Rethinking the work week: what Dutch working patterns mean for your hiring strategy

Across the Netherlands, a quiet shift is taking place. More professionals are working fewer working hours – not because of a national policy or corporate trend, but because it simply makes sense.

The four-day working week is long debated in other countries, but it’s becoming a practical reality for many Dutch employees. For employers, this shift presents an opportunity to rethink how roles are structured, how talent is attracted and how teams are supported.

Rather than radical change, this movement is about adapting to what’s already happening and understanding how evolving work arrangements can support your business goals.

A cultural shift towards fewer hours

Dutch employment culture is increasingly defined by flexibility. According to Eurostat, the average working time for people aged 20 to 64 in their main job is just 32.1 hours per week – the shortest in the EU. Many full-time employees now compress their hours into four days, creating space for personal time, family responsibilities and rest without sacrificing productivity.

This shift hasn’t hurt the economy. In fact, the Dutch market remains one of the richest EU countries in terms of GDP per capita. Productivity per hour is high and employment rates are strong. At the end of 2024, 82% of working-age people in the Netherlands were in employment compared to 75% in the UK and 72% in the US (according to Financial Times).

For employers in Amsterdam and across Europe, this suggests that offering flexible employment contracts – including four-day weeks or remote work – doesn’t mean compromising on performance. It may even enhance it.

Why this matters for hiring

As working patterns evolve, so do candidate expectations. More professionals are seeking roles that offer work-life balance, autonomy and clarity around entitlements. This is especially true in sectors where output is often measured by outcomes rather than hours.

Offering flexible contracts can help you:

• Hire employees more effectively: Roles that offer compressed hours or part-time options appeal to professionals with caregiving responsibilities, portfolio careers or wellbeing priorities
• Improve retention: Employees who feel trusted and supported are more likely to stay. Flexibility is increasingly seen as a sign of a progressive, people-first work culture
• Boost productivity: Studies and anecdotal evidence suggest that shorter working weeks can lead to more focused, efficient work – especially when paired with clear job descriptions and expectations

The rise of the “papa day”

One of the most striking cultural shifts in Dutch workplaces is the growing number of men working reduced hours to care for children. The “papa day” – a weekday dedicated to childcare – is becoming a norm. This reflects a broader move towards shared parenting and flexible family roles.

For employers, this means rethinking assumptions about who wants flexibility. It’s no longer just mothers or part-time workers — it’s senior professionals, team leaders and high performers. Offering flexibility across all levels of the organisation helps build a more inclusive and resilient global team.

Designing roles for flexibility

If you’re considering offering four-day weeks or compressed hours, here are a few practical tips:

1. Focus on outcomes, not hours: define roles by what needs to be achieved, not how long someone needs to be at their desk. This helps ensure fairness and clarity across different work arrangements
2. Be transparent in job adverts: if a role can be done in four days, say so. Candidates appreciate honesty and clarity, and it helps set expectations from the start
3. Support managers to lead flexible teams: managing a team with varied schedules requires planning and communication. Provide onboarding support and tools to help managers succeed
4. Track performance and engagement: Use data to understand how flexible working affects productivity, wellbeing and retention. Share insights internally to build confidence in new ways of working

Addressing the gender gap

While the Dutch model has improved work-life balance, it hasn’t fully closed the gender gap. Women still dominate part-time roles and only 27% of managers are female (according to FT) — one of the lowest rates in the OECD. This suggests that flexibility alone isn’t enough. Employers must also ensure that fixed-term contracts and permanent contracts come with clear progression paths.

If you’re hiring into flexible roles, consider:

• Offering mentorship and development opportunities: Ensure part-time staff have access to the same growth opportunities as full-time colleagues
• Reviewing promotion criteria: Make sure career progression isn’t tied to visibility or hours worked, but to impact and contribution
• Championing inclusive leadership: Encourage leaders to model flexible working and support diverse career paths

Sector-specific considerations

Not all roles or sectors lend themselves easily to a four-day week small changes – like job sharing, staggered hours or flexible start times – can make a big difference.

If your organisation operates in a sector with tight staffing or operational constraints, consider piloting flexibility in back-office roles or support functions first. This can help build internal confidence and demonstrate the benefits before scaling up.

The wellbeing dividend

One of the most compelling arguments for the four-day week is its impact on wellbeing. Dutch children rank among the happiest in the developed world – a reflection of the country’s balanced approach to work and family life. For employers, this translates into a healthier, more resilient workforce.

Creating a supportive work environment in the Netherlands supports employee wellbeing and contributes to a healthy work-life balance, which is increasingly valued by top talent.

Dutch employment contracts often include benefits such as holiday allowance and paid leave during public holidays, reinforcing the country’s commitment to work-life balance.

Employers in Amsterdam are recognising that offering a healthy work-life balance is key to attracting and retaining skilled professionals in a competitive job market.

Public holidays and holiday allowance are standard entitlements under Dutch employment laws, helping to create a supportive work environment for full-time and part-time employees.

What this means for your hiring strategy

The shift towards shorter working weeks isn’t a trend – it’s a reflection of deeper cultural and economic changes. For employers in the Dutch business landscape, it’s an opportunity to lead with empathy, flexibility and foresight.

Here’s what you can do:

• Review your current working patterns: Are there roles that could be done in fewer hours? Are you missing out on talent by insisting on five-day weeks?
• Talk to your recruitment agency: Agencies like ours can help you redesign roles, benchmark flexibility and support global hiring — whether you’re a startup or a multinational
• Start small but start now: Pilot compressed hours in one team. Offer flexible start times and track the impact. The key is to begin and to learn as you go

Get in touch today to discuss your hiring needs.

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