As of 1 January 2026, a new collective labour agreement (CLA) for temporary agency workers will take effect. This agreement, concluded by the ABU, NBBU and trade union LBV, introduces fundamental changes for all organisations working with flexible labour.
Although major trade unions such as FNV, CNV, and De Unie have not signed the agreement, its impact will be widely felt—by clients, staffing agencies, and agency workers alike.
In this article, you will find a clear overview of what is changing, your new obligations, and how to prepare. Please note: early preparation is essential, as implementation will require adjustments to your processes, systems, and communication flows.
What will change in 2026?
Equal employment conditions
Temporary agency workers will be entitled to a benefits package of equal total value to that of permanent employees. This includes:
- Salary
- Travel expenses
- Working hours
- Training opportunities
Example: If a permanent employee receives €500 training budget, the agency worker must receive a comparable benefit, either through training or monetary compensation.
Holiday allowance adjusted
The fixed 8.33% holiday allowance will be abolished. The new arrangement must align with the client’s own employment terms..
Significant increase in pension contributions
The total pension contribution will rise to 23.4%, distributed as follows:
- 15.9% employer contribution
- 7.5% employee contribution
This is in accordance with the new Dutch pension law (“Wet toekomst pensioenen”).
Phase B shortened
Phase B (also known as phase 3) will be shortened from 4 to 2 years. As a result, agency workers will transition more quickly to permanent contracts in Phase C.
Transitional arrangement
If the new rules result in a financial disadvantage for the agency worker, the old terms will remain in effect for a 6-month transition period.
Labour migration
Existing facilities (such as the PKS system) remain intact. Indexation will follow statutory minimum wage developments
Summary: A Fundamental Shift in Direction
- Equal terms and conditions will become the new standard (Article 21 CLA)
- CLA provisions on training, holiday allowance, and sustainable employability will be withdrawn
- More room for tailored arrangements (e.g. annual working hour models, shorter notice for call work)
- Pension accrual from day one, with higher contributions
- Temporary compensation in case of adverse changes
- Rules for migrant workers remain largely unchanged
Implementation in 4 Clear Steps
AAme Adviseurs has developed a practical guide to help you correctly implement Article 21 of the new CLA.
- Step 1: Request employment conditions
Use a standard form to collect all relevant terms from the client. - Step 2: Disclosure & compliance
The client is legally required to provide complete and accurate information (Article 12a WAADI). - Step 3: Assess equal value
Determine whether the total package (essential + non-essential terms) is at least equal in value.
Compensation is allowed, but any disadvantage in essential terms must be offset within the same category. - Step 4: Written confirmation to the agency worker
Document the agreed employment terms and provide the agency worker with a written confirmation.
What does this mean in practice?
For clients: ensure that all employment conditions are clear and verifiable. This avoids discussions, penalties, or compliance issues.
For staffing agencies: update internal processes, coordinate with clients, and adjust your systems where necessary.
For agency workers: the wil benefit from stronger rights and more transparency.
What happens if you fail to act in time?
- Loss of client assignments
- Back payments to agency workers
- Reputational damage and risk of SNCU audits
Need help?
AAme Adviseurs can support you with:
- Equal pay assessments & remuneration structures
- Training for HR and recruitment teams
- Documentation & communication for clients and agency workers
Feel free to contact us for a non-binding impact assessment, or email us at legal@aame.nl
Enclosed:
CLA for Temporary Agency Workers 2026 (Dutch & English)
