From January 2027, the Netherlands will enforce stricter rules for all companies that supply workers to third parties. This includes staffing agencies, payrollers, secondment firms, and contractors.
Only companies officially admitted by the Ministry of Social Affairs and Employment (SZW) may continue to supply workers. The aim is to prevent exploitation, improve transparency, and ensure a level playing field.
Key Elements of the New Law (Wtta)
1. Mandatory Admission
From 1 January 2027, labour suppliers must have official admission. This is only granted to companies that:
- Comply with Dutch labour laws and payroll tax rules
- Submit a recent Certificate of Conduct (VOG)
- Provide financial security (âĴ100,000 or âĴ50,000 for startups)
- Pass an inspection confirming compliance
2. Public Register
All admitted companies will be listed in a public online register.
Clients (inleners) may only work with companies listed there.
3. Enforcement from 2028
From January 2028, the Netherlands Labour Authority will actively enforce the law. Violations can lead to fines, suspension, or even a ban on hiring temporary staff.
Transitional Scheme: Temporary Admission via SNA Certification
Between 1 November 2026 and 1 January 2027, companies with SNA certification can apply for temporary admission without an inspection report. This is a one-time exception.
After that, only inspection-based admission is allowed.
Implementation Timeline
2024: Voluntary SNA/NEN-4400 certification available
Nov 2026 â Jan 2027: Temporary admission with SNA certificate
Before 1 July 2027: All other companies must apply for admission
From 1 January 2028: Enforcement starts
Financial Security: Exemption for Proven Track Records
Companies with a proven compliance record are exempt from the âĴ100,000 security deposit. This applies to those that:
- Have operated as a staffing agency for 4+ years
- Actively deployed workers during that time
- Submit a clean tax statement from the Dutch tax authority
- Why Does This Matter?
Why Does This Matter?
- Stronger protection for workers, especially migrants
- Clearer rules and greater accountability in hiring chains
- Fairer competition for compliant agencies
- Less room for shady, low-cost practices
What Can You Do Now?
- Apply for the SNA quality mark
- Review contracts, wage compliance, and payroll processes
- Monitor updates about the Wtta and prepare your application
- If you are a client, only hire from admitted suppliers
AAme Supports You
At AAme, we help businesses navigate these changes with confidence:
- SNA certification guidance
- Compliance checklists
- Advice on legal obligations and risk
Letâs build a stronger, fairer labour market â together. #BeAAmezing