European hiring

Hire in Europe from the work country, the sector, and the worker’s status.

European employment is built from national labour law, social-insurance institutions, and often a collective agreement. An EU passport can simplify mobility. It does not create one European employment contract or one payroll rate.

Scope a European hire β†— Open country guides
What repeats across Europe

Four inputs that change the European employment file

Collective agreements

France, Belgium, Italy, the Netherlands, Germany, and the Nordics often require a sector classification before pay, working time, and benefits can be confirmed. See the country guide rather than a pan-EU band.

Social-insurance registration

Each country has its own employer registration, contribution split, and monthly declaration. DSN in France, a-melding in Norway, and PAYE in the United Kingdom are different operating calendars.

Works councils and consultation

Establishment size can create information or co-determination duties. A termination or restructuring timeline should wait until those facts are checked.

Posted and mobile work

An employee hired in one member state who then works in another can trigger posted-worker notices, social-security certificates, and tax-presence questions. EOR employment in the home country does not close those items automatically.

Country guides

Use the national employment system, not an EU average

United Kingdom

PAYE, National Insurance, leave, and sponsorship.

 Germany

Social insurance, written terms, and works councils.

 France

Convention collective, DSN, and employment process.

 Netherlands

CAO coverage, payroll tax, and dismissal routes.

 Ireland

Employment permits, payroll, and workplace rules.

 Spain

Social security, contracts, and labour administration.

 Italy

CCNL classification, payroll, and TFR.

 Portugal

Employment terms, social security, and payroll setup.

 Poland

Employment contracts, ZUS, and tax withholding.

 Belgium

Joint committees, indexation, and regional permits.

 Sweden

Collective agreements, employer reporting, and leave.

 Switzerland

Canton, social insurance, pension, and source tax.

Also published: Austria, Denmark, Finland, and Norway. Compare employing models on EOR vs subsidiary.

European hiring questions

Freedom of movement is not a single employment file

Does hiring through an EOR in one EU country cover work in another?+
Employment, social insurance, and payroll follow the work country. Cross-border work, posted-worker rules, and social-security certificates need a separate determination.
Are collective agreements optional in Europe?+
In many markets they are a core input. Sector agreements can set pay floors, working time, and benefits even when the employer did not negotiate them.
Can a UK company employ people in the EU with one payroll?+
UK PAYE does not replace French, German, or Dutch employer registration. Each work country needs its own employment and payroll setup unless a documented mobility arrangement applies.
Plan the European hire

Share the work country,
sector, and mobility pattern.

We will map the likely employing route, the collective-agreement question, and the payroll registrations that still need confirmation.

Discuss a European case All hiring situations

Last reviewed: 29 September 2026. General operational information only; not legal, tax, or immigration advice.