As of 1 January 2026, the Dutch government has implemented new restrictions on how non-EU/EEA and Swiss nationals (third-country nationals) register in the Non-residents Records Database (RNI). This change impacts BSN issuance, payroll timelines, and arrival logistics for short-term international talent.
For Global Mobility Managers and HR professionals, the “quick start” process for non-EU talent has become more geographically restricted, demanding a more robust approach to arrival logistics.
The New Reality: From 19 Locations to 2
Previously, third-country nationals (non-EU/EEA/Swiss) could register in the Non-residents Records Database (RNI) at any of the 19 dedicated desks across the country. This allowed employees arriving in Amsterdam, Rotterdam, or Utrecht to obtain their Citizen Service Number (BSN) locally and quickly.
Where can non-EU nationals register for RNI in 2026?
Today, the process is centralised. If your employee is a non-EU national staying for less than four months, they can only register in two cities:
- Breda (South)
- Venlo (Southeast)
Important Note: Locations such as IN Amsterdam, Rotterdam, and Utrecht are no longer available for RNI registration for non-EU citizens. These centres continue to serve EU/EEA and Swiss nationals, creating a “two-tier” system that companies must navigate carefully.
How This Affects Your Global Mobility Strategy
This restriction creates a “bottleneck effect” that can ripple through your onboarding timeline if not managed correctly.
1. The Payroll and Social Security Delay
To be added to a Dutch payroll and receive a salary, an employee needs a BSN. With only two locations available, appointment slots are expected to be limited, leading to longer waiting times. A delay in the appointment means a delay in the first salary payment.
2. The “Day One” Experience (and its Impact on Employee Sentiment)
Imagine a senior executive landing at Schiphol for a 3-month project in Amsterdam. Under the new rules, they must travel to Breda (~100km) or Venlo (~170km) to register. This adds hours of travel and administrative downtime during their most critical first days in the country. Furthermore, it creates friction in the onboarding process and negatively impacts the employee’s initial impression of their relocation.
3. Increased Operational Costs
Companies must now factor in travel logistics, lost work hours, and the potential need for temporary transport solutions to ensure employees reach Breda or Venlo for their scheduled slots.
Strategic Alternatives: RNI vs. BRP
The most effective way to manage this change is to determine if the RNI is actually necessary. Often, skipping the RNI in favour of the BRP (Personal Records Database) is more efficient.
What is the BRP Route?
If an employee is staying for more than four months, they should skip the RNI entirely and register in the BRP at their local municipality.
Strategic Insight: Focusing on securing a permanent address and a BRP appointment immediately upon arrival is often the smarter move. This allows the employee to register locally—in cities like Amsterdam or The Hague—bypassing the need for a trip to Breda or Venlo entirely.
Here you can see the difference between these two routes:
| Feature | RNI (Short-term) | BRP (Long-term) |
|---|---|---|
| Duration of stay | Less than 4 months | More than 4 months |
| Locations (Non-EU) | Breda & Venlo only | Local Town Hall / Expat Centre |
| Requirements | Identification only | Valid rental contract/address |
| Main Advantage | Fast BSN issuance | Local registration (no travel) |
Early-Bird Appointment Management
If the RNI is the only option, timing is everything. HR teams should manage the booking process weeks in advance, ensuring that the appointment in Breda or Venlo aligns perfectly with the arrival date to minimise downtime.
HR Manager’s 2026 Compliance Checklist
To ensure your international assignments remain on track, keep these three points in mind:
- Audit your pipeline: Identify all upcoming non-EU hires and determine if they require RNI (short-term) or BRP (long-term).
- Early-bird booking: If the RNI is unavoidable, book appointments in Breda or Venlo 4–6 weeks before arrival.
- Manage expectations: Inform your talent early that their registration may involve travel outside of the major hubs like Amsterdam or The Hague
- Secure housing: Registration is tied to a physical address. The faster a home is secured, the faster the BSN is issued.
2026 Compliance and Logistics Roadmap
The centralisation of RNI desks in Breda and Venlo signals a more rigid approach to Dutch immigration compliance. For companies hiring international talent, “business as usual” no longer applies.
Bringing international talent to the Netherlands now requires more than just administrative support; it also requires a proactive strategy. By anticipating the logistical needs of your non-EU talent and choosing the right onboarding process, your organisation can avoid unnecessary delays, ensuring a professional welcoming start for every new hire.
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