What does it mean for temporary workers and employers?

From 1 January 2026, the new labor agreement for temporary agency workers (the “new CLA 2026”) brings a substantial shift in how temporary workers (“uitzendkrachten”) are treated in the Netherlands.

Here’s a clear breakdown of the changes — what you need to know, what to prepare, and how this impacts your cost, contracts, and flexibility.

> What are the core changes under the new CLA 2026?

Equal total employment conditions for temps

• Temporary workers will now have a right to a full employment package with a total value at least equivalent to permanent employees at the client (in a comparable function). This is more than just hourly wage: it includes bonuses, allowances, leave, benefits, training budgets, even pension — everything that has financial value.
• In practice, this means the old “inlenersbeloning” (hirer’s wage scheme) is effectively replaced by a “total remuneration-equivalence” requirement.

New pension arrangements

• The pension scheme for temps is overhauled: from 1 Jan 2026, temporary workers accrue pension rights from day one (no 26-week waiting period anymore).
• The pension fund is through StiPP, replacing previous “StiPP Basis” and “StiPP Plus” regimes.
• The contribution rate rises to 23.4% of the pension base (after deduction of the franchise).
• This will increase the cost price of temporary labor by roughly 3-4%, according to initial estimates.

Broader scope of counted employment conditions

• The “employment conditions” to be compared are not limited to wage and allowances, but cover a wide set of items: working hours, overtime, night shifts, breaks, holiday & leave arrangements, training budgets, mobility or sustainability benefits, special bonuses (profit sharing), other cash or in-kind benefits, etc.
• The new CLA draws a distinction between “essential” conditions (salary, working hours, overtime, leave, allowances) and “non-essential” ones — but the key is that the total value of both must at least match that of the comparable permanent employee.

Transitional provisions

• For a small number of temporary workers who — under the new system (excluding pension) — would receive worse overall employment value than before, a transitional arrangement applies: they may keep certain prior benefits (e.g. fixed holiday allowance and days) for up to 6 months.
• For those on sick leave or unable to work, previously agreed arrangements (e.g. pay during illness) remain unchanged under the transition, including holiday allowance accrual.

Actions to prepare now

To get ahead of the 2026 changes and avoid surprises:

• Audit your current compensation packages: compile a full list of all benefits, allowances, extras and perks your permanent staff receive.
• Share this “employment-conditions file” with your staffing agency now, so they can assess how to match total value for temps.
• Re-evaluate your project budgets and rate cards — factor in the expected 5-10% increase in cost per hour for temps (or more, depending on benefits).
• Review internal HR/policy documents (staff handbooks, pension plans, bonus schemes, benefits) to check what applies and what needs to be passed on.
• Communicate early with your staffing partner — this is a good moment to show the real value of staffing, but also to agree on new pricing, transparency, and long-term cooperation.

What does this mean for a staffing agency like Wanted and for our clients?

The new CLA is both a challenge and an opportunity:

• It raises the bar for compliance, transparency, and administration — especially for properly documenting and transferring all relevant employment conditions.
• It makes staffing more expensive, but potentially — with the right approach — more attractive: companies who value fairness, transparency and long-term cooperation might see staffing not just as a cost-efficient tool, but as a strategic lever.
• It reinforces the importance of partnering with a competent agency that understands the new regulations, and helps translate them into a compliant, competitive staffing solution.

Want to know more — and get ready?

We’re available to take you through the changes in more detail, how it will impact your business and which steps you should take from now to be prepared.

Contact us.