New collective labor agreement for temporary workers

Equal treatment central

The new collective labor agreement ensures that the total value of employment conditions for temporary workers is at least equal to that of employees employed by the client. Consider not only wages, allowances, travel expenses, etc., but also pensions, training, and other conditions that are not yet part of the remuneration scheme. The conditions do not have to be identical, but they must be equivalent in value.

This agreement aligns with the SER advice 'Future of Work' and prepares the industry for the expected introduction of the Act on More Security for Temporary Workers, early 2026.

We list the most important changes for you:

• Equivalent employment conditions

  Temporary workers are entitled to a total package of employment conditions equivalent to that of employees employed by the client from January 1, 2026. The conditions do not have to be identical, but must correspond in value.
  
  

• Abolition of hirer's remuneration

  The separate hirer's remuneration for temporary workers will disappear. Instead, each temporary worker will receive a set of employment conditions that is equal in value to that of employees at the client.
  
  

• Pension scheme is strengthened

  Temporary workers will build up a pension through a new, market-compliant scheme. This ensures stronger pension accrual. This results in a higher premium percentage in the cost price and requires a personal contribution from the temporary worker.
  
  

• Migrant workers

  Existing agreements for migrant workers remain unchanged.
  
  

• Transitional arrangement

  For temporary workers who temporarily experience a decrease in their remuneration, there will be a transitional arrangement of six months.
  
  

• Adjustments in flexibility

  After the introduction of the 'Act on More Security for Temporary Workers':
  - Phase B is shortened from 3 to 2 years. Other contract sequences remain unchanged.
  - The interruption period/break between two temporary employment contracts is extended from 6 months to 60 months in line with the law. For existing temporary employment contracts, the applicable transitional law applies to both changes. Important agreements on planning, contract duration, and illness remain unchanged.

 

Careful implementation

The agreements align with the new legislation that will make equal treatment mandatory. Paul Haarhuis, CCO Timing: “This collective labor agreement represents an important step towards more equality and clarity for temporary workers. The impact is significant and the implementation complex. Therefore, we support our clients step by step in this process. We analyze the impact per client, provide appropriate guidance, and prepare our systems for the new reality. Together, we ensure a smooth transition.”

And now?

The agreement still needs to be formally approved by the members of ABU, NBBU, and LBV. Until then, we will keep you informed via our website and newsletter.