Wet Meer Zekerheid Flexwerkers (Act on More Security for Flexible Workers)

Do you work with temporary workers? Then several changes are coming that may affect how you employ them. The Wet Meer Zekerheid Flexwerkers (Act on More Security for Flexible Workers) aims to give temporary workers greater security around work, income and working hours. We explain what is changing, when the new rules will take effect and what you can already do to prepare.

What is the Act on More Security for Flexible Workers?

The aim of the Act on More Security for Flexible Workers is to ensure that structural work is carried out as much as possible under permanent contracts. Flexible work will remain possible, but the rules will become clearer and provide temporary workers with greater security.

The legislation introduces changes to, among other things, the rules on temporary contracts, on-call contracts and the different phases of agency work. Temporary workers employed through an employment agency will also be entitled to at least equivalent employment conditions.

Most of the changes will take effect on January 1, 2028. The rules on equivalent employment conditions took effect on January 1, 2026.

What does this mean for you?

The new legislation will affect how you employ temporary workers. The main changes concern:

1. The chain of temporary contracts: the rules on the duration and number of consecutive temporary contracts will change.

2. On-call contracts: zero-hour contracts will be replaced for most temporary workers by a contract specifying a minimum and maximum number of working hours.

3. Agency work and employment conditions: the rules on the different phases of agency work and employment conditions will change.

What do these changes mean for you as a client? We explain the main changes below.

The chain of temporary contracts

The rules governing consecutive temporary contracts will change. Under the new rules, a temporary worker will in principle be entitled to a permanent contract after a maximum of three temporary contracts or after 36 months. A shorter period of 3 months applies to seasonal work and 6 months to students and school pupils.

What does this mean for you?

Do you regularly work with the same temporary worker? Keep track of the temporary contracts they have had and how long they have lasted. This will help you determine when the chain of temporary contracts results in an entitlement to a permanent contract.

On-call contracts

Zero-hour contracts will disappear for most temporary workers. They will be replaced by a bandwidth contract, which specifies a minimum and maximum number of working hours.

The maximum number of hours may be 30% higher than the minimum. For example, if you agree on a minimum of 10 hours per week, the maximum may be 13 hours. This gives temporary workers more certainty about the amount of work and income they can expect.

If a temporary worker consistently works more hours, the number of hours in the contract must be adjusted. If a worker is asked to work more than the agreed maximum, they may refuse those additional hours.

What does this mean for you?

You will need to estimate more accurately how many hours you expect to need from a temporary worker. Look at the number of hours they work on average and use this to determine an appropriate minimum and maximum.

This will require a different approach to planning and scheduling. There will be less flexibility to call in workers whenever additional work becomes available.

Exceptions apply to school pupils, students and temporary workers in Phase A. Under certain conditions, they can continue to work under an on-call contract.

More security for temporary workers

The rules governing the different phases of agency work will also change. Phase A will remain 52 weeks of work. Phase B will last a maximum of two years, with a maximum of six contracts.

In addition, temporary workers employed through an employment agency will be entitled to at least equivalent employment conditions to those of employees working directly for you from January 1, 2026.

What does this mean for you?

You will need to provide information about the employment conditions that apply within your organization. This includes not only salary and allowances, but also pension, leave and training opportunities. The employment agency uses this information to determine the employment conditions that apply to the temporary worker.

It is therefore important that you provide your employment agency with accurate and up-to-date information about your employment conditions. This ensures that the temporary worker receives the employment conditions they are entitled to.

How is Timing preparing?

Timing is preparing for the new legislation. We are adapting our processes and systems and aligning the way working hours are submitted by each client. This will enable us to accurately process start and end times and breaks under the new rules.

We are also making sure our employees are well prepared and understand what the changes mean in practice.

Webinar on new employment laws and regulations

The Act on More Security for Flexible Workers is one of several changes to the labor market. The Wtta (Act on the Admission of the Provision of Workers) and the Wet Loontransparantie (Pay Transparency Act) also introduce new rules.

On Tuesday, September 8, we discussed these changes during our webinar on new employment laws and regulations. We explained the most important changes and what they mean for you as a client.

Did you miss the webinar? Watch the recording to find out what you need to know and how you can prepare.

Get ready for the Act on More Security for Flexible Workers

Do you have questions about the Act on More Security for Flexible Workers or want to know what the new rules mean for your organization? Please contact your Timing representative.

Together prepared for the More Security for Temporary Workers Act

Do you have questions about the More Security for Temporary Workers Act or want to know what the new rules mean for your organization? Feel free to contact your contact person at Timing.