Equivalent employment conditions
What is changing?
Temporary workers are entitled to employment conditions that are at least equivalent to those of permanent employees in comparable positions at the client. This includes all employment conditions (such as salary, allowances, working hours, overtime, rest periods, vacation, and working on holidays). The total package must be equal in value, even though the individual components do not have to be identical.
What does this mean in practice?
Until now, temporary workers received compensation according to the so-called hirer's remuneration, based on a limited number of employment conditions. In the new collective labor agreement, temporary workers must receive employment conditions that are at least equivalent in total to those of employees in comparable positions at the hiring company. This ensures more legal equality and prevents displacement in the labor market.
Example: if a permanent employee is entitled to a bonus or extra days off, then this, if it is part of the total employment conditions package, must also apply in an equivalent way to the temporary worker. This can be through alternatives, as long as the value is equal.