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Collective Labour Agreement (CAO)

As a member of the ABU (Federation of Temporary Employment Agencies), we observe the rules of the collective labour agreement (CAO) applicable to temporary workers. This CAO contains essential elements such as minimum salary, overtime pay, notice periods, holiday allowance, etc. Before your first assignment with Undutchables starts, you will receive a copy of this CAO. Below is a list of the most important topics. You can download the CAO in English here.

Rights and duties of the temporary employee:

  • The employee will receive all information on his or her position, salary and other remunerations before starting work.
  • The employee is obliged to provide his or her work history to the agency.
  • The employee must provide the following information: address, bank account, legitimate and original ID (which the agency will check and make a copy of).

Depending on your work history, you will be placed in phase A, B or C: 
Phase A: During the first 78 weeks of working for a temporary employment agency, you will have a temporary contract. The temporary employee can end this contract with only one day's notice; the company can end the contract with immediate effect (for contracts up to 12 weeks), five day's notice (12-26 weeks), ten day's notice (26-52 weeks) or 14 day's notice (52-78 weeks). Please note that phase A will resume should you stop working for more than 26 weeks. 
Phase B: Phase B follows Phase A and covers a period of two years. During this time, you are entitled to a maximum of eight contracts for a definite period. The contract will state whether a notice period is applicable. Please note that phase B will resume should you stop working for more than three months.
Phase C:  In Phase C, you will receive a contract for an indefinite period. 

Allowances (Reservations) 
The employee will build up allowances to cover the days the employee is absent from work due to holidays, public/bank holidays, short absences and the first two days of illness. The agency is obliged to pay these allowances in the last week of the year (week 52) or at the end of the contract, whichever comes first. 
As a temporary employee, you will also build up a holiday entitlement equal to eight percent of your basic annual salary. This allowance will only be paid on request and under the condition that the holiday consists of at least five consecutive working days. Any remaining holiday allowance will be paid when the temporary contract ends, and/or in week 26 (together with the allowances for bank holidays and short absences). 

All remuneration (that is, salary, overtime, holiday, expenses and pay rises) will be paid in accordance with the conditions of the CAO, unless the company formally requests that the agency pay according to the company’s remuneration policy. After having worked 26 weeks for the same company, you will automatically receive all remuneration based on this company’s remuneration policy instead of the CAO’s.  

Pension and educational budget 
After 26 weeks of working for the same recruitment company, the temporary employee is entitled to a pension (that is, if you are older than 21) and an education budget, which he or she can use in phase B, under certain conditions. 

After the first two sick leave days, the Dutch government covers 91% of the temporary employee’s salary during the rest of this employee’s sick leave. When the employee becomes ill for a period longer than two days, the contract automatically ends and will be renewed once the employee returns to work.

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