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Big Changes Ahead: New ABU CLA as of January 1st, 2026
Curious what this means for you? Find out more about the changes and how you can prepare in this article and white paper.
There are some big changes coming up within the Collective Labour Agreement for Temporary Agency Workers (ABU CLA) and Dutch labour laws as of January 1st, 2026. These updates will bring more security and fairness for agency workers, along with some important adjustments for you as a client.
With this update of the ABU CLA there are quite a few significant adjustments to keep track of, so we are here to help you navigate the upcoming changes smoothly. Our team can help you know what to expect and prepare properly ahead of time for any changes that will need to be implemented with the temporary workers your company works with now and in the future.
What is changing?
- Equivalent remuneration: Currently, equivalent remuneration is determined by the 10 points on the BRI, but as of 2026 agency workers will be entitled to an employment package completely equal in value to employees in similar roles at your company. This means that you will need to share the full list of employment conditions you offer with the temporary agencies you work with. We recommend starting to inventory this now and preparing the information in a clear, shareable format to make the process easier.
- New pension scheme: From the very first working day, all agency workers aged 18+ will start building a pension under the updated scheme.
- Contracts & flexibility: When the Wet Meer zekerheid flexwerkers goes into effect (expected beginning of 2027) The phase system will be adjusted with Phase B being shortened to two years instead of three, and the six-month interruption period rule for breaks between contracts being replaced by a longer 60-month limitation period.
- Housing rules for migrant workers: The accommodation fee system will also be updated and indexed.
While the final version of the CLA for 2026 has not yet been published, the ABU has released a white paper to further define the upcoming changes and what you need to arrange to be ready in 2026.
Why this matters
These changes are intended to bring more clarity and fairness to the labour market. While one of the large goals is to help job seekers and employees obtain (and retain) more security in their careers, there are also many benefits for the companies that hire them. Some of the plus points for clients include increased satisfaction among temporary staff, reduced legal risks, and improved employer brand and status as an attractive and fair employer. While making these adjustments will take some effort, we can work together to ensure a smooth transition and build the future of the workforce in the Netherlands in a way that is beneficial to all involved.
Taking the next step in 2026 requires preparation, so now is the time to start. Have questions or want to be sure your company is ready? Get in touch with our team, we are here to guide you every step of the way!
Plus, read the full ABU white paper here for more details (Dutch version available here).
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