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The New CLA for Temporary Workers (2026–2028)
What the Upcoming Changes Mean for Employers and How Undutchables Supports a Smooth Transition
Effective January 1st, 2026, a new Collective Labor Agreement (CLA) for temporary agency workers applies. This agreement introduces significant changes in how temporary workers must be rewarded, how pensions are handled, and which employment-condition details clients must provide. The purpose of the new CLA is to create a fairer, more transparent and future-proof labor market.
Below you will find an overview of the key changes and what they mean for you as an employer.
The Key Changes You Need to Know
1. Equivalent Remuneration: The Most Important Change
From January 1st, 2026, temporary workers must receive an employment package equivalent in value to the package of comparable employees at your organization. This includes:
- Salary
- Holiday allowance & holiday entitlement
- Sick-pay arrangements
- Allowances (travel, shift, home-working, mobility, overtime)
- Sustainable employability & vitality benefits
- Pension value
The conditions do not need to be identical, as long as the overall value of the package matches. Equivalent remuneration represents a fundamental shift, as all elements of the employment package will carry weight in the comparison.
2. The End of BRI / Inlenersbeloning
The current BRI system (Inlenersbeloning) will be discontinued. Equivalent remuneration replaces it entirely and becomes the new foundation for determining pay. This is a structural change that requires a new approach to mapping and valuing employment conditions.
3. New StiPP Pension Rules
Starting January 1st, 2026, pension becomes a formal part of the equivalence calculation and a new StiPP pension arrangement will apply.
Key points:
- If your organization’s pension is more favorable than StiPP, that value must be included.
- If your pension is less favorable, temporary workers must be compensated.
To support consistent comparisons, the CLA applies a standardized benchmark. A gross pension premium of 23.4 percent is used unless your employer contribution is higher.
4. Adjustments to the ABU Phase System
In anticipation of the upcoming “Wet Meer Zekerheid Flexwerkers”, the CLA outlines the following updates:
- Phase B shortening from 3 years to 2 years
- The interruption period extending from 6 months to 60 months
These changes take effect once the new law is formally introduced.
Important: the introduction of equivalent remuneration is not dependent on the new law. It applies from January 1st, 2026.
5. Transition Measures to Protect Workers
To prevent disadvantages during the transition to the new system, the CLA introduces temporary protections for:
- Holiday days
- Holiday pay
- Certain sickness-related entitlements
The CLA also includes monitoring and a work agenda to oversee implementation and make adjustments where needed. These measures help ensure that no worker is disadvantaged as the new structure is introduced.
6. Migrant Worker Rules Continue (PKS)
Existing protections for migrant workers remain in place. Beginning January 1st, 2026, the PKS point-price will be indexed in line with minimum wage increases so that the system stays aligned with broader wage developments.
What This Means for Employers
To apply the new CLA correctly, employers must provide a complete and accurate overview of the employment conditions that apply to comparable roles within their organization. This information is essential for determining equivalent remuneration.
Employers will need to share details on:
- Salary structures and bands
- Holiday rules and entitlement
- Sick-pay arrangements
- Bonuses and allowances
- Mobility and home-working arrangements
- Sustainable employability or vitality schemes
- Pension plan design, pensionable salary basis and employer contribution
This requirement is part of Article 12a Waadi. Missing or incomplete information may lead to incorrect remuneration and may create operational, legal or reputational risk for both the client and the agency.
Your Administrative Responsibilities as an Employer
Implementing equivalent remuneration requires a more detailed and data-driven process than the current BRI system. Employers should expect:
- A full inventory of employment conditions
- Completion of the MIEP (Model Inquiry Equitable Pay)
- Updates to contracts and payroll processes
- Continuous communication about any future changes to employment conditions
- Clear ownership within HR, Compensation & Benefits and payroll teams
This is a substantial administrative process, and early preparation will support a smooth transition.
Pension Implications
Pension is a formal component of the total employment package under the new CLA.
- If your pension scheme is more favorable than StiPP, that advantage must be included in the equivalence calculation.
- If it is less favorable, the agency must compensate the temporary worker to achieve equivalence.
To complete this comparison, employers must provide full pension details, including employer contribution and the pensionable salary basis.
Commercial Impact: Will Costs Change?
Switching to equivalent remuneration may affect the overall cost structure for temporary workers.
The impact depends on:
- How your employment conditions compare to the StiPP pension
- The removal of BRI
- Differences in allowances, sick-pay rules or other benefits
- Your internal salary structures
Checklist: What Employers Need to Prepare
To ensure readiness and compliance, employers should:
- Assign a single point of contact for CLA coordination
- Inventory all employment conditions for temporary worker roles
- Prepare to complete the MIEP
- Gather pension documentation including employer contribution and pensionable salary basis
- Communicate any changes to employment conditions to Undutchables immediately
- Review HR and payroll system readiness for equivalence-based remuneration
How Undutchables Supports You
Undutchables provides comprehensive support to ensure correct implementation of the new CLA requirements.
We will:
- Request and guide you through the employment-condition data needed for equivalence
- Translate your conditions into an equivalent remuneration package
- Explain the outcome and explore practical solutions when differences arise
- Keep you informed about operational updates, timelines and best practices
These actions help ensure your organization remains fully compliant with the CLA.
Why this CLA benefits employers
The CLA contributes to:
- A fairer and more transparent labor market
- Stronger employer credibility
- Reduced legal and reputational risk
- More predictable and compliant employment conditions
- Better alignment between internal employees and temporary workers
With accurate information and timely preparation, the transition can be smooth and beneficial for both hirers and workers.
Next Steps for Employers
To remain compliant and ensure a smooth transition, employers are encouraged to:
- Appoint an internal CLA lead
- Prepare a complete employment-conditions inventory
- Allocate time for completing the MIEP
- Organize all pension documentation
- Review HR and payroll readiness
- Stay informed through Undutchables updates regarding pricing and operational guidance
Need Guidance? Let’s get ready for 2026 — together.
Frequently Asked Questions
Does the new CLA apply if our pension is more favorable than StiPP?
Yes, a more favorable pension must be recognized in the equivalence calculation. Your employer contribution and pension design are included when determining the total package for temporary workers.
What if we do not complete the MIEP questionnaire?
Not completing the MIEP questionnaire prevents correct application of the CLA and may result in legal, operational or financial risks. Providing accurate employment-condition information is a legal requirement under Article 12a Waadi.
Will temporary staffing become more expensive?
Temporary staffing may become more expensive depending on how your employment conditions compare to the new CLA requirements. Factors include the removal of the BRI system, the inclusion of pension value and differences between your conditions and the StiPP benchmark. Updated pricing is provided once your equivalence calculation is completed.
