Cost of hiring a chef in NL, BE and LU — a cross-country comparison
2026-09-12 — Stafflab
One of the first questions restaurant operators ask about EU posted-worker staffing is: what does it actually cost? The honest answer is that the all-in cost depends on the country you operate in — not because Stafflab's rates differ dramatically, but because the comparison to local employment alternatives varies significantly. This article gives you a clear, country-by-country breakdown.
Stafflab posted-worker rates by country
Stafflab operates a simple, transparent pricing structure. The rate covers everything: the chef's employment and social contributions in Poland, A1 certificate, host-country notification, liability insurance, and coordination. You receive a single EU invoice per week or month.
| Country | Role | Stafflab hourly rate | VAT treatment |
|---|---|---|---|
| Netherlands | Cook / chef de partie | €38 | 0% reverse charge (art. 44) |
| Netherlands | Sous chef / head chef | €44–€52 | 0% reverse charge (art. 44) |
| Belgium | Cook / chef de partie | €38 | 0% reverse charge (art. 44) |
| Belgium | Sous chef / head chef | €44–€52 | 0% reverse charge (art. 44) |
| Luxembourg | Cook / chef de partie | €42 | 0% reverse charge (art. 44) |
| Luxembourg | Sous chef / head chef | €48–€56 | 0% reverse charge (art. 44) |
Luxembourg rates are slightly higher because Luxembourg's minimum wage (SSM) is the highest in the EU (€2,702/month gross for unskilled workers as of 2026), which flows through to posted-worker remuneration requirements.
VAT treatment — the same in all three countries
In all three markets, Stafflab invoices with 0% VAT under reverse charge (Article 44 of the EU VAT Directive). This means:
- You receive an invoice with no VAT charged by Stafflab.
- You self-assess VAT in your local return (NL: rubriek 4a/5b; BE: box 87/59; LU: case 17/19).
- If you are fully VAT-registered (which most restaurants are), the net VAT impact is €0.
This is structurally advantageous compared to using a local Dutch, Belgian, or Luxembourg temp agency, which must charge 21% / 6% (BE) / 17% (LU) VAT that you either cannot recover or must wait to offset.
Estimated local employer cost comparison
| Cost component | NL (local hire) | BE (local hire) | LU (local hire) |
|---|---|---|---|
| Gross monthly salary (cook) | €2,600 | €2,500 | €2,850 |
| Employer social contributions | ~28% → €728 | ~34% → €850 | ~15% → €428 |
| Holiday pay | €208 (8%) | €347 (double) | €237 (1 month) |
| Other (pension, insurance) | €100–200 | €150–250 | €150–200 |
| Total monthly cost | €3,636–3,736 | €3,847–3,947 | €3,665–3,715 |
| Effective hourly cost (40h/wk) | €21–22 | €22–23 | €21–22 |
Break-even: when does posting beat direct employment?
At face value, €38/hour (posting) versus €21/hour (local employment) looks like a large gap. But the local figure excludes: recruitment costs (€3,000–€8,000 per hire), sick pay obligation (NL: 70% for 2 years; BE: guaranteed salary for 30+ days; LU: 77% for up to 13 weeks), payroll administration, and turnover costs. When those are factored in — and assuming typical hospitality turnover of 40–60% annually — the effective cost per hour worked rises substantially.
Posting is clearly the better option when:
- You need the placement within 1–3 weeks
- The requirement is 3–18 months
- You want to avoid all payroll, HR, and sick-pay risk
- You are in NL or BE with high local employer contributions
Direct local employment is better when you are filling a permanent head chef role where cultural integration, long-term development, and menu ownership matter more than cost or speed.
Conclusion
Stafflab's posted-worker rates are consistent across NL (€38), BE (€38), and LU (€42) for cook-level roles, with a 0% VAT structure in all three markets. The premium over raw local labour costs is real — but so are the advantages: no recruitment risk, no sick pay exposure, no payroll complexity, and a 1–3 week lead time. For the right placement type, the economics work clearly in posting's favour.