Netherlands TPD Immigration Changes: How Should Employers Prepare?

Ukrainian Refugees in the Netherlands: Five Years of Temporary Protection

Since the escalation of conflict in Ukraine, around 4.2  million people fled Ukraine to the European Union. In response, the EU activated the Temporary Protection Directive (TPD) in March 2022 to offer swift and straightforward protection. Five years later, more than 130,000 Ukrainians are living in the Netherlands under this scheme, which has now been extended until 4 March 2027.

How Will the TPD Change After 4 March 2027?

The Dutch government is now preparing for the eventual phase‑out of TPD, with more information expected over the course of this year on what this process will look like.

The Current Framework: Rights and Requirements

Under the TPD, qualifying Ukrainians and certain non‑Ukrainian residents of Ukraine receive immediate lawful residence and full access to the Dutch labour market, without a work permit (TWV). The Immigration and Naturalisation Service (IND) manages eligibility and documentation.

To receive TPD protection in the Netherlands, individuals must:

• Be a Ukrainian national, or an eligible family member
• Demonstrate habitual residence in Ukraine prior to the war
• Have departed Ukraine after the onset of hostilities (per EU/Dutch timelines)
• Be present in the Netherlands, not benefiting from TPD elsewhere
• Be registered in the BRP registry and hold a BSN number
• Be formally recognised by IND as falling within a protected category and issued proof of TPD status (e.g. sticker/card)

Approved individuals receive IND documentation confirming lawful stay and the right to work. Loss or withdrawal of TPD status terminates both residence and work rights.

What are Employer Responsibilities and Compliance Implications?

Because no work permit is required, employer compliance focuses on verification and notification.

Employers must:

• Verify and retain:
  • Valid identity document (passport)
  • IND TPD documentation (sticker/card and any extension letters)
  • BRP registration confirmation and BSN number
• Notify the UWV at least two days before employment begins
• Apply all aspects of Dutch labour law equally (contracts, wages, working hours, health and safety)

Non‑compliance, such as failing to notify UWV or employing someone whose TPD has expired can lead to fines under the Foreign Nationals Employment Act.

The Transition Document: 2027–2030

To manage the phase‑out of the TPD, the Dutch government has announced a transition document, a temporary residence permit valid for three years (2027–2030) for current TPD holders. The transition document will be issued automatically by the IND, meaning individuals do not need to apply. Eligibility is contingent on passing a public‑order check, and recipients must withdraw their asylum application. Once granted, the document preserves the core rights currently available under temporary protection, such as the ability to work in the Netherlands without a work permit, continued access to Dutch health insurance, and the opportunity to pursue education. However, the government has not defined what happens after 2030. There is no confirmed pathway yet to permanent residence, to renewing status, or to any alternative options that are not focused on return.

Living on Temporary Grounds

For many Ukrainians living in the Netherlands, temporary protection now forms the basis of daily life: from work and school to language courses, childcare, and community connections. Yet the current legal framework, along with the newly announced changes, remains fragile, contributing to ongoing uncertainty. Migration research institutes note that return is often not realistic for many, due to safety concerns, territorial occupation, and the slow pace of reconstruction in Ukraine. Despite this, Dutch government policy continues to plan for the eventual end of protection, with a primary focus on return.

How Employers Can Support

Employers provide one of the most stable elements in the lives of Ukrainian refugees. Supporting employees now can mitigate uncertainty and strengthen workforce retention.

1. Provide clarity and guidance

• Monitor documentation validity and timelines (TPD proofs, extensions, transition permits)
• Communicate proactively about changes to rights and obligations
• Ensure HR teams understand verification and record‑keeping requirements

Predictability in administrative steps can make a huge difference. Employers can play a key role in making the process easier to follow and ensuring everyone feels well‑informed.

2. Provide emotional and practical stability

• Offer mental‑health support or employee assistance programmes
• Provide predictable schedules and, where possible, long‑term contracts
• Facilitate training, upskilling, and other development programmes

These kinds of support can make day-to-day life feel more manageable and help counteract the instability many families experience.

3. Prepare for long‑term scenarios

Even though there’s no clear post‑2030 framework yet, employers can still help employees explore potential long‑term options by supporting:

• Skill development that could qualify for future work‑related residence routes
• Internal progression that strengthens future immigration eligibility
• Access to legal advice and integration support

Stable employment may ultimately become an important part of how many Ukrainian nationals secure their long‑term future in the Netherlands.

More Information

For more information and support with Ukrainian employee transitions and workforce planning, contact:

Sirva's in-house Visa and Immigration team in the Netherlands
Cleo de Haan at Sirva - Manager, Relocation Customer Experience | Visa & Immigration

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