What is HR Consultancy?
HR consultancy is an external advisory service that guides organisations on human resources policy, compliance, organisational design, and people strategy. The consultant brings specialist expertise to the client without assuming the legal role of employer. Deliverables typically include written policy, process design, analysis of regulatory exposure, and hands-on coaching for in-house HR staff.
In the Dutch market, HR consultancy is shaped by a dense regulatory environment covering collective labour agreements, sick-pay continuation, works council rights, and data protection. Octagon's HR Consultancy services support companies that need specialist depth on Dutch labour law without expanding their permanent HR headcount.
How does HR Consultancy work?
An engagement begins with a scoping conversation that identifies the problem, the regulatory context, and the desired outcome. The consultant then reviews existing documentation, benchmarks against Dutch legal requirements, and produces a written diagnosis. Execution follows either as a defined project or as an ongoing retainer.
Typical project types include handbook drafting, CAO interpretation, reintegration case management, works council installation under the Wet op de ondernemingsraden, and restructuring support. The consultant works alongside the client's own HR, legal, and finance teams rather than replacing them. For detail on common policy gaps, see CAO compliance checklist and managing the 104-week sick-pay window.
Who does HR Consultancy apply to?
HR consultancy is used by scale-ups making their first Dutch hires, by multinationals that need local specialist input for a single jurisdiction, by mid-sized Dutch employers approaching the 50-employee works council threshold, and by organisations preparing for a reorganisation, merger, or audit. Finance directors, general counsel, and HR leads are the most common buyers.
It is also used by private equity sponsors conducting HR due diligence on Dutch portfolio companies and by in-house HR teams that need bench depth for a short peak of work.
When does HR Consultancy not apply?
HR consultancy is not the right route when the client needs a legal employer in the Netherlands but has no local entity, in which case an Employer of Record is required. It is also not a substitute for qualified legal representation in contested dismissal proceedings, CAO arbitration, or data protection enforcement, where a licensed Dutch employment lawyer must act. Consultancy does not cover statutory payroll filings, which remain the responsibility of the employer or its payroll provider.