A strong first workweek for an international employee starts by having all the basics around immigration, registration, payroll, and the workplace ready before day 1, and then running a structured but human onboarding schedule in week 1. This creates calm, prevents delays, and helps the employee settle in faster—both productively and socially.
This is especially true for Highly Skilled Migrants from outside the EU, because they often have to deal with IND steps, municipal appointments, a BSN, health insurance, and practical start-up tasks such as banking and housing all at the same time. Small misunderstandings can easily cost days.
Below, you’ll find a concrete answer to each question, including a timeline, checklist, and measurable checkpoints for a strong start.
What should you arrange before day 1 for an international employee?
Before day 1, arrange the residence permit via the highly skilled migrant route, a clear employment and payroll setup, and a practical landing base such as an address, appointments, and IT access. For Highly Skilled Migrants, this prevents the first week from being consumed by waiting times, missing documents, and unclear expectations.
Make sure you at least tick off the following:
- Immigration and compliance: check whether the employee requires an MVV and plan the steps around arrival and collecting the residence document from the IND.
- Municipality and BSN: schedule the appointments for BRP registration and take local differences between municipalities into account.
- Employer obligations: as a recognized sponsor, you must comply with the reporting obligation, duty to provide information, record-keeping obligation, and duty of care.
- Contract and salary threshold: check which IND threshold applies to the category. As of 1 January 2026, three thresholds apply: highly skilled migrant ≥ 30 years: € 5,942; highly skilled migrant < 30 years: € 4,357; orientation year scheme: € 3,122.
- IT and access: laptop, accounts, MFA, VPN, email, tools, and an initial set of permissions aligned with the role.
- Practical start: explain health insurance. Anyone who lives or works in the Netherlands generally must take out Dutch health insurance within four months.
Send a short preboarding email no later than one week in advance with a checklist, who arranges what, and which documents the employee should bring. This helps you start immediately on day 1 with work and team integration.
What does a good plan for the first workweek look like?
A good plan for the first workweek combines fixed moments for compliance and administration with blocks for substantive work and social connection. For Highly Skilled Migrants, a day-by-day schedule works best, because external appointments are often involved and the employee is getting to know a new country at the same time.
Use this simple weekly model:
- Day 1: welcome, workspace and IT, team introductions, role and goals, practical explanation of working hours and communication.
- Day 2: product and processes, security and privacy, first small task with a clear definition of done.
- Day 3: buddy check-in, review any outstanding administration, first feedback round.
- Day 4: collaborating in practice, meetings with stakeholders, expectations around quality and pace.
- Day 5: week review, plan for week 2, agreements on support and learning goals.
Schedule one fixed daily check-in of 10 to 15 minutes. This helps you spot friction early, especially if someone is still searching for the right words in English or Dutch.
Which practical matters make the difference in the first week?
The practical matters that make the difference are the ones that remove stress immediately: a working IT setup, a clear path for registration and documents, and a realistic plan around arrival-related tasks. For Highly Skilled Migrants, this often determines whether the first week feels under control or like constantly playing catch-up.
- Buddy or point of contact: one person for daily questions, plus one subject-matter mentor for the role.
- Document folder: contract, payslip explanation, leave policy, expenses, and who to call if there are problems.
- Municipality and IND timing: both steps should happen as soon as possible after arrival, but the order varies by situation and municipality.
- Make working agreements explicit: how you make decisions, how quickly you respond to messages, and what takes priority.
- Social start: lunch with the team, a short tour, and a moment to ask questions without pressure.
Also make room for energy levels and jet lag. An international employee may have been in “moving mode” mentally for weeks. A slightly lighter first day often delivers more than an overpacked agenda.
How do you prevent miscommunication and culture stress in the first workweek?
You prevent miscommunication and culture stress by making expectations explicit, standardizing communication agreements, and actively checking that you understand each other well. For Highly Skilled Migrants, language nuances, indirect feedback, and an unfamiliar work culture can quickly come into play—even if someone is very strong in their field.
Work with these practical agreements:
- Make the implicit explicit: explain what you mean by ownership, proactive, and done.
- Use summaries: end meetings with who does what and by when, preferably also in writing.
- Check understanding without testing: don’t ask whether everything is clear; ask what the next step is according to the employee.
- Feedback rhythm: give small, fast feedback on behavior and output, and also ask for feedback on your onboarding.
Watch for signs of culture stress such as withdrawing, saying yes excessively, or long silences in meetings. Address it kindly and directly in a one-on-one conversation, with examples and room for questions.
How do you measure whether the first workweek went well?
You measure whether the first workweek went well by looking at three things: can the employee start independently on core work, does the employee feel socially safe and connected, and are the administrative and compliance steps on track. For Highly Skilled Migrants, this also includes ensuring that external appointments and documents are not creating blockers.
Use a short evaluation at the end of day 5 with measurable signals:
- Productivity: one completed starter task and a clear plan for week 2.
- Independence: the employee knows where information is and who the point of contact is for what.
- IT and access: no open blockers for tools, accounts, or permissions.
- Well-being: the employee can describe in their own words what went well and what caused tension.
- Administrative status: appointments and documents are scheduled or completed, with an owner assigned to each action.
Record the outcomes in a simple onboarding log. This helps you spot patterns and improve your process with each new hire.
How All About Expats helps with a strong first workweek for an international employee
We help you ensure the first workweek for Highly Skilled Migrants runs smoothly by aligning immigration, employer responsibilities, and practical relocation steps, so the employee doesn’t get stuck in administration and your team can onboard right away. We work exclusively via the highly skilled migrant route with a residence permit through the IND, and we keep compliance and planning clear and manageable.
Specifically, we can support you with:
- Immigration support as a recognized sponsor, including a clear timeline and document check for arrival and IND steps.
- Payroll and employment so the contract, salary threshold category, and administration align properly with the highly skilled migrant scheme.
- Relocation and settling in with practical guidance on registration, health insurance, and first-week planning.
If you’d like to align on the fastest and most practical route for your situation, you can get in touch via contact our team or already review the options for immigration for employers.
