The Netherlands has a large logistics, warehousing, manufacturing and distribution sector, creating opportunities for warehouse operatives, order pickers, packers, forklift drivers, material handlers, production workers and logistics assistants.

For foreign job seekers, however, getting hired is only one part of the process. Your right to work depends on your nationality, residence status, the type of employment and whether the employer can satisfy Dutch labour-market requirements.

The most important point is this: a genuine Netherlands job with visa sponsorship must be supported by a real employer, a genuine employment contract and the correct government-issued work and residence authorisation.

For workers from outside the EU/EEA and Switzerland, ordinary warehouse and factory positions generally fall under the regular paid-employment route, rather than the highly skilled migrant scheme. The Dutch Immigration and Naturalisation Service (IND) and the Employee Insurance Agency (UWV) are the key authorities involved in this process.

Who Can Work in the Netherlands Without a Work Permit?

Your nationality determines whether you need a Dutch work permit.

EU, EEA and Swiss nationals

Citizens of EU countries, Iceland, Liechtenstein, Norway and Switzerland can generally work in the Netherlands without a Dutch work permit, visa or residence permit.

They need a valid passport or identity document and must comply with applicable registration requirements when relevant.

Non-EU/EEA workers

If you are from a country outside the EU/EEA and Switzerland, you normally need work authorisation before starting employment.

For employment lasting more than three months where the worker will reside in the Netherlands, the relevant route is generally the Gecombineerde Vergunning voor Verblijf en Arbeid (GVVA), known in English as the Single Permit.

The GVVA combines permission to reside and work in the Netherlands.

For some situations, an employer instead applies for a Tewerkstellingsvergunning (TWV), or employment permit. For example, a TWV can apply to certain workers who will work for less than three months.

Having a job offer does not automatically give a foreign worker the right to start work.

What Warehouse and Factory Jobs Are Available?

Foreign candidates commonly search for vacancies such as:

• Warehouse operative
• Warehouse assistant
• Order picker
• Picker and packer
• Packing worker
• Logistics assistant
• Material handler
• Production worker
• Factory operative
• Distribution centre worker
• Inventory assistant
• Loading and unloading worker
• Forklift operator
• Reach-truck driver
• Production line worker
• Machine operator

Employers may require previous warehouse experience, physical fitness, shift availability, basic English or Dutch, safety awareness and relevant certificates.

For forklift and reach-truck positions, employers may require appropriate training or certification before allowing an employee to operate equipment.

Netherlands Minimum Wage and Salary Rules

A legitimate employment contract must comply with Dutch employment law.

As of 1 July 2026, the statutory minimum wage for workers aged 21 and over is €14.99 gross per hour. The Netherlands uses a statutory hourly minimum wage rather than a single statutory monthly salary. The amount an employee earns each month therefore depends on the number of hours worked.

Workers employed through an agency are also entitled to the applicable minimum wage.

Warehouse and logistics employees may also fall under a collective labour agreement (CAO). A CAO can establish wage scales, overtime arrangements, shift allowances, holiday arrangements and other employment conditions.

For example, the 2026 CAO for professional goods transport and logistics contains agreements covering wages, allowances, working hours, overtime, holidays and pensions.

This means you should not judge an offer only by its advertised hourly rate. Check:

Gross hourly wage + guaranteed hours + shift allowances + overtime rules + holiday allowance + accommodation deductions + other deductions.

A legitimate employer should clearly explain these terms in the employment contract.

Does the Employer Need to Advertise the Job First?

Yes, this is one of the most important requirements for non-EU workers seeking ordinary warehouse employment.

For a regular work permit, the Dutch employer must generally demonstrate that it has first searched for suitable workers in the Netherlands and the EU/EEA or Switzerland.

UWV assesses whether the employer genuinely attempted to find an available worker who can perform the job.

For ordinary vacancies, the employer must report the vacancy to UWV and generally keep it open for at least five weeks before the work-permit application. For difficult-to-fill vacancies, the labour-market search can require at least three months.

UWV can request evidence showing how the employer searched for candidates, including:

• Online job advertisements
• Recruitment-agency advertisements
• EURES vacancy activity
• Details of applicants
• Selection procedures
• Reasons suitable candidates were rejected
• The proposed employment contract

This is why a recruiter who tells you, “Pay me today and your Netherlands warehouse work permit is guaranteed tomorrow,” is making a claim that does not match the official process.

The employer has to satisfy the Dutch labour-market test. The applicant cannot simply purchase approval.

Which Visa or Work Permit Is Relevant?

1. GVVA — Single Permit

The GVVA is the principal route to understand when considering ordinary paid employment in the Netherlands for a non-EU worker who will live and work there.

It combines:

• A residence permit; and
• A work permit.

The employer normally starts the process with the IND. UWV provides advice to the IND on the employment-permit part of the application.

The employer must meet requirements including appropriate employment conditions, legal registration and the labour-market test.

2. TWV — Employment Permit

A TWV is used in situations where a separate employment permit is required rather than a GVVA.

Examples can include certain employment lasting less than three months or specific categories of workers already holding a relevant Dutch residence status.

The exact permit depends on your circumstances.

3. Highly Skilled Migrant Permit

Do not assume that a warehouse operative qualifies for the Dutch Highly Skilled Migrant scheme.

That route is designed for specialist, highly skilled positions and has specific salary and employer requirements. The employer must generally be an IND-recognised sponsor.

Most ordinary warehouse picker, packer and general factory-worker vacancies should not be advertised to candidates as highly skilled migrant positions simply because the employer is willing to sponsor them.

4. MVV — Provisional Residence Permit

If your nationality requires an MVV (Machtiging tot Voorlopig Verblijf), you normally need this provisional residence visa to travel to the Netherlands for a long-term residence permit.

MVV requirements depend on nationality. Citizens of EU/EEA countries and Switzerland, along with certain other nationalities including the United Kingdom, United States, Canada, Australia, Japan, New Zealand and South Korea, are among those generally exempt from the MVV requirement.

An MVV is not the same thing as a work permit.

For a non-EU worker, the underlying residence and work authorisation still has to be approved.

What Does “Free Visa Sponsorship” Really Mean?

The phrase “free visa sponsorship” is widely used in international recruitment advertisements, but job seekers should understand exactly what it means.

A legitimate employer can agree to sponsor your work and residence application and may pay or reimburse some immigration-related costs.

However, “free sponsorship” does not mean the government application has no requirements or that every cost is automatically zero.

Ask the employer in writing:

• Who submits the GVVA application?
• Which company is the legal employer?
• Who pays the immigration application fees?
• Who pays travel costs?
• Is accommodation provided?
• Is accommodation deducted from wages?
• What is the gross hourly wage?
• How many hours are guaranteed?
• Which CAO applies?
• What happens if the permit application is refused?
• What is the exact job location?
• Who will supervise you?

A genuine employer should be able to answer these questions clearly.

4 Major Recruitment Scams to Avoid

1. Upfront payment for a “guaranteed work permit”

This is one of the biggest warning signs.

A recruiter who says you must transfer money before the Dutch government can “release” your work permit is not following the normal process.

A work permit is not something a private agent can guarantee by taking your money.

2. No identifiable Dutch employer

Be suspicious if the recruiter refuses to provide:

• Legal company name
• Dutch business address
• Company registration details
• Employment contract
• Job location
• Contact information for the employer

You should be able to independently verify the company.

For employment agencies, WorkinNL advises workers to check that the agency is registered with the Dutch Chamber of Commerce (Kamer van Koophandel / KvK) and has appropriate certification.

3. “Visa approved before interview”

A recruiter promising an approved work permit before you have received a genuine job offer and before the employer completes the required government process is a major red flag.

The proper sequence involves an actual employer, employment conditions and government assessment.

There is no legitimate shortcut called a “100% guaranteed Netherlands warehouse visa.”

4. Payment to a personal bank account or messaging-app agent

Do not treat a WhatsApp, Telegram or social-media conversation as proof that a recruitment company is legitimate.

Be especially careful if you are instructed to send money to:

• A personal bank account
• A cryptocurrency wallet
• An unverified payment account
• A money-transfer service
• A person who claims to be an immigration officer

Verify the employer independently before sending documents or money.

How to Find Legitimate Netherlands Warehouse Jobs

Start with reputable recruitment channels rather than random social-media advertisements.

Useful places to search include:

• EURES
• UWV / Werk.nl
• Established Dutch recruitment agencies
• Direct employer career pages
• Recognised employment agencies
• Major Dutch job platforms

Search using Dutch and English job titles.

Useful Dutch keywords include:

• magazijnmedewerker — warehouse employee
• orderpicker — order picker
• magazijnmedewerker logistiek — logistics warehouse worker
• productiemedewerker — production worker
• heftruckchauffeur — forklift driver
• reachtruckchauffeur — reach-truck driver
• logistiek medewerker — logistics employee
• inpakker — packer
• productiemedewerker fabriek — factory production worker

Combining these terms with “visa sponsorship,” “work permit,” “GVVA,” or “international candidates” can help identify employers that understand international recruitment.

Step-by-Step Legal Pathway

Step 1: Find a genuine vacancy

Apply through an established job board, recruitment agency or directly through the employer.

Do not pay anyone simply for access to a job vacancy.

Step 2: Verify the employer

Check the employer’s legal name, website, Dutch address and KvK information.

If an agency is involved, check the agency’s registration and certification.

Ask whether the agency is the actual employer or is recruiting on behalf of another company.

Step 3: Receive a written employment offer

Before discussing immigration arrangements, you should have clear employment terms.

The contract should identify:

• Employer
• Job title
• Workplace
• Salary
• Working hours
• Contract duration
• Holiday entitlement
• Applicable CAO
• Probation period where applicable
• Accommodation arrangements
• Deductions

Do not rely on a verbal promise that you will receive “€3,000 per month” if the written contract says something different.

Step 4: Employer completes the labour-market process

For an ordinary non-EU worker, the employer must demonstrate that it has searched for suitable workers in the Netherlands and EU/EEA/Switzerland as required.

The vacancy may need to be registered with UWV and kept open for the required period.

This is an employer responsibility.

Step 5: Employer submits the permit application

For a worker coming to the Netherlands to live and work for more than three months, the employer will generally use the GVVA process where applicable.

The IND handles the residence side and requests UWV’s assessment of the employment-permit requirements.

The employer may need to provide documents such as the employment contract and evidence of recruitment efforts.

Step 6: Wait for the official decision

Do not purchase a flight based solely on a recruiter saying your application is approved.

Wait for the official IND decision and follow the instructions provided by the Dutch authorities.

Step 7: Complete MVV processing if required

If your nationality requires an MVV, the Dutch representation specified in the application process will handle the MVV sticker after a positive decision.

The IND states that an appointment for the MVV sticker must generally be made within three months of the positive decision.

The MVV is normally valid for 90 days.

Step 8: Travel to the Netherlands

Travel only after you have received the required authorisation and understand the conditions attached to your permit.

Once in the Netherlands, follow the IND instructions for collecting your residence document and completing registration requirements.

Step 9: Start work only when authorised

This is essential.

A job offer is not permission to work.

You must have the appropriate immigration and employment authorisation before starting work.

How to Check a Sponsoring Employer

Before accepting a warehouse or factory job, run this checklist:

Employer verification

• Is the company legally identifiable?
• Does it have a Dutch KvK registration where required?
• Does the company have a real business address?
• Does its website match the company name?
• Does the recruiter use a company email address?
• Is there a written employment contract?

Immigration verification

• Does the employer understand the GVVA/TWV process?
• Who will submit the application?
• Has the employer explained the labour-market test?
• Will the employer provide the documents required by IND/UWV?
• If an MVV is required, has the employer explained the official process?

Salary verification

• Is the gross hourly rate clearly stated?
• Does the salary meet the statutory minimum?
• Does the applicable CAO provide higher terms?
• Are shift and overtime allowances explained?
• Are accommodation and transport deductions disclosed?

Scam verification

• Are you being asked for money before a genuine employment process?
• Are you being promised a guaranteed permit?
• Is the recruiter refusing to identify the employer?
• Are you being pressured to make an immediate payment?
• Are you being told to travel before the permit is approved?

If the answer to any of the final five questions is yes, stop and verify the offer independently.

Final Checklist for Foreign Job Seekers

A legitimate Netherlands warehouse or factory sponsorship opportunity should have a traceable employer, a genuine vacancy, written employment conditions and a government-compliant immigration process.

For non-EU/EEA workers, the employer generally has to satisfy the Dutch labour-market requirements before the authorities can approve the employment route. The relevant process may involve UWV, IND, a TWV or GVVA, and an MVV where required by nationality.

Do not confuse an attractive recruitment advertisement with immigration approval.

The safest sequence is simple:

Find the employer → verify the company → receive the contract → employer completes the labour-market process → employer submits the appropriate permit application → receive the official decision → complete MVV processing if required → travel → collect your residence document → start authorised employment.

A genuine Netherlands warehouse job does not require a secret shortcut. If a recruiter cannot explain the employer, contract, work-permit route and official application process, do not send money or passport documents until the offer has been independently verified.