New Labor Law Coming in 2027: What employers need to know about the Wtta

Changes are coming to the Dutch labor market, and if your organization works with temporary staffing, secondment, or payrolling agencies, there are a few important developments to keep on your radar. With the introduction of the Wet toelating terbeschikkingstelling van arbeidskrachten (Wtta) – the Provision of Personnel Accreditation Act in English  –  and new rules surrounding equivalent employment conditions, the Netherlands is taking further steps toward a fairer, more transparent, and better-regulated labor market.

But what exactly is changing, and what does this mean for employers working with external staffing partners?

A more transparent and reliable staffing market

The Wtta introduces a mandatory authorization system for organizations that supply workers, including temporary staffing and secondment agencies like Undutchables. The new legislation’s purpose is to better protect employees, prevent unfair practices, and create a level playing field for staffing providers.

The legislation enters into force on January 1st, 2027, with time throughout the year for organizations to get everything in order and official enforcement of the mandatory authorization requirement beginning on January 1st, 2028.

Under the new system, staffing providers must meet specific requirements to be authorized as an agency that can supply workers. Importantly, responsibility does not lie only with the agencies themselves. Organizations hiring external employees will also need to verify that their staffing partners are legally permitted to supply workers.

For employers, this makes choosing reliable recruitment partners and reviewing existing staffing arrangements more important than ever.

Equivalent employment conditions: Looking beyond salary

Alongside the Wtta, changes to the employment conditions of temporary agency workers are also reshaping how employers and staffing agencies work together.

Under the new rules introduced through the collective labor agreement for temporary agency workers, the focus shifts toward equivalent employment conditions. This means that temporary agency workers should receive an overall employment conditions package equivalent to that of employees directly employed by the hiring organization in the same or a comparable role.

And that goes beyond salary. Benefits such as vacation entitlements, allowances, bonuses, and other employment conditions all contribute to the overall package.

To ensure these conditions are applied correctly, close collaboration between employers and staffing agencies is essential. Employers have the best insight into their internal employment conditions, while staffing partners are responsible for translating that information into appropriate arrangements for their temporary agency workers.

Preparing for the changes together

Although the new regulations introduce additional responsibilities, they also provide an opportunity to strengthen transparency and trust in recruitment partnerships.

For employers, preparation starts with reviewing existing staffing providers, understanding the new requirements, and ensuring that information about internal employment conditions is complete and up to date.

At Undutchables, we are actively preparing for these developments and incorporating the new requirements into our processes. Our focus is on ensuring that employees receive the conditions they are entitled to while helping our clients understand and navigate the changes and keeping the transition as straightforward as possible.

With these new regulations, the shared responsibility of compliance, reliable staffing, and being a good employer becomes even more clear. We look forward to partnering together to understand and apply the new rules correctly and reach the goal of a more fair and safe labor and recruitment market.