EU posting of workers

What it is

Cross-border posting allows a worker employed in one EU Member State to carry out work temporarily in another. The European and national rules are strict — prior notifications, social security, the working conditions of the host country, documents to be kept available — and the penalties for ignoring them also fall on the company receiving the worker.

What we do for you

Preliminary assessment: is posting the right instrument for your case, or is another arrangement better? We tell you beforehand, not afterwards.
Prior posting notification to the authorities of the host country.
A1 certificates, so that social security cover remains in the country of origin.
Application of the host country's working conditions (pay, working hours, rest periods).
A document file ready for any inspection, with a designated local contact person.

Why with us

We operate on a permanent basis under both legal systems: registered office in The Hague, branch in Italy at Basiano (MI), professional advisers appointed in both countries. For us, posting is not an exotic procedure: it is the everyday substance of our work. It is also the reason why the large generalist agencies treat it as one line in a catalogue, and we treat it as our craft.

Two directions, two routes

From Italy to the Netherlands and the Benelux

For Italian companies (construction, plant engineering, food processing, maintenance) with sites or contracts in the Benelux: we handle the prior notification to the local authorities, the A1 certificates, the application of the host country's minimum conditions and the documents to be produced in the event of an inspection. You think about the job, we think about the paperwork.

From the Netherlands and the Benelux to Italy

For Dutch and Benelux companies with projects in Italy: our Italian branch acts as the local contact, handling the prior posting notification, the documentation in the required language and the application of Italian working conditions. On request, we work in English or Dutch.

How it works in practice

Case analysis — we check that the posting is genuine and that it is the right instrument; if it is not, we propose the alternative (local temporary agency work, payrolling).
Preparation — A1 certificates, prior notification in the host country, appointment of the local contact person, document file.
During the posting — the host country's working conditions applied and documented; a contact person reachable in each country.
Closing — return, closure of the registrations and retention of the file for the periods required by law.

Mini-glossary

A1 certificate	Certifies in which country the worker remains covered by social security during the posting.
Prior notification	Notification to the authorities of the host country, compulsory before the work begins.
Host country conditions	Minimum pay, working hours and rest periods of the country where the work is done: they apply to posted workers too.
Local contact person	The person designated in the host country who keeps the documents available for inspectors.

Frequently asked questions

How long does it take to prepare a posting?

It depends on the country and on the case, but the order of magnitude is weeks, not months: this is why it is worth involving us as soon as the job takes shape, not once the contract has been signed.

Does the worker remain insured in their own country?

Yes, if the A1 certificate is in order: that is exactly what the certificate is there to prove.

What is the risk of using irregularly posted workers?

Penalties both for the company posting the worker and for the company receiving them, as well as reclassification of the relationship. That is why the document file is not bureaucracy: it is your defence.

A genuine posting has precise requirements (temporary nature, real activity in the country of origin, an organic link with the posting employer). When preparing a quotation we always check that your case meets them: if it does not, we propose the correct alternative. The information on this page describes the process and does not constitute legal advice.