Why International Talent May Struggle in Their First Years in the Netherlands?

Leiden has built a strong reputation as an attractive destination for global talent. Highly skilled professionals are not only filling critical skill gaps, but they are also driving innovation, strengthening global competitiveness, and bringing perspectives that many organisations cannot develop locally. In sectors such as life sciences, technology, and research, access to international expertise is often the difference between growth and stagnation. Without it, organisations risk slowing innovations, limiting knowledge exchange, and falling behind in an increasingly global market. 

Attracting international talent is only part of the challenge. The real question is: how do you ensure they stay? The first few years after arrival can be crucial for internationals to decide if they stay in the Netherlands. Beyond the job itself, the day-to-day experience of settling into a new country can be more complex than expected. 

Let’s look at some of the key challenges international professionals may face during their first years. 

Housing and relocation 

Often newcomers rely on temporary housing when arriving to the Netherlands and securing long-term housing can take months. It is a well-known fact that the Dutch housing market is highly competitive, and the housing shortage adds even more stress on top of that. When relocation becomes overly complicated or expensive some might consider opportunities elsewhere. 

Social integration 

An important part of social integration is learning the language. Although English is widely spoken in the Netherlands, many aspects of daily life still function primarily in Dutch. Building social networks outside the workplace can be difficult without some knowledge of the language. Many internationals express a willingness to learn Dutch, but busy work schedules and limited language support can slow down the process. This results in many internationals feeling like “temporary guests” rather than fully integrated residents. 

Consider the family 

For many international professionals, relocation is not an individual decision but a family one. The success of the move often depends on how well partners and children adjust to life in the Netherlands. Spouses may struggle entering the Dutch labour market for different reasons like language barrier, unfamiliar recruitment practices, or limited professional network. Sometimes families with children may struggle finding suitable schools/kindergartens or international education options. These family-related concerns can influence long-term retention. 

The role of employers 

While many of these challenges exist outside the workplace, employers can play a crucial role in helping international employees navigate their first years successfully. Early all-round support can reduce stress and improve the overall experience of settling in.  

• Support with housing searches, temporary accommodation, and administrative procedures can help newcomers settle more quickly and reduce early stress.  
• Offer flexible work arrangements during the first months. 
• Support families with dual-career programmes, helping spouses access professional networks or career guidance. In highly skilled sectors, acknowledging the importance of the partner’s career can greatly influence whether a family chooses to stay long-term. 
• Provide an orientation programme. Introducing internationals to the daily life in the Netherlands gives them more confidence.  
• Support community engagement by encouraging international employees to volunteer, sign up for a club of their interest or join cultural events.  
• Encourage Dutch speaking employees to not switch to English when an international employee is trying to practice their Dutch language skills. 
• Provide long-term career transparency. Clearly communicate career pathways, promotion opportunities to make it easier for the employee to envision building their future in the Netherlands. 
• Encourage participation in industry events, conferences and regional networking opportunities. This helps integrate into the broader professional ecosystem rather than remaining isolated within their organisation.