers in the European Union (WagwEU);
the Working Conditions Act (Arbowet);
the Working Hours Act (Arbeidstijdenwet).
According to the government, the fines have not been indexed in recent years and are therefore no longer proportionate to the seriousness of the breaches. Employers who reoffend will face even higher fines.
What does 22% mean in euros?
The government gives two examples. The maximum fine for failing to pay the statutory minimum wage rises from € 10,000 to around € 12,200 per employee. Providing the Labour Authority with incorrect wage data will soon cost around € 14,640 per employee instead of € 12,000. Because the amounts apply per employee, a single shortcoming in payroll can lead to a substantial total fine for a larger workforce.
Part of a broader approach
The increase is part of the broader approach to labour migration that Minister Vijlbrief (Social Affairs and Employment) sent to the House of Representatives that same week. Tackling abuses is one of its pillars, alongside reducing demand for low-paid work and making room for the labour migration needed for prosperity.
Practical tips
Check that pay, holiday allowance and supplements meet at least the statutory minimum wage for every employee, including with piece rates, flexible hours and deducted costs.
Keep payroll and time records, including working and rest hours, up to date so they can be provided to the Labour Authority promptly and correctly on request.
Verify that the required work permits or residence documents are in place for non-EU workers and that notifications for posted workers are in order.
Read more on this topic in our knowledge base. Questions about your own situation? Contact us.
This blog provides general information and is not legal advice. For advice on a specific situation, please contact us.
