The new Collective Labor Agreement for Temporary Agency Workers will take effect on January 1, 2026. This will entail significant changes for both temporary employment agencies and hiring companies. As a hiring company, you will face new obligations regarding remuneration, contract types, administration, and collaboration. This article summarizes the most important points for you.
1. Equal pay becomes the norm
The new collective labor agreement requires that equal pay between temporary workers and regular employees. This includes all essential employment conditions, such as wages, vacation days, ADV (additional working hours allowance), allowances, and compensation. Only pensions are excluded from this definition.
➡️ Deviations are allowed, but only if the total package is demonstrably equivalent.
➡️ Compensation in cash is often necessary in the event of differences in pension or other arrangements.
2. New rules for contract types
The Flexible Workers Security Act (WMZF) will likely enter into force simultaneously. This law will revise flexible employment contracts:
- Zero-hour contracts are disappearing
- On-call contracts are being replaced by basic contracts
- Phase B is shortened from 3 to 2 years
- The interruption period goes from 6 months to 5 years
The duration and content of the different phases (A, B and C) are also laid down in law.
3. From reward to cost price: a new reality
The changes in wages and employment conditions lead to a fundamentally different view on cost price determination.
- Commercial cost price and salary basis become two different quantities
- Pension costs double due to rising StiPP premiums (employer's share from 8% to 15.9%)
- ORT and OV are based on a higher basic wage, which affects the total costs
It is crucial for you as a hirer to clear agreements to decide what is and is not included in the rate.
4. Duty of care and administration: more responsibility for hirers
With the arrival of the Act on the Admission of the Provision of Workers (WTTA) Borrowers may only cooperate with certified lenders.
In addition, you are responsible for:
- Providing complete employment conditions to lenders
- Timely and accurate information about remuneration and working hours
- Correct handling during checks or inspections
⚠️ Errors in this information may lead to additional assessments, claims, or reputational damage.
What can you do now?
✅ Collect your own employment conditions in good time and coordinate them with your temporary employment partners
✅ Consider compensation for deviating arrangements
✅ Check whether your processes and software are ready for the new requirements
✅ Make good agreements about rate structure and cost price
✅ Consider legal advice for changes to contracts and conditions
Need help?
Mondial Uitzend is happy to support you in preparing for the new collective labor agreement.
📞 0224-591569
📧 [email protected]
