Clear HR processes for Dutch businesses, built remotely from India
GullyHR helps small and mid-sized businesses in the Netherlands audit, design and document their HR processes. We work remotely from Bengaluru and leave legal questions to your Dutch adviser, then build the confirmed rules into your process.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps Dutch businesses with HR audits, hiring and onboarding processes, handbooks, absence and performance workflows, and manager training. We work remotely by video call and shared documents. We do not give legal advice or run payroll. Your Dutch adviser confirms the rules, and we build them into your HR system.
Time zone. The Netherlands is on UTC+1 in winter and UTC+2 in summer. India is 4 hours 30 minutes ahead in winter and 3 hours 30 minutes ahead in summer. The Indian morning meets the Dutch afternoon, and most calls fit between mid-morning and late afternoon.
Who this suits in the Netherlands
- A Dutch scale-up or technology business where founders and a few managers handle hiring and people questions without a dedicated HR lead.
- A Dutch office or European headquarters of an Indian or foreign group that needs HR documents and processes written down and consistent across countries.
- A trading, logistics or services company that hires staff from several countries and wants one clear onboarding routine for all of them.
- A business that wants its absence, performance and exit steps written down so managers can follow them without calling the owner.
What we do for businesses in the Netherlands
HR audit
We review contracts, policies, staff files, onboarding steps and management practice against a clear checklist. You receive a written report, with questions for your Dutch adviser marked separately.
Read more →HR process design
We map and redesign hiring, onboarding, absence, performance and exit workflows. Each step has an owner and a record, so managers act consistently across teams.
Read more →Employee onboarding process
We design the steps from signed offer to the end of the first months, including checklists and manager check-ins. This suits teams that hire across borders and need one routine for every new joiner.
Read more →Performance management process
We build review cycles, goal templates and feedback guides that fit a direct, open working style. Managers get simple tools for regular conversations and clear written notes.
Read more →Soft skills training for managers
We train managers online in feedback, difficult conversations and team communication. Sessions are scheduled for the Dutch afternoon and use your own real cases.
Read more →HR situations we help with in the Netherlands
Direct culture, vague documents.
Dutch workplaces value open discussion, yet the written side is often thin. Decisions made in conversation need a short record so they are not remembered differently later.
Flexible and temporary contracts.
Employers use different contract forms and working arrangements side by side. A clear register of who is on what terms helps managers avoid mistakes and surprises.
Absence and reintegration.
Long absence involves a series of manager and employer steps over many months. A written timeline with owners keeps the process on track and the file complete.
International teams.
Dutch businesses often employ people from many countries. Onboarding needs to explain local working habits plainly, without assuming the new joiner already knows them.
Employee participation bodies.
Larger employers may have a works council, which is consulted on some changes. A process showing when to involve it saves managers from rushed plans.
Scale-ups growing faster than their HR.
A team of ten becomes forty and the informal habits stop working. A handbook, onboarding routine and review cycle give new managers something to follow.
Local rules your adviser confirms
These are Dutch regimes an employer should confirm with a qualified local adviser. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| Works council rules | Employers above a certain size may need a works council, which has a say in some matters. Your adviser confirms whether this applies. We map where your processes touch it. |
| Collective labour agreements | Some sectors apply agreements between employers and unions. Your adviser confirms whether one binds you. We then build its terms into your documents. |
| Employment contract types | Fixed-term, open-ended and flexible arrangements follow different rules. We create contract and onboarding templates. Your adviser confirms permitted use and wording. |
| Written terms and probation | The information given at hiring and the use of a trial period. We design the offer and review steps. Your adviser confirms what is allowed and how it must be written. |
| Sickness absence and reintegration | Employers and employees have defined duties during long absence. We design the manager workflow and record steps. Your adviser or occupational health provider confirms the details. |
| Ending employment | Rules on dismissal and mutual agreement, and the records that come before. We design the documentation workflow. Your adviser decides legal steps in every case. |
| Payroll, tax and social premiums | Handled by your payroll provider or adviser. We add the joiner, change and leaver steps that feed them, so correct information arrives on time. |
| Data protection in HR | Handling of staff records and applicant data. We design record-keeping steps with care for who sees what. Your adviser or data protection officer confirms the details. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call to understand your business, team size, managers and the issues you want solved. We agree scope in writing and set meeting windows that suit Dutch time.
- 2
Document review
You share contracts, handbooks, forms and sample records in a shared folder. We read them and list gaps, contradictions and questions for your adviser. Dutch documents are welcome.
- 3
Written findings
We send a written report in plain English with priorities, then go through it on a call so you can ask questions before design starts.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in shared documents. You comment, we revise, and legal points stay marked for your adviser.
- 5
Handover and support
We hand over final documents with a short guide for managers. Where Dutch versions are needed, your adviser or translator finalises them. Ongoing remote help is available if you want it.
What we do not do
- We do not give legal advice or opinions on Dutch employment law.
- We do not run payroll, handle tax or social premiums or make statutory filings.
- We do not run occupational health or reintegration services.
- We do not supply contract staff, run background verification or give visa advice.
- We do not claim a Dutch office, registration or past Dutch clients.
Questions from businesses in the Netherlands
GullyHR does. We are based in Bengaluru and work remotely with Dutch businesses on audits, process design, documents and manager training. We do not give legal advice, and we work alongside your Dutch adviser.
No. We name areas to check, such as works council rules and collective labour agreements, but your qualified adviser confirms what applies. We then build the confirmed requirement into your processes.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change steps that feed your payroll provider, so the right information arrives on time.
Many Dutch employers work in English, but some documents may be needed in Dutch. We draft in English. Your adviser or translator confirms where a Dutch version is needed and prepares it.
We can design the manager workflow, timeline and record templates around the steps your adviser or occupational health provider confirms. We do not give medical or legal advice on individual cases.
The first conversation is free. After it we share a written scope, timeline and fee for the work, so you can decide before committing. An HR audit is a paid service.