One of the most common questions I get from people using my employer cost calculator is this: if I want to hire a remote developer or operations person in Europe, does it make sense to hire in the Netherlands or Poland?
The answer depends on what you are trying to optimize for. I ran the numbers for 2026 and the difference is larger than most people expect.
On a €60,000 gross salary, here is what you pay as an employer in each country:
| Country | Total Cost / Year | Employer Overhead |
|---|---|---|
| Netherlands | €71,478 | +19.1% |
| Poland | €73,200 equivalent | +22.0% |
At first glance, the Netherlands looks cheaper on a percentage basis. But that is only part of the picture. The real story is in the salary levels, not just the contribution rates.
The overhead percentage in Poland (roughly 22%) is slightly higher than the Netherlands (19%). But Polish salaries for equivalent roles are typically 40–60% lower than Dutch salaries for the same position.
A mid-level software engineer in Amsterdam might command €5,000–€6,000 gross per month. The equivalent role in Warsaw typically runs PLN 15,000–20,000 per month — approximately €3,500–€4,700 at current exchange rates. When you factor in both the salary level and the employer contributions on top, hiring the same caliber of engineer in Poland can save an employer €15,000–€25,000 per year in total employment costs compared to the Netherlands.
| Contribution | Rate | Ceiling | Amount (€60k) |
|---|---|---|---|
| Healthcare Levy (Zvw) | 6.10% | €79,409 | €3,660 |
| Disability Insurance (WIA/WAO) | 7.63% | €79,409 | €4,578 |
| Unemployment Fund AWf | 2.76% | €79,409 | €1,656 |
| Return-to-Work Fund (WHK) | ~2.00% | €79,409 | €1,200 |
| Childcare Allowance Fund (Aof) | 0.64% | €79,409 | €384 |
| Total overhead | +19.1% | €11,478 |
| Contribution | Rate | Ceiling | Approx. Amount |
|---|---|---|---|
| Pension Insurance (Emerytalne) | 9.76% | PLN 260,190 | €5,856 |
| Disability Insurance (Rentowe) | 6.50% | PLN 260,190 | €3,900 |
| Accident Insurance (Wypadkowe) | 1.67% | None | €1,002 |
| Labour Fund (FP) | 2.45% | None | €1,470 |
| Employee Benefits Fund (FGSP) | 0.10% | None | €60 |
| Total overhead | +22.0% | €12,288 |
You want to hire a product manager. In Amsterdam, market rate is around €5,500/month gross (€66,000/year). In Warsaw, market rate for an equivalent role is roughly PLN 16,000/month (approximately €45,600/year).
| Amsterdam | Warsaw | |
|---|---|---|
| Gross salary / year | €66,000 | €45,600 |
| Employer contributions | €12,600 | €10,032 |
| Total employer cost | €78,600 | €55,632 |
| Annual saving (Warsaw) | €22,968 saved by hiring in Warsaw | |
One cost that does not appear in statutory contribution rates is sick pay. In the Netherlands, employers are legally required to continue paying at least 70% of salary — most collective agreements require 100% in year one — for up to two years of illness. This is one of the most expensive hidden employment costs in the Dutch system and does not exist in the same form in Poland.
For pure cost minimization, Poland wins on total employment cost for equivalent roles. For access to English-speaking, Western European talent in a stable regulatory environment, the Netherlands is worth the premium. Many companies do both — hiring senior leadership in the Netherlands and building supporting functions in Poland.
Compare both countries side by side with a full itemized breakdown.
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