Letter from the United States Department of Commerce
U.S. Under Secretary of StateLetter from the United States Department of Commerce
U.S. Under Secretary of StateAmidst the general uncertainty in the world, one thing you can rely on is our December predictions for the year ahead. This year, we look at tech trends and developments and their impact on the law, with a focus on Web3 and the metaverse. We also predict the key issues and developments in data and life sciences, and consider whether 2023 will really see the end of the influence of EU law in the UK.
For this first episode Flora sat down with pitch coach David Beckett of Best3Minutes on how to create a winning pitch. Pitching is a very important part of a US expansion but not necessarily something that all European entrepreneurs are prepared for. In this episode David talks about the key elements of a great pitch, what US investors are looking for in a pitch and he explains the cultural differences between Europe and the US.
David Beckett is an international pitch coach, who has trained over 1800 Startups and Scaleups to win over €400Million in investment. He’s also trained more than 250 Dutch startups to pitch in the USA, for trade missions, and at events such as CES. David is the creator of The Pitch Canvas©, author of the books Pitch To Win and Blue Moon Pitch, and has coached over 30 TEDx speakers.
LinkedIn: linkedin.com/in/
Website: www.Best3Minutes.com
As a small country with a high-income economy, limited natural resources and little manufacturing, the Netherlands has adopted policies to facilitate the knowledge economy. The Dutch government is therefore looking for ways to highly incentivize R&D activities performed in the Netherlands by providing tax incentives to Dutch companies and individuals. This is done by 1) greatly reducing wage taxes on the R&D performed in the Netherlands (the cost-side) and 2) providing a special corporate income tax regime for any profit generated with R&D (the profit side). Both lead to a lower Effective Tax Rate, thus higher free cashflows, and as such a higher Company Value on a DCF basis (check out our explanation of the DCF method for valuating companies: NL/ENG).
In this long-read, we will provide you with the ins and outs of these Dutch tax regimes that incentivize R&D activities.
The WBSO is an R&D remittance reduction intended to incentivize businesses to invest in research & development. This incentive greatly mitigates the cost-burden of R&D-companies by reducing the wage tax of employees conducting R&D activities. To obtain the benefits, an application needs to be filed with the Dutch Enterprise Agency (RVO) (in Dutch: Rijksdienst voor Ondernemend Nederland). The application boils down to: 1) proving that you are dealing with a project that contains a technical bottleneck, which 2) cannot be solved by any known techniques, and 3) requiring you to perform R&D work to find a solution.
For wage tax withholding agents (i.e. employers), the WBSO entails a reduction in the wage tax to be paid for its employees conducting R&D activities. In 2022, this so-called ‘R&D remittance reduction’ is 32% of the R&D base up to € 350,000, and 16% thereafter. If you qualify as a ‘starter’ (i.e. you employ people for less than 5 years and were granted the WBSO-statement for <3 calendar years), you are eligible for an R&D remittance reduction of 40% over the first € 350,000.
| R&D Base | Regular | Starter |
| €0 till €350,00 | 32% | 40% |
| From €350.000 | 16% | 16% |
The R&D base – which functions as the basis for the wage remittance reduction – can be calculated in two ways:
Method 1: based on the number of R&D hours: this is the more straightforward regime, where the amount is calculated based on the number of hours granted, with an average hourly wage of € 29 plus an additional amount of € 10 per R&D-hour (up till 1,800 R&D hours) and € 4 for any additional hours on top of the 1,800 hours.
Method 2: based on the actual costs and expenses that relate to the R&D activities.
In case you would like to calculate the potential WBSO-benefit yourself, feel free to use our open-source Excel-file. You can download the Excel file here:
A WBSO-statement always applies to any future R&D work performed by the company. As a result, you will need to make a forecast of the number of R&D hours you are planning on spending (method 1).
Make sure to apply for a reasonable number of R&D hours. The reason is that the RVO 1) checks whether the number of R&D hours requested isproportionate to the project and the amount of FTE involved, and 2) the RVO regularly audits companies on their number of R&D hours spent. In case the number of R&D hours for which you applied cannot be justified, you risk a correction and a fine.
While analyzing the R&D activities of a potential WBSO-applicant, we sometimes notice that the company itself does not consider the project to be ‘innovative’. In most cases this is caused by 1) R&D employees perceiving the R&D work as ‘simple’ due to them being experts in their respective field, or 2) comparing the R&D activities/ the unfinished product to the (finalized) product of a competitor. Though we understand that this might seem problematic when filing a WBSO-application, we would like to stress that both these factors are completely irrelevant for WBSO-purposes. The only relevant factor when determining if a project qualifies for WBSO-purposes is whether you aim to solve a technical bottleneck that cannot be solved by any known methods. It is therefore irrelevant if this work is perceived as simple by the R&D employees or whether a competitor has already solved this bottleneck. For instance: the RVO will not reject a WBSO-application in case you are planning on solving a technical bottleneck for a new ‘Google-like’ search engine, just because Google itself might have a way of solving the technical bottleneck. What isn’t considered R&D work – and will not qualify for WBSO-purposes – is using existing technologies to solve technical bottlenecks. For example: creating a machine learning model by utilizing certain libraries (such as Tensorflow) will not qualify as R&D work, but developing a machine learning model from scratch (and solving a technical bottleneck in the process) will.
The Dutch innovation box is a special corporate income tax regime for companies who generate profit via a self-developed intangible asset. Any profits that fall under the scope of the innovation box are effectively taxed at a corporate income tax rate of ~9% instead of the statutory rates of up to 25.8%.
The Dutch corporate income tax act differentiates between so-called small-sized companies and larger-sized companies. The requirements a company needs to meet in order to apply for the Dutch innovation box vary depending on its size. For the small-sized companies, the application can be filed as soon as a WBSO-statement is issued by the Dutch Enterprise Agency. Larger-sized-companies require a patent or a so-called plant breeders’ right (in Dutch: Kwekersrecht).
A company qualifies as a ‘small-sized company’ if:
The innovation box benefit can be calculated via four methods:
Which method is best suited for your business depends on your business model as well as the role R&D fulfills within your company. In practice, a functional analysis of your company will determine which method is most suited and which percentage of the profit is subject to the innovation box scheme. For completeness’ sake, we would like to note that it is a common misunderstanding that 100% of a company’s profits can attributed to the innovation box. Even the most high-tech companies in which R&D is interwoven in their entire business process cannot allocate all of their profits to the innovation box scheme. The tax authorities will – in such a case – always consider a part of the profits to be allocable to an entrepreneurship-like function within a company.
In case R&D is a core activity within your company and the profits that relate to an intangible asset cannot be determined on a stand-alone basis, the peel-off method is the most suited method. The peel-off method is – in most cases – the most beneficial way of determining the innovation box profit, as the entire EBIT (‘Earnings before interest and tax’) of the company will be considered the starting point. This method works by allocating a small part of the profits to the more routine-like functions within the company. The remainder of the profits is then allocated to the core divisions/functions within the company. In a way: you are ‘peeling off’ the company’s functions layer by layer.
An example of the peel-off method allocation per core-division would be:
| Entrepreneurship | 20% |
| Sales | 10% |
| Production | 30% + |
| Total: | 60% |
| Attributable to R&D | 40% + |
| Total: | 100% |
In the above example, 40% of the company’s profits are allocable to innovation, and will therefore be taxed against an effective corporate income tax rate of ~9%.
Well, that depends on the activities of the company. The Dutch tax authorities will take the position that the peel-off method is the most suited method if the R&D-activities are an essential part of the day-to-day operations. This is the case if R&D activities are interwoven in all of the company’s operations and the R&D function is one of the most important functions in terms of value creation for the company.
When applying the peel-off method, a functional analysis determines which part of the profits is allocable to each division/function. The exact percentage per division depends on the size of the company (smaller or larger size), the industry and the function R&D fulfills within the company. Factors that may be relevant in this analysis are:
It is important to note that the innovation box regime contains a hurdle for the development costs that relate to the development of the intangible asset. In short: the innovation box regime will only be applicable if the development costs for the intangible are compensated by the profits generated by said intangible. The goal here is to prevent a deduction of development costs against the standard corporate income tax rate of 25,8% (maximum), while the profits are taxed against an effective tax rate of ~9%.
In case innovation is not considered a core-activity within the company but rather complementary to the company’s core activity, the Dutch tax authorities may take the position that the innovation box profits should be determined on a cost-plus basis.
The cost-plus method entails adding a mark-up on all costs (direct & indirect) relating to the R&D work. This mark-up is determined by benchmarking the remuneration an independent third party would receive for these R&D activities.
Under normal circumstances, a mark-up between 8% – 15% is accepted by the Dutch tax authorities.
The single intangible asset method is very similar to the peel-off method. When applying the single intangible asset method, the operational profit needs to be divided between routine functions and core activities/divisions of the company. The difference here is that – while the peel-off method considers the EBIT (‘earnings before interest and tax’) as the starting point – the single intangible asset method only takes the development costs and the ‘benefits’ that directly relate to the intangible asset into account. The single intangible asset method is generally used to calculate the innovation box profits in royalty structures, where there is a direct and easily identifiable revenue stream that relates to the intangible asset.
Note that – same as for the peel-off method – a hurdle based on the development costs applies.
In the event that the earlier described methods are deemed to be too complex, there is always the possibility of utilizing the flat rate method. Based on this method, 25% of the profit will fall under the scope of the Dutch innovation box. The benefit is however capped to € 25,000 on a yearly basis, making this – in most cases – only a viable option for a small/ start-up company.
Although it may seem a bit nitty gritty, it is important to note that the innovation box benefit is actually a tax base exemption -rather than a tax rate reduction- calculated via the following formula: (16/25.8) x innovation box profits (2022). This exemption results in an effective tax rate of ~9% for any profits that are subject to the innovation box scheme. It also results in an additional – and in most cases unforeseen – benefit that the innovation box scheme ‘extends’ the first corporate income tax bracket.
Besides the fact that the innovation box reduces the effective tax rate of profits that fall within its scope, the innovation box also positively influences the remainder of the profits. This is a result of the fact that the remainder of the profits (i.e. part of the profits that are not subject to the innovation box) are taxed against the regular, below-mentioned corporate income tax rates.
| Taxable profit (2022) | Tax rate |
| € 0 till € 395,000 | 15% |
| From € 395,000 | 25.8% |
Consequently, the remaining profits will first be taxed in the first bracket at a tax rate of 15% up to € 395.000, thus further reducing the effective tax rate. In case you are wondering how this would affect the effective tax rate of your organization, feel free to use our Excel-file which shows you the effective tax rate depending on the taxable profit and the innovation box percentage. Note that we based this Excel file on the peel-off method. You can download our Excel file here:
The innovation box ruling process starts with a ruling application request. Once filed, the Dutch tax authorities will send over a standardized letter containing several questions to get to know the applicant. These questions relate to: 1) the line of business in which the company operates, 2) the intangible asset/ intellectual property developed by the company and 3) the preferred method to determine the innovation box profit. In most cases, the Dutch tax authorities will request a company specific questionnaire following the initial application. Once the Dutch tax authorities have a clear initial image of the company’s business, they will plan a meeting at the company’s HQ. This meeting is meant to help the Dutch tax authorities understand how the business operates and what role R&D fulfills within the company. After the meeting, the Dutch tax authorities and the company will conclude a tax ruling . The ruling will contain:
To further specify which part of the profits will be subject to the innovation box scheme, an addendum to the ruling request will be concluded, based on the company’s commercial forecasts. The ruling will be concluded for a period of 5 years.

You are able to outsource some of the R&D work as long as the costs that relate to the R&D work (as well as any potential risks) are borne by the innovation box applicant.
Outsourcing to an affiliated entity is possible, but may impact the total innovation box benefit. The Dutch corporate income tax act contains a limitation on the innovation box benefits that relate to the outsourcing of R&D work to an affiliated entity. The reason is that – in most cases – affiliated entities are able to structure their R&D activities between different jurisdictions. To mitigate any unwanted tax structuring which might arise in such a case, the innovation box benefits will be limited based on the following formula:
| Qualifying innovation box benefits = | Qualifying expenses X 1,3 ________________________ Total expenses |
X benefits |
In the above formula, the outsourced R&D expenses to an affiliated entity are not considered ‘qualifying expenses’. As a result, a maximum of 30% of the expenses can be outsourced to an affiliated entity without it impacting the innovation box benefits.
Every tax ruling contains a clause stating that the ruling remains valid as long as the relevant facts and circumstances do not change. In such a case, you are obligated to notify the Dutch tax authorities accordingly. This may result in the termination of the current ruling.
Unfortunately, it is not possible to file a WBSO-application to retroactively receive a wage remittance reduction for any additional R&D hours. As a WBSO-application does need to be filed on a yearly basis however, you are therefore able to file a new request next year. For completeness’ sake, we note that you are obligated to notify the Dutch Enterprise Agency in case you spend less than the requested number of R&D hours. As a result, the wage remittance reduction will be reduced accordingly.
While concluding an innovation box ruling, the Dutch tax authorities may consider an start-up phase to be present. The duration depends on the innovation type as well as the business structure. As soon as this period ends, you are able to allocate the full amount – 15% of the EBIT – to the Dutch innovation box. For example: in case you conclude a start-up phase of 3 years and an R%D percentage 15%, you will receive an innovation box allocation of 5% in the first year of the ruling, 10% in the second year and finally 15% in the third year.
Where R&D-cycles generally see any revenues being proceeded by a cost-burning phase, a cost-side tax benefit can logically make an R&D project more feasible, as it (1) reduces the burn rate and (2) lengthens the runway. The WBSO does exactly that and therefore provides great value in the ‘pre Break Even Point’ phase.
Investors investing in ‘post-BEP phase’ companies are generally enticed into the high-risk financing of an R&D cycle by the calculation of (1) the chance of success * (2) the rate of return. As the investor rate of return is influenced heavily by profit tax functions, the innovation box can make an R&D project in the post-BEP phase more feasible as well since it increases the outlook of factor (2).
By combing both the WBSO and subsequently the innovation box, a more attractive investment case can thus be achieved.

Interested in applying the WBSO and/or innovation box to your company? Book a timeslot with us below, it’s on the house!

Partner at SAMMAN, President at European Network for Women In Leadership, Board Member Focus Home Interactive

Chief Quality Officer and member of the Executive Board, Deloitte Netherlands
Women on Supervisory Boards: Why is this issue important? Who is affected?
Liesbeth
In the Netherlands, supervisory boards have traditionally shown the same picture: white men in grey suits. Luckily this picture has been changing over the past five years. As the role of the supervisory board became more relevant and gained in-depth, awareness rose that the presence of diverse viewpoints within them is important in order to avoid “groupthink” and tunnel vision. Yet the tendency was still to appoint new supervisory board members from the “old boys network.” Forcing a breakthrough legislation was necessary. In the Netherlands, we now have so-called quota legislation, in which it is ruled that 1/3 of the supervisory boards will have to be comprised of women. As long as this quotum has not been reached, appointments of new male supervisory board members are invalid. The impact of this legislation on the supervisory boards is already being felt. A lot of listed companies now have at least 1/3 of women on their supervisory boards. The next important step will be that management boards also have the necessary diversity.
Thaima
The issue of the representation of women in all facets of life goes to the heart of democratic values and governance. In my role as President of the European Network for Women in Leadership, I see the subject of the feminization of leadership and management under discussion all over Europe. Studies have shown that companies with higher levels of gender diversity outperform those with male-dominated management, and the larger goal—beyond women on supervisory boards—is for more women in executive roles generally.
Following Norway’s lead in 2006, eight EU countries have adopted mandatory gender quotas for listed companies, including France, Belgium, Italy and the Netherlands, with ten others having taken a more incentive-driven approach. In their search for female talent, male leadership is discovering that this talent exists! The visibility of successful women and a constellation of heterogenous role models contributes to the development of a pipeline of female talent and future female leaders.
This trend, however, is not irreversible, and we need to remain vigilant, especially in times of social and economic upheaval. Some companies appoint women to their boards to comply with the law but make sure that they have no real power or influence. Having the same few women sit on several supervisory boards rather than looking for other talent is also not uncommon.
What have you seen on the ground?
Liesbeth
The NSE supervisory board has oversight over the NSE executive board. NSE is Deloitte’s European organization and consists of 28 geographies.
On our board, we have over 50% female representatives, all with different cultural backgrounds. We also have three independent non-executives on our supervisory board, which assures the objectivity of this board. We strive for a certain percentage of women and different cultures on this board and have open conversations about how to reach the targets. We have a strong focus on people and on the long term, and we keep in mind the impact our decisions will have on our legacy. We believe strongly that our diverse board provides the diversity of thought necessary for discussions and decisions of value, for both the short and long term.
My main takeaway is that inclusivity and diversity are a “must” for boards; we have to take firm steps and be open about dilemmas and our values. Whatever form of diversity we strive for, cultural diversity, gender diversity, ultimately, it is about diversity of thought. And we in our NSE board see the benefits of having diversity of thought: in decision making and in having meaningful discussions.
Thaima
The Deloitte example is a great one and a best practice to communicate broadly.
I am currently a board member of Focus Interactive, a gaming company. The company clearly wants to work with their supervisory board members on business strategy. The other board members coming from the same world, my female colleague and I bring fresh air and new perspectives, she with a financial background, and I with my law and public affairs perspectives—gained from ten years at Microsoft as Legal and Corporate Affairs General Counsel, and subsequent work with a Law and Corporate Affairs firm.
My takeaways:
What’s coming next?
Liesbeth
An important next step is moving from diversity to inclusion. The good news is that there will be more women on boards as a result of quota legislation. However, if the culture does not change and women do not feel safe enough to ask questions and express differing views, there is no inclusion and no benefit from having diverse points-of-view. The Chair of the supervisory board must create an atmosphere in which everybody can be open to ask questions and express views. At this moment, diversity is too often seen as just a check-the-box exercise. If boards look different but still act the same, there has been no real progress—the company will not benefit from diversity of thought. More action is needed to go from diversity to inclusion.
Global progress on gender equality is encouraging, but overall, progress is slow. It has therefore become even more important to take concrete action, appointing more women not only to supervisory boards but also to boards of directors. We should also challenge if 1/3 of women on boards is sufficient because then it still doesn’t give a balance in boards since you have a predominance of men, which obviously has its effect on discussions, decisions and also on inclusion.
Thaima
Companies now have a diversity of profiles in their workforce, and management and leadership teams are more resilient and more successful as a result. The coming together of different skills and ideas helps align companies in the diverse societies they operate in and better understand their markets and customers. These types of factors, while well understood, are not always taken into account at the right level of management, and old reflexes and stereotypes are still alive and kicking.
Women are now equally, if not more, educated than men. Aside from the topic of women on supervisory boards, tackling the broader issue of women in leadership positions also addresses corporate governance and the need to recruit and retain female talent.
There is not one legal tradition in Europe but several. This results in huge differences between countries according to their cultures, histories and legal traditions. I believe it is necessary for the European Union to continue taking initiatives to align the policies of member states, levelling them up to the standards in the more advanced countries. The recent deal on the Directive on Women on Boards, which had been blocked for ten years, should make a big difference and will complement EU efforts to mainstream gender into wider policy-making processes, including, most recently, by making it a criterion for receiving EU Covid recovery funding.
#internationaltravel has resumed and as of June 12th #covidtesting
Yet members across the #EACC #network report that entry to the #us remains fraught.
Let us know either way through the link below!
(takes 1 minute)
On 21 September 2021, the government submitted the 2022 Tax Plan Package to the Lower House. This package includes the following bills:
Moreover, a bill has been presented that aims to counter mismatches in the application of the arm’s length principle in corporate income tax.
Most measures will enter into force on 1 January 2022. Where this is not the case, we have indicated this. The bills may be amended during their parliamentary debate. The proposed measures per type of tax type are listed below.
Corina van Lindonk, Aart Nolten and Eddo Hageman discussed the most noticeable measures of Tax Plan 2022.
Outline of corporate income tax and dividend withholding tax measures
Outline of procedural tax law, collection of taxes and supplementary benefits
| Tuesday 21 September 2021 | Budget Day: introduction. |
| Wednesday 29 September 2021 | Closed technical briefing by civil servants of the Ministry of Finance. |
| Wednesday 6 October 2021 | Contribution date for the report. |
| Tuesday 19 October 2021 | Memorandum of reply. |
| Monday 25 October 2021 | First legislative consultation. |
| Thursday 28 October 2021 | Written answers to questions in response to the first legislative consultation. |
| Monday 1 November 2021 | Second legislative consultation. |
| Tuesday 9 and Wednesday 10 November 2021 | Plenary hearing. |
| Thursday 11 November 2021 | Letter on evaluation of motions and amendments. |
| Thursday 11 November 2021 | Voting. |