New Rules for Flex Work in the Netherlands: What Changes Between 2026 and 2028?

If you work in the Netherlands through an uitzendbureau (Dutch employment agency), several important rules are changing in the coming years. Some already apply, others come in 2027 and 2028. Here is what matters most, and what to check in your own contract.

Why are the rules changing?

The Dutch government and the sector have been working for a long time to make sure agency workers are not worse off than the company's own employees. There are three big changes:

1. the new collective agreement (CAO) on equivalent conditions, from 2026,
2. the Wtta, a compulsory licence for agencies, from 2027,
3. the Wet meer zekerheid flexwerkers (the law on more security for flex workers), mostly from 2028.

1. Equal pay: "gelijkwaardig" from 2026

The collective agreement (CAO) of the two big Dutch agency associations, ABU and NBBU, applies with new rules from the first week of 2026, and runs until December 2028.

The most important point: as an agency worker you must get a package of conditions at least equivalent ("gelijkwaardig") to that of the hiring company's own employee who does similar work. This is not only about the hourly wage, but also, for example:

• allowances,
• working hours and overtime,
• breaks,
• night work,
• holidays.

It is also important that the hiring company and the agency are jointly responsible for the pay. If something is wrong with your pay, it is not only the agency's problem.

During the assignment, vakantiegeld (holiday pay) follows the hiring company's percentage, which is usually 8%. Agencies usually save it for you and pay it out at the end of May.

What does this mean for you? If you do the same work as the colleague next to you who is employed directly by the company, you have the right to ask whether your conditions are equivalent. You can find more information about the rules on wijzerbelonen.nl.

2. Wtta: from 2027 only licensed agencies may supply workers

The Wtta (Wet toelating terbeschikkingstelling arbeidskrachten) brings in a new licensing system. The point is that only agencies with an official licence may supply workers.

The timeline:

When?	What happens?
1 January 2026	Companies must keep a record of who they hire workers from.
1 July 2026	Agencies had to submit their licence application by this date.
1 January 2027	Only licensed agencies may supply workers.

What does this mean for you? From 2027 it is worth asking every agency if they have a Wtta licence. If an agency cannot give a straight answer, that is a warning sign. A licence does not guarantee everything, but it can help filter out those who make a living by getting around the rules.

3. Wet meer zekerheid flexwerkers: more security from 2028

The law has already been passed (law of 8 July 2026, Stb. 2026, 205). Most of it comes into force on 1 January 2028, and some parts earlier, on 31 December 2026 and on 1 January 2027.

The most important changes for agency workers:

• You can get a permanent contract with the agency sooner.
• You get the same conditions as permanent employees.
• The "uncertain" phase is shorter. The period when you can easily be let go and do not know in advance how many hours you will get is shortened from one and a half years to one year.
• An on-call (oproep) contract is still possible, but only in your first 52 weeks worked.

What does this mean for you? If you stay in the Netherlands for a longer time and work for the same agency, you can reach a more stable situation sooner. You have to worry for a shorter time about having no work from one week to the next.

What does not change?

It is important to know that these rules do not solve everything automatically.

• Housing is a separate matter. In many cases your housing is still tied to your job. By the rules, the rental contract cannot be part of the employment contract; you must get a separate, written rental contract.
• You have to read your contract too. The rules only protect you if you know what you are owed and dare to ask.
• Your own situation may be different. Not every agency falls under the same CAO, and the details depend on your contract.

How to check your own situation

A few simple steps anyone can take:

1. Ask which CAO applies to you. ABU or NBBU? You should also find this in your contract.
2. Compare your loonstrook (payslip) with the agreed hourly wage, allowances and overtime.
3. Ask about the Wtta licence, especially from 2027.
4. Ask when you will get a more stable contract, and which phase you are in now.
5. If you have doubts, get help. The Juridisch Loket gives free legal information, and the trade unions (FNV, CNV) help their members.

If you are looking for a new job, on Eyesonworks.eu you can filter by net weekly pay, housing and trade, and you always reach the agency's original job ad, where you can check the conditions in detail.

What to expect in the coming years

The direction is clear: agency work will be more regulated, and agency workers' rights will come closer to those of permanent employees. For honest agencies this is no problem; in fact, it makes it easier for them to stand out from those who have lived off the loopholes until now.

Your job is to know your rights, ask questions, and get everything in writing. If you do not understand something in your contract, do not sign it until it has been explained to you.

In short

• Under the ABU and NBBU CAO, from 2026 you must get conditions equivalent to those of the company's own employees, and the company and the agency are jointly responsible for the pay.
• From 1 January 2027 only agencies with a Wtta licence may supply workers.
• The Wet meer zekerheid flexwerkers, mostly from 2028, brings a faster permanent contract and a shorter uncertain phase.
• You must get your rental contract in writing, separate from the employment contract.
• With personal questions, turn to the agency, the Juridisch Loket, or FNV or CNV.