How to Hire Painters from Abroad in the Netherlands (2026)

7 min

The labour shortage in the Dutch painting sector and your options

The Netherlands faces a persistent shortage of skilled painters and decorators (schilders). Demand is concentrated in major metropolitan areas such as the Randstad (Amsterdam, Rotterdam, Utrecht, The Hague) as well as expanding regional hubs like Eindhoven, Groningen, and Zwolle. The painting industry in the Netherlands follows a distinct seasonal pattern: peak demand occurs between April and October for exterior maintenance, commercial painting, and facade restoration, while interior painting and renovation work maintain a steady baseline throughout the winter months.

Before planning an overseas recruitment drive, you must understand the practical reality of Dutch immigration law for manual trades. If you are looking to hire a non-EU/EEA painter directly on a work permit, the barrier is exceptionally high. Under the Foreign Workers Act (Wet arbeid vreemdelingen - Wav), non-EU recruits must meet strict criteria, and the employer must undergo a rigorous labour market test. The Dutch authorities classify painting as a trade where labour should theoretically be available within the European Economic Area (EEA).

As a result, directly sponsoring a non-EU painter on a traditional work permit is rarely successful unless you can prove exceptional, niche qualifications that cannot be found anywhere in Europe. Because of this hurdle, most Dutch painting contractors short of personnel do not rely on non-EU visa sponsorship. Instead, they focus their international search on EU/EEA nationals who hold full rights to live and work in the Netherlands without a work permit, or they work with established EU-based subcontractors. If you do attempt the non-EU route, prepare for significant administrative friction and high refusal rates.

Legal routes and permit applications: IND and UWV

When you hire a painter from outside the EU/EEA, the primary legal mechanism is the Single Permit for Residence and Work (Gecombineerde vergunning voor verblijf en arbeid, or GVVA). This single procedure combines a residence permit and a work permit into one authorization. You must apply to the Immigration and Naturalisation Service (Immigratie- en Naturalisatiedienst - IND), which then consults the Employee Insurance Agency (Uitvoeringsinstituut Werknemersverzekeringen - UWV) to evaluate the employment aspect.

The key hurdle in the GVVA process is the labour market test conducted by the UWV. Before filing, you must meet the following statutory requirements:

Mandatory vacancy registration: You must register the vacancy with Werk.nl (the public employment service managed by UWV) for a mandatory minimum period, typically at least five weeks, though UWV often expects evidence of active recruitment over several months.
Proof of recruitment effort: You must demonstrate that you actively attempted to recruit candidates in the Netherlands and other EU/EEA member states using national job portals, print media, and recruitment channels without success.
Rejection justification: You must provide documented, objective reasons explaining why any Dutch or EU applicants who applied were unsuitable for the position.

For EU/EEA nationals, none of these work permit hurdles apply. An EU painter can accept an employment contract immediately, travel to the Netherlands, register with the local municipality to obtain a Citizen Service Number (Burgerservicenummer - BSN), and begin work on site without IND or UWV authorization. Always verify current immigration criteria and fee schedules directly with the IND and UWV before making commitments, as regulatory thresholds change annually.

Timeline: From job offer to first day on site

The timeline for onboarding international painters varies dramatically depending on whether the candidate holds an EU passport or requires visa authorization.

EU candidates (4 to 8 weeks total): Once a contract is signed, the main delay is notice periods with current employers and travel logistics. Upon arrival in the Netherlands, the worker registers at a municipal office (Gemeente) or via the Registration for Non-Residents (Registratie Niet-Ingezetenen - RNI) to receive a BSN. This process usually takes 1 to 3 weeks depending on appointment availability in major cities.
Non-EU candidates via GVVA (16 to 26 weeks total): Preparing the application requires 5 to 8 weeks of mandatory vacancy advertising and candidate documentation. Once submitted, the IND has a statutory decision window of up to 90 days (13 weeks), during which UWV evaluates the market test. If approved, the candidate must obtain an entry visa (Machtiging tot Voorlopig Verblijf - MVV) from a Dutch embassy abroad, which adds another 2 to 4 weeks before arrival and registration.

Given the 4-to-6-month timeline for non-EU processing, hiring a non-EU painter specifically to cover a summer peak in the same year is impractical. EU hiring is the standard route used by Dutch contractors to meet immediate project timelines.

Mandatory pay, Cao rules, housing, and certifications

Dutch labour law enforces strict terms regarding compensation, working conditions, safety, and accommodation. Ignorance of these rules exposes employers to heavy fines from the Labour Inspectorate (Nederlandse Arbeidsinspectie).

Collective Labour Agreement (Cao): Most painting companies operating in the Netherlands fall under the mandatory Collective Labour Agreement for the Painting, Finishing and Glass Industry (Cao Schilders-, Afwerkings- en Glaszetbedrijf). You are legally obligated to place international painters on the appropriate pay scale based on their age and demonstrated experience:

Starting / Assistant Painter (Aankomend Schilder): Approximately €2,250 to €2,600 gross per month based on full-time hours (typically 37.5 hours per week).
Experienced Journeyman Painter (Gezel Schilder): Approximately €2,650 to €3,500 gross per month depending on technical experience, skill grade, and Cao progression tables.
Mandatory extras: All employees are entitled to an 8% annual holiday allowance (vakantiegeld), statutory paid vacation days (usually 25 days per year for full-time work), and pension contributions under the BPF Schilders industry pension fund.

Safety certifications: Painting is not a state-licensed trade in the Netherlands, meaning workers do not require a formal Dutch diploma to apply paint legally. However, almost all commercial and residential building sites require a valid Safety, Health and Environment Checklist Contractors certificate (Veiligheid, Gezondheid en Milieu Checklist Aannemers - VCA). International workers should take the Basic Safety VCA (B-VCA) exam, which is available in multiple languages including English, Polish, and Romanian.

Housing obligations: The Netherlands experiences a severe national housing shortage. If you provide or arrange accommodation for foreign employees, the housing must comply with standards set by the Foundation for Flexible Housing Standards (Stichting Normering Flexwonen - SNF). SNF standards set strict minimums for floor space, privacy, fire safety, and hygiene. Under Dutch wage protection laws, you may only deduct housing costs from an employee wage up to strictly regulated statutory caps, and only if explicit legal criteria are met.

What this costs you, roughly

Budgeting for international recruitment requires accounting for administrative fees, compliance costs, and onboarding expenses. Below is an overview of direct costs per worker:

IND application fee (GVVA permit, non-EU only): €380 to €410 per candidate (non-refundable regardless of outcome).
VCA safety training and exam: €150 to €300 per worker for training materials and test administration.
Travel and initial relocation allowance: €150 to €600 depending on point of origin in Europe or overseas.
SNF-compliant housing provision: €400 to €800 per month per worker (partially deductible depending on contract structure and statutory limits).
Document translation and qualification evaluation: €100 to €250 if formal foreign certificates require evaluation by Nuffic or SBB.
Tools and personal protective equipment (PPE): €300 to €600 per worker for standard safety gear, workwear, and basic tools compliant with Dutch site standards.

Worker fee protection and employer legal liability

Legitimate employers never charge job seekers or candidates any recruitment fees, application fees, or placement charges. Under the Dutch Allocation of Workers by Intermediaries Act (Wet allocatie arbeidskrachten door intermediairs - Waadi), it is illegal to demand payment from workers in exchange for job placement or employment contracts.

Workers who are asked to pay recruitment fees, visa administration fees, or mandatory guarantee deposits are victims of recruitment fraud. Engaging with intermediaries who charge workers exposes your company to severe statutory liabilities under the Minimum Wage Act (Wet minimumloon - WML) and the Foreign Workers Act (Wav). The Dutch Labour Inspectorate actively prosecutes companies linked to illegal fee exploitation, imposing fines that often exceed tens of thousands of euros per illegal charge, alongside mandatory back-pay liabilities.

Finding candidates directly on Workuro

Workuro is a direct global candidate registry designed to help Dutch employers connect with workers who are looking to relocate to the Netherlands. Employers can search profiles of painters and decorators, review their practical experience, language skills, and certifications, and reach out to them directly. Workuro is not a recruitment agency: we do not handle job placement, we do not take any per-hire fee, and we never charge workers to publish a profile.

Please note that the Workuro registry is young and continuously growing. You will not find hundreds of thousands of candidate profiles listed yet. What you will find is a focused space where skilled painters express an active interest in working abroad, allowing you to establish direct contact, conduct direct assessments, and manage your hiring without third-party recruitment markup.