Savings depend on salary level, structure and employee profile. In most cases, the difference comes from lower employer contributions, capped social security and the absence of long-term liabilities that exist in the Netherlands. The cross-border employment model is fiscally attractive when applied correctly, particularly for mid to senior-level roles.

No. The working relationship remains entirely yours. The employee continues in the same role, reporting into your organisation as before. What changes is the employment structure behind the scenes.

Blue Lynx carries the employment obligations. This includes payroll responsibilities, compliance, and the employer-side exposure that would normally sit with you in the Netherlands.

Yes, when executed correctly. This model is based on proper relocation and local employment in Bulgaria. A critical part of the process is that the employee must formally de-register from the Netherlands – without this, Bulgarian tax residency cannot be established and the model does not apply.

Compliance is central to how we operate. If it is not compliant, we do not implement it.

The role, responsibilities and reporting lines remain the same. The main difference is the employment structure and location.

It is most effective when organisations want to retain existing employees, reduce cost pressure and remove long-term employment risk without disrupting the business.

The cross-border employment model works best for roles that can be performed remotely or with limited location dependency, particularly for knowledge-based roles and long-term positions.

Yes. While the primary focus is on retaining existing employees, Blue Lynx can also recruit and place new hires directly into this structure where needed.