There is a persistent misconception in the labor market: that international employees are less engaged, leave faster, and are harder to retain than their Dutch colleagues. However, reality shows a very different picture. In many cases, international employees are actually remarkably loyal — and there are concrete, logical explanations for this. In this article, we dive into the reasons behind that loyalty, compare their behavior with that of local employees, and answer the most frequently asked questions on this topic.
The myth of the ‘transient foreign employee’
Many employers hesitate to invest in international employees because they fear they will leave quickly. But figures and practical experience often contradict this. An employee who has consciously taken the step to travel to another country for work has already overcome a major hurdle. That step requires courage, adaptability, and motivation — qualities that also directly determine their work ethic.
By comparison, a local employee can switch employers relatively easily. Their social network, housing, and daily life hardly change. For an international employee, it’s different. A job change often means a new environment, new housing, and sometimes even a new country. This makes the barrier to leaving much higher.
Why international employees are more loyal: 5 concrete reasons
1. They have consciously chosen this opportunity
International employees didn’t end up with an employer by chance. They actively searched, applied from abroad, and took a major personal step. This conscious choice translates into engagement and motivation on the work floor.
2. Stability is extra valuable to them
Anyone new to a country places more value on security: a steady workplace, a stable income, and a reliable employer. This makes international employees often less inclined to take risks by switching jobs, especially in the first few years.
3. They are used to adapting
Flexibility and adaptability are core qualities of people who work internationally. They step into new situations, learn quickly, and are less likely to complain about minor inconveniences. This makes them valuable team members who function well in changing environments.
4. A good employer equals a good life
For local employees, work is ‘a part of life.’ For international employees, the employer is often the anchor of their new existence. An employer who takes good care of their international employees — think of guidance, support with practical matters, and sometimes housing — builds a stronger bond than is possible with the average local employee.
5. Gratitude as a motivator
It might sound a bit old-fashioned, but it is real: international employees who are well-received and supported feel genuine appreciation for their employer. That emotional connection translates into strong work performance and long-term commitment.
International vs. local employees: a fair comparison
It is not fair to say that one group is better than the other. Both have their strengths. But the comparison does show that loyalty is not an exclusive trait of local employees — on the contrary.
- Barrier to leaving: Higher for international employees due to additional logistics.
- Initial motivation: On average higher among international employees due to the conscious choice to emigrate for work.
- Long-term commitment: Heavily dependent on how well the employer guides and supports the employee.
- Network outside of work: Local employees have built this up faster, which offers them more alternatives in the labor market.
What employers can do to strengthen loyalty
Loyalty doesn’t happen by itself — it requires investment. Employers who actively support international employees reap the rewards. Think of a good onboarding program, personal guidance, and clear communication. When practical matters such as housing are also well-arranged, a major source of stress is removed — and the employee can focus entirely on their work.
The difference between an employee who leaves after six months and an employee who becomes a mainstay for years often lies in those first few weeks. Does someone feel welcome, safe, and supported? Then the chance of long-term loyalty is significantly greater.
Frequently asked questions about the loyalty of international employees
Are international employees truly more loyal than Dutch employees?
Not necessarily, but in practice, it appears that international employees who are well-received and supported stay with the same employer longer on average. The higher barrier to switching jobs plays an important role in this.
What is the main reason why international employees *do* leave?
Insufficient guidance and a sense of uncertainty — about work, housing, or future prospects — are the primary reasons. If those matters are well-arranged, turnover drops drastically.
How can you as an employer quickly build a bond with international employees?
By actively investing in onboarding, removing practical concerns, and promoting open communication. Employees who feel seen and heard perform better and stay longer.
Does language play a role in loyalty?
Language can be a barrier, but it can also be a connecting element. Employers who invest in language support or create an inclusive work culture notice that international employees feel at home faster and are more loyal.
Conclusion: international employees deserve more trust
The assumption that international employees are less loyal than expected is simply incorrect. On the contrary: those who consciously take the step to work in another country bring motivation, perseverance, and commitment that translate directly into work performance and long-term loyalty. Employers who understand this and proactively invest in the guidance of their international employees build strong, stable teams — and that is exactly what today’s labor market demands.
