What to ask a Dutch employer before signing — the no-bullshit list

Most interviews for trades roles in the Netherlands cover the technical side cleanly — what you've worked on, what tools you use, whether you can handle the schematic in front of you. What gets glossed over is the compensation side, which then surfaces at the offer stage when half the variables are already locked. This is the list to bring with you to the second interview, before signing.

Compensation — get the full picture

1. What's the gross monthly salary?Always ask for the base number, separate from vakantiegeld and 13e maand. If they quote “€4,000 including everything,” ask them to break it down. You need the base to compare offers honestly.
2. Is 13e maand guaranteed?If they say “usually” or “depending on results,” it's a discretionary bonus, not a 13e maand. Get clarity.
3. What % vakantiegeld? 8% is the legal minimum. Some employers pay 8.33% or higher. Worth a few hundred euros a year.
4. How is overtime calculated? Straight time, time and a half, double on Sundays / public holidays? CAOs typically set rates; check yours.
5. What pension scheme am I in, and what does the employer contribute?BPF Bouw and BPF Metaal are sector pensions — mandatory if the CAO applies. Some companies add top-ups. This is long-term money; don't skip it.
6. Are there bonuses? Individual performance, team-wide, end-of-year? Are they discretionary or formula-based? Formula-based is much better — discretionary bonuses tend to shrink over time.

Practical: tools, travel, time

7. Who provides tools? Hand tools are usually employer-provided under CAO Bouw and CAO Metaal. Power tools and specialised kit are negotiable. If you bring your own, ask about a gereedschapsvergoeding (tools allowance).
8. Who provides workwear and PPE? Required by Arbowet (Dutch occupational safety law). Check the quality, not just the existence — bad PPE is a real cost.
9. Vehicle: company car, fuel card, or own car with mileage? For roles that travel between sites, this is one of the biggest variables. Mileage rate is typically €0.21-€0.23/km tax-free in 2026.
10. Reiskostenvergoeding for the commute — applies above 10 km from home in many CAOs. Check the cap.
11. Working hours and shifts— 36, 38 or 40 hour week? Day shifts only, or are evening / weekend shifts on the table? What's the planning lead time?
12. Holidays — how many days, and when can you take them? The statutory minimum is 20 days for a 40-hour week. CAOs add a few more (typically 4-5 extra). Some sectors restrict holidays in summer (Horeca classically) — confirm.

Stability: what happens when things go wrong

13. What's the contract type?Permanent (vast), fixed-term (bepaalde tijd), or zero-hours? Permanent is far more stable. Fixed-term that “will become permanent after the trial period” should be written into the contract, not promised verbally.
14. Probation period — proeftijd. Max 2 months for permanent contracts longer than 2 years; 1 month for shorter fixed-terms. Both sides can terminate without reason during probation, so know when yours ends.
15. Notice period— for the employee, usually 1 month unless contractually otherwise. For the employer it scales with how long you've been there. Ask both.
16. Sickness — Dutch law requires the employer to pay 70% of salary for up to 2 years of illness, often topped up to 100% by the CAO for the first year. Confirm what your CAO does.
17. WGA / arbeidsongeschiktheid — long-term disability. Statutory cover is decent; some employers offer private top-up. If you have dependents, ask.

Culture and growth

18. Who would my direct supervisor be, and can I meet them before signing?If they can't introduce you, that tells you something.
19. What does the team look like? Size, ages, length of tenure. A team where the average tenure is 18 months is different from one where it's 8 years. Neither is automatically bad; both tell you something.
20. Training budget for certifications and growth— beyond the role-required ones. Real money or a vague “we encourage learning”? Get a number if you can.
21. How are pay rises decided?Annual review, CAO- driven, ad-hoc? Set expectations upfront so you're not surprised in year two.

The killer question

Right at the end, after you've asked everything else, ask this:

“If I take this job, what would have to happen in the first six months for you to consider it a clear success?”

It forces them to be specific about expectations and reveals more about the culture than any other question. A vague answer is a vague team. A specific answer — “you would be running site B independently and have trained one apprentice” — is what you want to hear.

Bring this list on paper. Tick what you covered. Sign nothing until every salary-related question has a number you can write down.