If your company hires temporary or agency workers in the Netherlands, big changes are coming in 2026 that will impact how you hire, contract, and compensate your staff.
The new CLA (Collective Labour Agreement) for agency workers is currently only available in Dutch, but we’re here to demystify what’s changing and what you should prepare for in the months ahead.
Below are 3 key changes that you should know, and how this might impact your processes.
| Topic | Current approach | 2026 change | Potential impact for hiring companies |
|---|---|---|---|
| Equal employment conditions | Under the “hirer’s remuneration” system, agencies calculate a pay package for temporary workers based on 10 elements (e.g. salary, allowances, overtime, etc.). | Soon, the total employment package (allowances, sick-leave pay, etc.) offered to a temp worker must be equivalent in value to what a comparable permanent employee gets. | Expect a more intensive review of benefits, perks, and allowances from agencies to ensure they match what your direct hires receive. |
| Pension accrual from day one | Currently, pension accrual does not always start immediately; the contributions vary. | All temporary workers will begin accumulating a pension from day one, with increased contributions. | If your company’s own pension scheme is more generous, you might need to compensate or top up. |
| Phase B shortened & contract rules tightened | The Phase B period currently allows up to six contracts over three years. | Phase B is shortened to 2 years, still limited to 6 contracts in that period | You’ll need to decide sooner whether to offer interim workers a permanent contract or end their assignment. |
How these changes affect hiring companies
Equal pay for temps
Because the agency worker’s package must mirror a direct employee’s package in value, your benefit policies become “benchmarks” for recruitment and temporary agencies.
At wijzerbelonen.nl, you’ll find a step-by-step plan for determining the right remuneration, a standard request form, and explanations of all components and guidelines.
More transparency and documentation
You’ll be required to share your employment package details with your recruitment agencies. The ABU will issue a standard document for this purpose, helping ensure compliance and fairness.
Faster transitions to permanent contracts
With stricter phasing, workers may reach eligibility for a permanent role sooner than before. This means tighter forecasting and possibly rethinking your long-term retention strategy.
Choosing the right staffing partner
Not every agency will be ready to meet the new CLA requirements. Choose a recruitment agency in the Netherlands that’s already fully compliant and experienced in managing legal and administrative transitions.
Change management and HR system updates
Prepare to update your payroll, contract templates, HR policies, and training budgets to align with the new equivalency and pension rules.
Adams Multilingual Recruitment has been ABU certified for +20 years. We are equipped to provide you with temporary workers, while staying completely compliant with Dutch labour law and the CLA, now or in the future.
Recommendations for hiring managers
-
Audit your benefits
Document your full employment package (beyond salary) — holiday, leave, bonuses, travel, training, pension, perks — and make them explicit. -
Engage your staffing agencies early
Ask for their transition plans and ensure they can calculate total equivalency correctly. -
Identify gaps
If your company’s benefits are unclear or lag behind market norms, strengthen them now. -
Update internal systems
Ensure your contracts, internal policies, payroll systems, and vendor agreements can support the logic of equivalent packages.
Why partner with Adams Multilingual Recruitment
At Adams Multilingual Recruitment, we’ve been helping international companies hire talent in the Netherlands for nearly 30 years. Our team stays compliant with every CLA update and Dutch labour law requirement, ensuring you can continue to hire top talent in the Netherlands.
Let’s talk about how we can help you navigate the 2026 CLA changes and build a future-proof hiring strategy that works for your business.
