The order of events can vary in the Netherlands. Sometimes you’ll receive a contract as a proposal and negotiate afterwards. Other times, the negotiation comes first, and the contract is created based on your agreement. Regardless of how it plays out, make sure you have a signed contract before you start working.

Why is this important? If you work without a signed employment contract, you don’t actually have a formal employer-employee agreement, which means your worker rights won’t apply. For example, if your employer decides not to pay you for work done before the contract period starts, you won’t have legal grounds to contest it. So, always ensure your contract is in place before starting any work.

Your contract must include several key details: your personal information, the contract period, agreed working hours, pay, and holidays. Dutch law requires a minimum amount of holiday hours based on your work hours and some industries have specific rules regarding overtime. Be sure to check your contract carefully to ensure it meets all legal requirements. You can find more details on the Work in NL website.

If something essential is missing from your contract, simply return it to your employer with a polite request to include the missing information.

When it comes to the salary, it's important to understand your value in the local job market. This is influenced by your relevant experience, how unique your skills are, and the local cost of living.

Salaries in the Northern Netherlands tend to be lower than in the Randstad, but so are living costs. For example, the average rent in Amsterdam is more than double that of Groningen and living costs are about 25% higher in the capital.

During negotiations, aim for a salary slightly higher than what you’d be content with — but keep it in the realm of realism. Demanding €5,000 a month straight out of university is unlikely to work. Instead, research salary ranges for similar roles in the North and consider your experience level.

If you’re entering a competitive field with limited openings (such as marketing and communications), you may want to be a bit more conservative in your salary expectations. On the other hand, if your experience is more specialised (for example, in IT hardware security), you have more room to negotiate.

Be prepared to explain why you're worth your proposed salary. Stay grounded in reality though — making promises you can’t keep might lead to a short-lived trial period.

While salary is important, work benefits also matter. Think about what you value most in terms of working hours, holidays, and flexibility. For example, would you like to work remotely, perhaps partly from your home country to spend time with family?

Also, consider the type of organisation you're joining. Startups may have tighter budgets than large corporations, but if you enjoy the dynamic, fast-paced nature of startup culture and the opportunity to take on more responsibility early on, work satisfaction could outweigh a higher salary.

Before entering negotiations, decide what’s most important to you. Would you prefer a higher salary, a professional development budget, or more holidays? Employers may be more flexible in some areas than others. And remember the saying: "The best deal is when both sides leave the table a little bit unsatisfied."

Do your salary research, make a priority list, and bring solid arguments for why you want a certain salary or specific benefits. The better you prepare, the stronger your negotiation position will be.