New labor laws on the way: what does this mean for your organization?

The rules surrounding labor and the deployment of personnel are changing rapidly. Where legislation previously mainly worked in a corrective manner, the focus is now increasingly shifting towards prevention, transparency, and demonstrably good employment practices. For organizations, this means not only additional obligations but also the need to re-examine processes, collaborations, and responsibilities. 

For clients, it is becoming increasingly important to look ahead. Not waiting until legislation is definitively enacted, but already making preparations. It is precisely in this preparation that the key to control, continuity, and a future-proof organization lies. 

Law on Wage Transparency: More Openness About Compensation 

The Law on Wage Transparency aims to ensure equal pay for equivalent work and requires employers to be more open about salaries and compensation policies. Think of salary ranges in vacancies, transparency about wage criteria, and reports on pay differences. It will also be prohibited to ask candidates about their salary history. 

The implementation of the law in the Netherlands has been postponed until January 1, 2027. The government needs more time to carefully develop the rules and reduce administrative burdens. Employers with 150 or more employees will have to report for the first time on the calendar year 2027. 

Although the implementation takes place later, this is precisely the moment for organizations to critically examine job evaluations and compensation structures. Are functions objectively described? Is the compensation policy explainable and gender-neutral? And how are temporary workers included in this? The latter is important because temporary workers count towards the reporting obligations. 

This law requires not only HR adjustments but also closer collaboration between the client and the staffing partner. Together, we ensure that processes and compensation structures are demonstrably compliant. 

Law on Admission for the Provision of Labor: Stricter Requirements for the Temporary Labor Market 

The WTTA, the Law on Admission for the Provision of Labor, will also have a major impact on the temporary labor market. From January 1, 2028, only admitted and certified organizations will be allowed to provide labor. Registration for this starts on July 1, 2027. 

For clients, this means they must more closely monitor which parties they collaborate with. Hiring through a non-admitted party will no longer be allowed. This shifts part of the responsibility explicitly to the clients themselves. 

This law once again underscores how important reliable collaborations are becoming. Not only on paper but also in daily practice. Organizations will need to look increasingly critically at compliance, quality, and transparency within their flexible workforce. 

Law on the Introduction of Reporting and Verification Obligations for Workplace Accidents for Lenders: Safety as a Shared Responsibility 

Legislation is also being tightened in the area of safety. The Law on the Introduction of Reporting and Verification Obligations for Workplace Accidents for Lenders aims to ensure that both borrowers and lenders are more actively involved in healthy and safe working. 

The emphasis here is on awareness, registration, and responsibility. Serious workplace accidents must not only be reported to the Labor Inspectorate but also require internal follow-up and clear procedures. Additionally, lenders must actively verify the safety of the workplace where employees are deployed. 

For clients, this means that safety policies and reporting procedures must be reassessed. Are risks well mapped? Are employees sufficiently informed? And are incident registrations fully and timely arranged? 

Safe working thus increasingly becomes a shared responsibility of the client and the staffing partner. 

Law on More Security for Flexible Workers: New Rules for Flexible Work 

With the Law on More Security for Flexible Workers, the government wants to create more stability for flexible workers. The law introduces new contract forms and further tightens rules around on-call work and successive employment. The rules regarding equal pay for temporary workers are also being tightened. 

This requires adjustments in contracts, systems, and administrative processes. But above all, it requires clear choices: which contract form suits which deployment? How do you properly document functions and deployment? And how do you maintain control over successive employment and chain arrangements? 

For many organizations, this directly affects personnel planning and flexibility. That is why it is important to timely discuss the impact on the organization and the deployment of flexible labor in the future. 

The Common Thread: More Transparency, Compliance, and Collaboration 

The common thread is clear: legislation increasingly emphasizes transparency, compliance, and good employment practices. Responsibilities are more broadly shared, and clients take on a more active role. 

This requires more than just administrative adjustments. It requires collaboration. Between HR, management, and staffing partners. By looking ahead together now and properly organizing processes, organizations can remain compliant and continue to operate flexibly. 

At Timing, we closely follow these developments and actively think along about the impact on your organization. From legislation and regulations to the practical organization of processes, contract forms, and collaboration: together we ensure that you are prepared for what is to come.