Dutch government raises the tax-free mileage allowance. What choice will you make?

Persistently high fuel prices are affecting not only employees, but also forcing employers to make important choices. Employees increasingly find that the current mileage allowance no longer sufficiently covers actual travel costs. This leaves employers with a key question: should we offer greater compensation, or encourage different travel behaviour? A combination of both is also possible.

The government has announced its intention to raise the tax-free travel allowance from €0.23 to €0.25 per kilometer. This creates additional room to financially support employees without the employer having to pay extra payroll taxes. Employers can decide for themselves whether or not to adjust their travel allowance accordingly.

Update 21 May 2026: this increase is now final. The Deputy Minister of Finance has confirmed the increase in a policy decision, published in the Government Gazette (Staatscourant), with retroactive effect from 1 January 2026.

Employers are therefore faced with the question: should we offer higher compensation, or encourage different travel behaviour? In practice, employers make different choices within their mobility policies: optimizing within the available tax framework, offering (additional) compensation, or steering employees toward alternative travel behaviour. A combination of these approaches is also possible. In this article, we explain the different options.

Although the tax-free mileage allowance increased from €0.23 to €0.25 per kilometer, this does not necessarily mean that employers must increase the reimbursement rate.

Instead, employers may choose to keep the existing travel reimbursement scheme unchanged and use the additional tax space in another way, for example through a gross-to-net salary exchange arrangement. In this case, employees can exchange (part of) their gross salary for a net allowance within the available tax framework.

This approach allows employers to make optimal use of the expanded tax opportunities without increasing overall employment costs. At the same time, employees may still benefit from a higher net advantage, while the mobility budget remains manageable.

A direct policy response is to increase the mileage allowance within a travel expense scheme. Employers are free to determine which scheme they offer their employees and what level of reimbursement they provide to support them.

At the same time, a higher allowance leads to structurally higher mobility costs for the employer, especially in organisations with a high level of car usage. Employers are therefore looking for alternatives to keep costs manageable while maintaining attractive employment conditions.

Research by AWVN shows that 87% of employers do not implement a blanket increase to compensate for high fuel prices, but instead opt for targeted compensation. This compensation is mainly aimed at roles where travelling by car is essential (positions involving a high number of business kilometers).

Employers also indicate they are exploring alternatives, such as differentiating allowances based on mode of transport, introducing mobility budgets, or encouraging hybrid working. This shifts the focus from simply “reimbursing more” to targeted and controlled compensation (Source: AWVN, 2026). For example, this could include a higher bicycle allowance, which can be structured in a tax-efficient way through the discretionary margin within the work-related expenses scheme.

Alongside policy adjustments, there is growing attention for smarter use of existing mobility schemes. In many organisations, public transport is already fully reimbursed and bicycle allowances are equal to or even higher than those for car use. However, these options often remain underutilized.

Employers can therefore focus on behavioural change without directly increasing reimbursements. By actively communicating and encouraging alternatives, and by removing barriers—such as providing a mobility card or offering a lease bicycle scheme—the switch to more sustainable travel becomes more attractive. Encouraging carpooling via an app can also contribute to more efficient travel behaviour.

For employees, alternative travel methods can lead to lower commuting costs, while employers contribute to sustainability through healthier employees and reduced CO2 emissions: a win-win situation.

The persistently high fuel prices raise concrete questions for HR: do we increase allowances or keep costs under control? Do you compensate everyone equally, or differentiate based on roles and travel needs? And how do you remain an attractive employer without passing every price fluctuation on as structurally higher costs?

These dilemmas require more than isolated measures. HR faces the challenge of structurally aligning mobility policies with organisational goals such as affordability, fair employment conditions, employee satisfaction, and sustainability. Digital mobility platforms support this by providing flexibility in policy design, offering insight into usage and costs, and enabling HR to make targeted, data-driven adjustments.

With the platform from Mobility Concept, organisations can centrally and flexibly manage mobility. Among other things, it makes it possible to:

• easily (temporarily) adjust allowances and enabling tax optimisation, such as gross-to-net salary exchange schemes
• differentiate between employee groups or job roles
• facilitate public transport and mobility cards
• offer higher bicycle allowances or lease bicycle schemes
• encourage and support carpooling via the app
• gain real-time insights into mobility usage and costs, enabling targeted adjustments

Curious how your organisation can use a mobility platform to gain control over rising travel costs while also steering behaviour and allowances more intelligently? Feel free to contact us.