Veelgestelde vragen


Topselect works with the Topselect Information System (TIS) in which you will find information that is important if you work via Topselect. It includes frequently asked questions, terms and conditions of employment and news about changes to services or new regulations. You can also declare your hours here and see if there any new vacancies.

You can create an account at

You may of course contact us in case of any questions. You can reach us from Monday up to and including Friday, from 9 am until 5 pm.

Daltonlaan 400, 3th floor
3584 BK Utrecht

Tel. 085-0775040

You are required to notify Topselect of sickness as soon as possible on the first day of absenteeism. You may do this via e-mail. In addition, you should inform your actual line manager. If you have recovered and are back at work, you should send a message to Topselect.

If you work for Utrecht University on a secondment basis, the provisions of the then applicable Collective Labour Agreement of Dutch Universities and the ZANU shall apply. For more information see

Do you work for a different client? Then the collective agreement or scheme of this client shall apply. The statutory regulations shall apply in the absence of collective agreements or schemes. See

You are entitled to continued payment of wages in the event of illness for a maximum of two years. This, of course, only applies for the duration of your employment contract.

The provisions of the Work and Care Act apply to leave in connection with pregnancy, childbirth, adoption and foster care, to emergency and other short-term leave, to short-term and long-term care leave and parental leave. See

If you work for Utrecht University on a secondment basis, the provisions of the then applicable Collective Labour Agreement of Dutch Universities and the ZANU shall apply. For more information see


You can make an appointment with the company doctor if you have questions about your work and (imminent) health problems. During this interview, the company doctor will explore potential follow-up steps with you. For more information see

If you are an on-call employee, you report any leave hours to Topselect via your account. Hours will only be paid out if sufficient allowance has been accumulated. Your timesheet will specify how many hours you have accumulated.

Monthly wage earners will receive an invitation from the Leave app once they are employed by Topselect. You can use this system to report your leave hours to Topselect after your line manager has given permission. You can also see immediately how many leave hours you (still) have left.

Hours of on-call employees or flexi workers with fixed hours will be paid if the holiday falls on a day on which they would normally work / have been called up. You can enter your hours under the ‘holidays’ option on your timesheet.

If you have a contract that specifies a monthly wage, you will continue to be paid on public holidays if it concerns a day on which you would normally work.

Public holidays are New Year's Day, Good Friday, Easter Monday, 5 May, Ascension Day, Whit Monday, Christmas Day and Boxing Day and King's Day. Extra day off between two public holidays or a holiday and a weekend are not paid.


If you are an on-call employee or a flexi worker, you will, in addition to your wage, accrue an allowance for holiday pay and holidays (leave hours). The holiday pay will be paid out annually in May, or one month after termination of employment if you leave your employment prematurely. Your payslip specifies how much holiday pay you have accrued.

If you take a day off, you can indicate this by choosing the leave option in your timesheet. Your timesheet specifies how many leave hours you have accrued. Any leave hours not taken will be paid upon termination of employment.

If you have a contract that specifies a monthly wage, your employment contract will detail the number of holiday hours to which you are entitled with continued payment of wages. Holiday hours are not paid; you are supposed to take them during the term of your contract. You can take leave via VerlofApp. You will receive an invitation for this at the start of your contract.

The holiday pay will be paid out annually in May, or one month after termination of employment if you leave your employment prematurely.

The hirer’s employment conditions apply to you.

If you work for Utrecht University on a secondment basis, you are entitled to a year-end bonus. This will be paid on a pro rata basis in December or upon termination of employment.

If you work, you will be entitled to a tax credit. In the application form you receive from Topselect you indicate whether you want payroll tax credit to be applied.
Please note: are you working for more than one employer at the same time? Or do you receive benefits in addition to your job? Then you can only apply for payroll tax credit through one employer (select the employer for which you work the most hours). Indeed, if you apply for payroll tax credit with each employer, you will receive too much tax credit and you will have to repay tax afterwards. You may switch payroll tax credit from one employer to the next as often as you want.

Level of the credit
The level of the credit depends on the salary you receive and on your age, among other things. It is therefore difficult to give an indication. You can find more information about this on the website of the Dutch Tax and Customs Administration. First look at the white weekly table/monthly table for the relevant year. Then look up your gross salary per period. This enables you to see how much credit you receive and how much will be deducted if you have payroll tax credit applied or not.

Changing the payroll tax credit
Please send an e-mail to if you want to change your payroll

Payroll tax is an advance levy on income tax for Dutch taxpayers. If too much payroll tax is deducted, this will be corrected when filing your tax return for the relevant year. This means you will either receive a refund if too much was deducted, or you will have to make an additional payment if too little was deducted. Other rules sometimes apply for foreign employees. Do you want to know whether you are entitled to a tax refund and how you may apply for this? Then contact the Dutch Tax and Customs Administration via +31 55 538 53 85

Or click here for the contact details of the Dutch Tax and Customs Administration.

This depends on the level of your hourly wage and whether or not payroll tax credit is applied. On the website of the Dutch Tax and Customs Administration you can find the level of the salary per week / per month / per 4 weeks etc. from which you start paying payroll tax (with or without payroll tax credit).

If you come to work in the Netherlands, you may incur additional expenses, for example, accommodation, travel expenses and course fees. Under certain conditions, your employer is allowed to pay 30% of your wage tax-free. Look on the website of the tax and customs administration for more information and the conditions.

Travel expenses for commuting are reimbursed in accordance with the hirer's scheme.

Do you work for Utrecht University (UU) and are you a student? Then travel expenses for commuting are not reimbursed. If you have incidental travel costs, you can contact us about this.

If you work at Utrecht University and are not a student, the travel allowance scheme of Utrecht University will apply.

On-call employees are paid weekly. Hours declarations approved by the line manager before Wednesday 9 am will be processed in the same week. As a rule, this means the wages will be paid into your bank account on Friday at the latest.

You will have to declare your hours if you have a contract with deferred duty of performance (if you are an on-call employee) or have a flexi contract with fixed hours. Employees with a monthly wage will automatically be paid for the number of hours stipulated in their contract.

You may declare your hours digitally in the hours portal. If you do not yet have an account, you can create it at Hours will have to be declared in the same week in which you worked. Once the hours entered have been approved by your line manager, they will be processed. You can track the status of your declaration in your account under ‘summary of hours worked’.


As of January 1, 2021, all payroll employees aged 21 and older are entitled to an ‘adequate’ pension scheme. This is stipulated in the Balanced Labour Market Act.

The current pension provider STIPP does not offer this adequate scheme. This is why Topselect will provide a replacement scheme with effect from 1 January 2021, which will be implemented by a new pension insurer: Doenpensioen van a.s.r. ( new name of Brand New Day) . This way, Topselect meets the legal requirements for an ‘adequate’ pension scheme.

What does it mean?

> Employees aged 21 and older accrue pension rights in the new scheme from their first working day until their 68th birthday at the latest. There is no waiting time as with the STIPP scheme.

> Topselect pays the premium for the pension scheme. There is therefore no employee contribution as in the Plus regulation of STIPP.

> The premium includes the premium for a partner's pension, an orphan's pension, a waiver of premium in the event of occupational disability and administrative costs.

> The pension scheme offers a survivor’s pension that provides cover for everyone.

What will happen with the pension accrued at STIPP?

Your accrued pension remains with STIPP in accordance with the STIPP rules. You can still log in at STIPP and view your details.

For more information: Doenpensioen via a.s.r.

If you have a paid job or internship in the Netherlands (alongside your studies), you will be obliged to take out Dutch healthcare insurance (Healthcare Insurance Act). This is therefore applicable if you are employed by Topselect. In this case, you will also be entitled to care allowance, provided you comply with the remaining conditions for applying for care allowance.

For more information on insurance see:

If you are an on-call employee, then you will have to observe a four-day notice period. You can terminate your contract by completing and sending the dismissal form. You will find this form in your TIS account.

If you have a contract that specifies a monthly wage or a flexi contract with fixed hours (timesheets), you may hand in your notice as agreed with your actual line manager. The notice period is 3 months if you have worked longer than 12 months, 2 months if you have worked longer than 6 months and shorter than 12 months, and 1 month if you have worked shorter than 6 months. Termination is possible as of the first day of the month. You may hand in your notice by sending an e-mail in which your line manager also agrees with the termination and by completing the form in your TIS account.

Depending on your country of origin, you may need a residency and/or work permit to be allowed to work. For more information click here.


Topselect provides each identification document with a watermark, so that it is clear it concerns a copy that is only intended for Topselect.


The employment contract is drawn up in Dutch. It is possible to receive an English version. Please contact us for this via or on 085-0775040.
You can find the English version of our information and employment terms here.  See also: Topselect employment terms in brief

Your supervisor will register you with us. You will subsequently receive an e-mail with the request to fill in your details. Based on these details, Topselect will draw up an employment contract. You will receive this digitally for signature.