Upcoming changes to the ABU phase system

Changes to the ABU collective labor agreement and phase system will go into effect this upcoming January. Keep reading below for an overview of the adjustments so that you will be prepared to continue working with your temporary workers in 2022.

Please note: The old regulation is applicable for the temporary workers that were placed before 2022.

The most important upcoming changes:

1. Pension

As of January 1st, 2022 two improvements will be implemented in the StiPP pension scheme:

• The wait time of 26 worked weeks will be changed to 8 worked weeks. A temporary worker that accepts a placement starting on or after 1-1-2022 will participate in the basic scheme after 8 worked weeks.
• If a temporary worker has worked for less than 8 weeks for one temporary employment agency as of January 1st, 2022, then the weeks that he/she has worked are included in the assessment of whether work has been performed in 8 weeks as of January 1st, 2022.

2. Shortening of phase A

• The length of phase A will be limited to 52 weeks (previously 78 weeks). This new term of 52 worked weeks will apply automatically for temporary workers who start on or after January 3rd, 2022.
• As of January 2nd, 2023 this period of 52 weeks will apply to all temporary workers. Temporary workers who have already worked 52 weeks in phase A on January 2nd, 2023, will then move on to phase B. Temporary employment contracts that continue after January 3rd, 2023 will be regarded as the first contract in phase B.

3. Shortening of phase B

• The length of phase B will be limited to 3 years (previously 4 years), with 6 contracts allowed within that time. This new term of 3 years will apply automatically for temporary workers who start in phase B on or after January 3rd, 2022.

• As of January 2nd, 2023 this period of 3 years will apply to all temporary workers.
• Temporary workers who have already worked 3 years in phase B on January 2nd, 2023, will then move on to phase C (indefinite).

4. Hirer’s remuneration

• The hirer’s remuneration will be expanded with two elements as of January 3rd, 2022: One time benefits (such as the care bonus (zorgbonus)) and home work allowances.

• Wage increases with retroactive effect fall under the hirer’s remuneration.

5. Rehiring/returning employees

• The classification based on previous work experience is maintained for temporary workers who return within 12 months to the same hirer, or a hirer to whom the same collective labor agreement applies.

6. Migrant workers

• The migrant worker who comes to the Netherlands for the first time (and has been recruited outside the Netherlands by the temporary employment agency) is entitled to an amount at least equal to the full-time minimum (youth) wage for the first 2 months, regardless of the contract duration and the number of hours worked.