Frequently asked questions webinar collective labor agreement temporary workers
During the webinar about the new collective labor agreement for temporary workers, many questions were asked. On this page, we have listed all the questions and answers for you. This way, you can read everything at your leisure. Is your question not included? Then contact your contact person at Timing.
The new collective labor agreement includes agreements on equal pay and more and better pension accrual, stricter rules regarding phasing when the Law on more security for temporary workers comes into effect, and more focus on training and employability. This affects the deployment and remuneration of temporary workers.
Due to the changing remuneration, pension, and other collective labor agreement adjustments, the rates may increase. Timing analyzes this per client and communicates transparently about the impact.
Timing follows the collective labor agreement closely and applies it correctly. You are therefore assured of compliance with laws and regulations without additional administrative burdens.
We offer:
- A clear overview of the changes
- Impact analyses of your organization
- Proactive rate updates
- Advice on flexible deployment and personnel strategy
For them, it means more security, better working conditions, and development opportunities. This increases engagement and reduces turnover.
Yes, bonuses are also part of the essential employment conditions. Of course, it is important under which conditions an employee qualifies for a bonus
Even if almost no one makes use of the condition, it still remains an employment condition. After all, the employee is entitled to it.
The ABU collective labor agreement applies to all temporary workers working in the Netherlands, provided the temporary employment agency is a member of the ABU/NBBU and/or the collective labor agreement is declared generally binding. Regarding A1 routing, there have been court rulings indicating that these temporary workers are also entitled to the applicable collective labor agreement remuneration. This will also (come to) apply to foreign temporary workers who are employed from abroad. See also article 48 of the new ABU collective labor agreement.
Yes, that indeed also concerns additional and/or positively deviating own employment terms arrangements.
This is the currently applicable BRI form and the form as it will apply via Wijzerbelonen.nl. It will probably be further supplemented/adjusted.
The client is responsible for correctly, timely, and fully informing the temporary employment agency according to article 12a of the Waadi. The temporary employment agency is then responsible for correctly implementing this information and confirming it to the temporary worker.
The pension contribution is going from 8% to 15.9%, so that will have implications.
Yes, that is simply a condition of employment (essential) that is part of it in the context of equality.
This is related to the Law on more security for temporary workers, which will likely come into effect on January 1, 2027, or July 1, 2027. Until then, the old regulation remains in force, also for phase B agreements entered into before January 1 or July 1, 2027.
Regarding work experience, we adopt the policy of the client, with the condition that the ABU collective labor agreement stipulates that the temporary employment agency must take work experience into account, even if the client does not. This is already applicable at this moment.
We follow the hirer's policy. So if a hirer grants pro rata marriage leave to part-timers, then we will do the same.
Yes, that indeed also concerns additional and/or positively deviating own employment terms arrangements.
The temporary worker is employed by the temporary employment agency, and therefore it is up to the temporary employment agency to ensure reintegration with the occupational health service. In the case of reintegration, the equivalent remuneration will apply for the hours for which reintegration is carried out.
When that positive deviation is for a very specific group in which no temporary workers work, then no. After all, equivalence concerns the comparison with permanent employees who perform the same or equivalent work.
In the case of the pension, only a comparison is made between the employer contributions, those of the client and the temporary employment agency. The employee contributions do not matter further and cannot be compensated in the context of equivalence.
It concerns both.
Yes, however, merely providing the handbook is not sufficient. The client must indicate in the BRI form what is applicable in terms of remuneration.
Yes, in the context of equal pay, a temporary worker must receive a Christmas gift of the same value as permanent employees in 2026.
Yes, the same condition can be applied to a temporary worker. They must also provide proof to qualify for the sports allowance.
This is a good question, but at the moment the prevailing case law is that everything related to the employment relationship is an essential employment condition, except for pensions. Perhaps this may change in the near future, but that is still unknown.
The arrangements/conditions associated with the bonus also apply to the temporary workers. These must therefore be applied in the same way if the temporary worker performs the same or equivalent work as the permanent employee.
That will still require a revision of the temporary worker's compensation, and the additional (wage) costs will be invoiced.
That is the result of the ruling by the Hoge Raad in the Dosign case and also follows (now) from the Explanatory Memorandum to the Law on More Security for Temporary Workers. How the equivalence will be implemented in practice (surcharge, reservation, etc.) and what value is assigned to a working condition is still being considered. Calculation rules will likely also be made available via Wijzerbelonen.nl.
These also count towards equivalence, provided they relate to permanent employees who perform an equivalent function.
That's correct, and the same eligibility conditions apply to temporary workers.
Yes, it is (also) an inevitable development. The adage "equal work, equal pay" has been applicable (also) for years.
Yes, the ABU collective labor agreement and the NBBU collective labor agreement are one and the same agreement.
The allocation of employment conditions will be done proportionally, and it is up to the temporary employment agency to implement this correctly, fully, and in a timely manner.
Frequently asked questions webinar 1 September 2025
There is no calculation model from ABU and it is not expected because it is impossible to provide for, given all the sectors in the Netherlands in which broadcasting takes place.
Then the same applies to the temporary worker of the same age. Age-dependent days are arranged in the same way for temporary workers.
When the employer's contribution from the client is higher than the employer's contribution applicable to the temporary employment organization, that difference is expected to be compensated for the temporary workers in the essential employment conditions.
Assuming that the Christmas package is a firm commitment in the employment conditions, the temporary worker must receive the same package/value as a permanent employee. By having the hirer arrange it themselves, it is ensured that everyone receives the same package, and it is impossible for temporary employment agencies to arrange all the different forms and values of Christmas packages. We see this as something that employees/temporary workers often want to receive in tangible form.
Timing facilitates a prompt that each hirer can use via their own ChatGPT account. It is not necessary to use this, but more of an additional tool to get a summary of their own employment conditions regarding the elements requested in the BRI. Depending on whether you have a paid or unpaid account, the data is or is not used for AI training purposes.
As indicated in the webinar, temporary workers will in any case receive a new temporary employment contract providing information about equivalent remuneration. Based on the collective labor agreement, every temporary employment agency is required to provide information to the temporary workers regarding the applicable remuneration.
In principle, Timing will adopt the assignments of the hirer 1:1, and it may be that the commitments are shaped differently by Timing towards the temporary worker. Ultimately, the value of our package must be at least equivalent. So it may happen that Timing does facilitate a fitness subscription with a discount, while the hirer does not have this themselves. But also that there is an arrangement with the hirer that does not return exactly the same in the employment conditions package of Timing. As long as the gross value at the bottom line is at least equivalent.
In our webinar, we provided an example in which the promise of a fitness reimbursement can be converted.
The hirer's remuneration as it currently stands is limited to 10 elements. This will therefore become a full remuneration equivalent to that of permanent employees in the same or similar work.
No, the best thing is to ensure that as a client you know exactly what the applicable employment conditions are so that, when Timing sends the pre-filled form, you as a client can easily complete it if necessary.
In the creation of the new collective labor agreement, the ABU and the LBV were involved. Other unions initially stated that temporary workers should be paid completely equally, not just equivalently, retroactively. This proved unrealistic. ABU explicitly invited all unions to come to collective labor agreement arrangements, but only the LBV responded to this.
No, equal pay goes further. When no collective labor agreement is concluded, the law (article 8 Waadi) applies and the temporary workers must be paid equally.
No, the rate depends on the client's employment conditions scheme.
The expected sick days and costs are included in the rate. These are charged for each hour worked. Timing covers the costs if a temporary worker is sick.
We adopt the terms and conditions that apply to the client. So we will distribute the profit sharing in the same way as you do with a part-time employee or with someone who has not been employed for a full year.
The Act for more certainty for temporary workers is expected to come into effect on January 1, 2027, and it will establish, among other things, how temporary workers must be compensated. It will also stipulate that deviations may be made in collective labor agreements, which is currently the case with the ABU collective labor agreement, applicable to all ABU and NBBU members.
It is the case that a temporary worker can choose where he wants to work, but that is no different now. Even now, a temporary worker can switch to another client/agency if he is paid better there.
The employment agency will need to determine and establish the employment conditions for a temporary worker separately for each client. We do this based on the BRI form that the client fills out before the first temporary worker starts working. Based on the completed employment conditions, Timing will convert the allocations and commitments equally and partly equivalently into client-specific employment conditions facilitated by Timing.
That must always go through the employment agency, which is required to arrange the compensation of the temporary worker equivalently to the compensation received by a permanent employee performing the same or similar work. In consultation, it can be considered whether a number of matters can be better facilitated by the borrower themselves. We must only keep in mind that the temporary worker is legally employed by the employment agency and therefore has the obligation to compensate and reward at least equivalently.
The basis of transparency is the completed BRI form by the borrower.
Timing is responsible for translating the employment conditions of the hirer, which are shared with us via a BRI form, into equivalent employment conditions. Timing will also make the choice of which package is necessary to convert the relevant commitment(s) into at least equivalent terms.
The equivalence applies to the employment conditions as they also apply to a permanent employee in the same/comparable position. So if a permanent logistics employee is not entitled to a home working allowance because he/she cannot work from home, then it will also not apply to the temporary worker performing the same function.
ATV/ADV is just like now already an employment condition that we take over 1 to 1.
The BRI must be completed based on the employment conditions that will apply from January 1, 2026. If these are not yet available, the current conditions must be shared and an update must be processed in the online BRI form at a later stage. This applies to all changes, by the way.
This is initially done by SNCU (Stichting Naleving CAO voor Uitzendkrachten). This does not apply to agencies that are not bound by the collective labor agreement; they must fully comply with the so-called Dosign ruling, which means they must apply all employment conditions equally, even retroactively.
That's correct. Pensions do not fall under the Wet aanpak schijnconstructies (WAS) or the Wet minimumloon en minimumvakantiebijslag (WML). However, all employment agencies that are members of ABU/NBBU are required to apply the StiPP pension.