{"id":180596,"date":"2022-06-28T12:10:19","date_gmt":"2022-06-28T10:10:19","guid":{"rendered":"https:\/\/arlettipartners.com\/detachement-des-travailleurs-aux-pays-bas\/"},"modified":"2026-10-20T10:24:26","modified_gmt":"2026-10-20T08:24:26","slug":"detachement-des-travailleurs-aux-pays-bas","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-aux-pays-bas\/","title":{"rendered":"D\u00e9tachement des travailleurs aux Pays-Bas"},"content":{"rendered":"&#13;\n<p class=\"wp-block-paragraph\"><p data-pm-slice=\"1 1 []\">Le d\u00e9tachement de travailleurs aux Pays-Bas est r\u00e9gi par les directives <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:31996L0071\">96\/71\/CE<\/a>, <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32014L0067\">2014\/67\/UE<\/a> et <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32018L0957\">2018\/957\/UE<\/a>, telles que transpos\u00e9es dans la l\u00e9gislation n\u00e9erlandaise.<\/p><\/p>&#13;\n<p>Ces r\u00e8gles fixent les exigences et les obligations applicables aux entreprises qui d\u00e9tachent leurs salari\u00e9s aux Pays-Bas. Les entreprises doivent accomplir les formalit\u00e9s pr\u00e9alables applicables avant la date de d\u00e9but du d\u00e9tachement et respecter les obligations pertinentes pendant toute la dur\u00e9e de la mission.<\/p>&#13;\n<blockquote class=\"wp-block-quote\">&#13;\n<p><p data-pm-slice=\"1 1 []\">Pour un aper\u00e7u de la l\u00e9gislation europ\u00e9enne en la mati\u00e8re, consultez notre <a href=\"https:\/\/arlettipartners.com\/fr\/reglementation-travailleurs-detaches-directives-ue-detachement\/\">guide sur les directives europ\u00e9ennes relatives au d\u00e9tachement de travailleurs<\/a>.<\/p><\/p>&#13;\n<\/blockquote><p><!-- \/wp:post-content --><\/p>\n<p><!-- wp:heading {\"align\":\"left\"} --><\/p>\n<h2 data-pm-slice=\"1 1 []\">Obligations pr\u00e9alables au d\u00e9tachement de travailleurs aux Pays-Bas<\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Une entreprise qui d\u00e9tache ses salari\u00e9s aux Pays-Bas doit d\u2019abord <strong>soumettre une <\/strong><a href=\"https:\/\/arlettipartners.com\/fr\/declaration-de-detachement\/\"><strong>d\u00e9claration de d\u00e9tachement<\/strong><\/a><strong> aux autorit\u00e9s n\u00e9erlandaises<\/strong>, sauf si une exemption sp\u00e9cifique s\u2019applique. Les entreprises doivent utiliser le portail officiel n\u00e9erlandais de notification pour accomplir cette premi\u00e8re formalit\u00e9.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">L\u2019entreprise d\u2019envoi doit fournir une copie \u00e9crite ou \u00e9lectronique de la notification \u00e0 l\u2019entreprise d\u2019accueil avant le d\u00e9but de l\u2019activit\u00e9 professionnelle aux Pays-Bas.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">L\u2019une des exigences fondamentales consiste \u00e0 respecter les conditions de travail et les <a href=\"https:\/\/arlettipartners.com\/fr\/?news=nouvelle-augmentation-du-salaire-minimum-aux-pays-bas-a-partir-du-1er-juillet-2024\">conditions salariales aux Pays-Bas<\/a>, conform\u00e9ment \u00e0 la l\u00e9gislation n\u00e9erlandaise et aux dispositions pertinentes de toute convention collective applicable.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">L\u2019entreprise d\u2019envoi doit \u00e9galement d\u00e9signer une personne de contact charg\u00e9e d\u2019agir comme interm\u00e9diaire ou d\u2019assurer la liaison avec les autorit\u00e9s. Cette personne doit \u00eatre disponible sur le territoire n\u00e9erlandais pendant toute la dur\u00e9e de la prestation de services et peut \u00e9galement \u00eatre l\u2019un des travailleurs d\u00e9tach\u00e9s.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 3 []\">Les dispositions relatives aux travailleurs d\u00e9tach\u00e9s s\u2019appliquent, en r\u00e9sum\u00e9, aux situations suivantes :<\/p>\n<ul data-spread=\"false\">\n<li>Prestation de services aupr\u00e8s de clients aux Pays-Bas : maintenance, installation, etc.<\/li>\n<li>Prestation de services aupr\u00e8s de filiales de son propre groupe aux Pays-Bas : audit, gestion, etc.<\/li>\n<li>Mise \u00e0 disposition de travailleurs int\u00e9rimaires.<\/li>\n<\/ul>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:heading {\"level\":3} --><\/p>\n<h3 data-pm-slice=\"1 1 []\">Travailleurs ind\u00e9pendants d\u00e9tach\u00e9s aux Pays-Bas<\/h3>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Les travailleurs ind\u00e9pendants ne sont pas, \u00e0 proprement parler, des salari\u00e9s. Ils ne rel\u00e8vent donc pas n\u00e9cessairement du champ d\u2019application de la directive europ\u00e9enne sur le d\u00e9tachement de travailleurs.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Cependant, de nombreux pays ayant transpos\u00e9 cette directive exigent des travailleurs ind\u00e9pendants qu\u2019ils soumettent une notification de d\u00e9tachement. C\u2019est notamment le cas des Pays-Bas, o\u00f9 cette obligation s\u2019applique aux travailleurs ind\u00e9pendants \u00e9tablis dans l\u2019UE, l\u2019EEE ou en Suisse qui exercent des activit\u00e9s dans certains secteurs d\u00e9termin\u00e9s.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading {\"level\":3} --><\/p>\n<h3 data-pm-slice=\"1 1 []\">D\u00e9marches concernant les ressortissants de pays tiers<\/h3>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Les entreprises doivent faire preuve d\u2019une vigilance particuli\u00e8re lorsqu\u2019elles d\u00e9tachent des ressortissants de pays tiers aux Pays-Bas.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">En effet, les exigences en mati\u00e8re d\u2019immigration et d\u2019autorisation de travail peuvent varier consid\u00e9rablement. Il est donc conseill\u00e9 de proc\u00e9der \u00e0 une analyse au cas par cas.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Il convient, par exemple, de v\u00e9rifier si le ressortissant d\u2019un pays tiers a besoin d\u2019un permis de travail dans le pays d\u2019accueil.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading {\"align\":\"left\"} --><\/p>\n<h2 data-pm-slice=\"1 1 []\">Conservation et archivage des documents<\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Pendant la mission, l\u2019entreprise qui d\u00e9tache les travailleurs doit conserver tous les documents requis relatifs \u00e0 chaque mission. Il s\u2019agit notamment des contrats de travail, des bulletins de paie, des relev\u00e9s d\u2019heures, du certificat A1 et des justificatifs de paiement des salaires. Ces documents doivent \u00eatre disponibles sur le lieu de travail, soit sur support papier, soit sous une forme num\u00e9rique imm\u00e9diatement accessible.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Les autorit\u00e9s n\u00e9erlandaises peuvent en effet demander ces documents pendant le d\u00e9tachement, mais aussi apr\u00e8s celui-ci, pendant une p\u00e9riode pouvant aller jusqu\u2019\u00e0 cinq ans.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">\u00c0 la demande des autorit\u00e9s, l\u2019entreprise doit \u00eatre en mesure de fournir les documents traduits dans la langue officielle.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading {\"align\":\"left\"} --><\/p>\n<h2 data-pm-slice=\"1 1 []\">Amendes et sanctions en cas de non-respect de la r\u00e9glementation n\u00e9erlandaise sur le d\u00e9tachement de travailleurs<\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">L\u2019Inspection du travail n\u00e9erlandaise peut infliger des amendes aux entreprises \u00e9trang\u00e8res ou aux travailleurs ind\u00e9pendants qui ne respectent pas les dispositions nationales relatives au d\u00e9tachement.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p data-pm-slice=\"1 1 []\">Une entreprise qui ne d\u00e9clare pas, par \u00e9crit ou par voie \u00e9lectronique, le d\u00e9tachement de ses salari\u00e9s sur le territoire n\u00e9erlandais conform\u00e9ment \u00e0 la r\u00e9glementation en vigueur s\u2019expose \u00e0 <strong>des amendes de base de 1 500 \u20ac pour moins de 10 travailleurs d\u00e9tach\u00e9s, de 3 000 \u20ac pour 10 \u00e0 19 travailleurs d\u00e9tach\u00e9s et de 4 500 \u20ac pour 20 travailleurs d\u00e9tach\u00e9s ou plus<\/strong>.<\/p>\n<blockquote class=\"wp-block-quote\">\n<p data-pm-slice=\"1 1 [&quot;blockquote&quot;,{&quot;start&quot;:4151,&quot;end&quot;:4329}]\"><em>Le non-respect de l\u2019obligation de mettre les documents requis \u00e0 disposition sur le lieu de travail est sanctionn\u00e9 par une amende de base de 8 000 \u20ac pour l\u2019employeur \u00e9tranger.<\/em><\/p>\n<p><!-- \/wp:paragraph --><\/p><\/blockquote>\n<p><!-- \/wp:quote --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Les sanctions peuvent \u00eatre major\u00e9es ou r\u00e9duites en fonction des circonstances propres \u00e0 chaque cas, notamment des facteurs susceptibles d\u2019aggraver l\u2019infraction, tels que le nombre de salari\u00e9s concern\u00e9s, la dur\u00e9e de l\u2019infraction et une \u00e9ventuelle r\u00e9cidive.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Par exemple, une amende peut \u00eatre major\u00e9e de 100 % si la m\u00eame obligation l\u00e9gale a \u00e9t\u00e9 enfreinte au cours des cinq ann\u00e9es pr\u00e9c\u00e9dant la constatation de la nouvelle infraction et si l\u2019amende inflig\u00e9e pour l\u2019infraction ant\u00e9rieure est devenue d\u00e9finitive.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Le fait de ne pas r\u00e9pondre de mani\u00e8re ad\u00e9quate aux demandes formelles de l\u2019Inspection du travail n\u00e9erlandaise lors d\u2019un contr\u00f4le peut entra\u00eener des amendes de base de 6 000 \u20ac pour les employeurs \u00e9trangers et de 3 000 \u20ac pour les travailleurs ind\u00e9pendants soumis \u00e0 l\u2019obligation d\u2019information. Ces montants ne constituent pas des plafonds absolus.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading {\"align\":\"left\"} --><\/p>\n<h2 data-pm-slice=\"1 1 []\">Formalit\u00e9s suppl\u00e9mentaires lors du d\u00e9tachement de travailleurs aux Pays-Bas<\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Conform\u00e9ment au <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32004R0883\">r\u00e8glement 883\/2004<\/a> et \u00e0 son <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32009R0987\">r\u00e8glement d\u2019application 987\/2009<\/a>, l\u2019entreprise qui d\u00e9tache les travailleurs doit demander \u00e0 l\u2019organisme de s\u00e9curit\u00e9 sociale comp\u00e9tent un <a href=\"https:\/\/arlettipartners.com\/fr\/formulaire-a1-travailleurs-detaches\/\">certificat A1<\/a> pour les salari\u00e9s d\u00e9tach\u00e9s.<\/p>\n<p><!-- \/wp:quote --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Si un d\u00e9tachement dure plus de 12 mois, les travailleurs d\u00e9tach\u00e9s ont droit \u00e0 l\u2019ensemble des conditions d\u2019emploi pr\u00e9vues par le droit n\u00e9erlandais, \u00e0 l\u2019exception des r\u00e8gles r\u00e9gissant les proc\u00e9dures, formalit\u00e9s et conditions de conclusion et de rupture du contrat de travail, y compris les clauses de non-concurrence, ainsi que des r\u00e8gles relatives aux r\u00e9gimes de retraite.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">La p\u00e9riode de 12 mois peut \u00eatre port\u00e9e \u00e0 18 mois sur pr\u00e9sentation d\u2019une notification motiv\u00e9e.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Dans ce cas, l\u2019entreprise doit effectuer la notification au cours des trois derniers mois de la p\u00e9riode de d\u00e9tachement pr\u00e9vue. Par exemple, pour un d\u00e9tachement de neuf mois, l\u2019entreprise peut notifier la prolongation \u00e0 partir du septi\u00e8me mois.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">Si le d\u00e9tachement est prolong\u00e9 au-del\u00e0 d\u2019une dur\u00e9e totale de 18 mois, le travailleur d\u00e9tach\u00e9 aura droit \u00e0 l\u2019ensemble des conditions de travail obligatoires d\u00e8s le treizi\u00e8me mois de d\u00e9tachement. Ce n\u2019est que si la prolongation est limit\u00e9e \u00e0 une dur\u00e9e totale de 18 mois que le travailleur d\u00e9tach\u00e9 aura droit \u00e0 l\u2019ensemble des conditions de travail obligatoires \u00e0 partir du dix-neuvi\u00e8me mois.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph {\"align\":\"left\"} --><\/p>\n<p data-pm-slice=\"1 1 []\">La notification de la prolongation doit \u00eatre effectu\u00e9e sur le m\u00eame portail en ligne que celui utilis\u00e9 pour notifier le d\u00e9tachement transnational de travailleurs avant son commencement.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Comment naviguer dans le domaine du d\u00e9tachement transnational ? Guide pratique pour le d\u00e9tachement des travailleurs aux Pays-Bas : l\u00e9gislation en vigueur et obligations. <\/p>\n","protected":false},"author":42,"featured_media":151546,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wpai_generated_summary":"","footnotes":""},"categories":[1716],"tags":[],"country":[1591],"container":[6614],"service":[6235],"tag-di-competenza":[5609],"class_list":["post-180596","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-posting-of-workers-for-provisions-of-services","country-pays-bas","container-global-mobility-services","service-posting-of-workers-to-eu","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.7 (Yoast SEO v28.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9tachement aux Pays-Bas: l\u00e9gislation en vigueur et obligations<\/title>\n<meta name=\"description\" content=\"L\u00e9gislation en vigueur et obligations pour le d\u00e9tachement de travailleurs aux Pays-Bas.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-aux-pays-bas\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"D\u00e9tachement des travailleurs aux Pays-Bas\" \/>\n<meta property=\"og:description\" content=\"Comment naviguer dans le domaine du d\u00e9tachement transnational ? 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