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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.
As a member of the ABU (Federation of Temporary Employment Agencies), we observe the rules of the Collective Labour Agreement (CAO) for Temporary Workers 2026-2028 , effective as of January 1st, 2026. This CAO introduces important changes, including equivalent remuneration and employment conditions for temporary agency workers, changes to the accrual and payment of holiday-related entitlements, and updated pension arrangements. You can download the CAO in English here or use the CAO Uitzendkrachten app (on Google -play and App store).
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 52 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 26 weeks). After 26 weeks the company has to give 10 (calendar days) notice. Please note that phase A will restart should you stop working for more than 26 weeks. The contracts in Phase A with and without Agency Clause both classify as an ‘On Call contract’ in the WAB regulations (2020). This means that after having worked more than 12 months a fixed amount of hours has to be offered to be able to continue working for us. Undutchables will deliberate this with the client.
Phase B: Phase B follows Phase A and covers a period of three years. During this time, you are entitled to a maximum of six contracts for a fixed period. Please note that phase B will resume should you stop working for up to six months. If you stop working for more than six months phase A will restart.
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 and public holidays. The agency is obliged to pay the remaining allowances at the end of the contract.
As a temporary employee, you will also build up a holiday entitlement equal to a minimum of 8 percent of your basic annual salary. This allowance will only be paid on request when the condition is met that the holiday consists of at least 7 consecutive calendar 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).
Illness
In the event of incapacity for work, the temporary worker with an agency work employment contract (with and without agency clause) will, for the remainder of the term of the agency work employment contract, be entitled to the same height of sick pay as any employee working directly at the user company,
Please note: If your contract with Undutchables ends while you are sick then you will have a right to 90% sickness benefit (70% regular sickness benefit and an additional 20% covered by Undutchables (Incomfort)) in the first 52 weeks, or until you are recovered.
For the period from the 53rd week on, you will receive 80% sickness benefit (70% regular sickness benefit and an additional 10% covered by Undutchables (Incomfort)) until you are recovered, or the 104th week is reached.
Pension
All temporary employees aged 18 and older are entitled to participation in the Plus pension scheme (STiPP). If the user companies pension scheme is better, the difference will be compensated in an hourly surcharge.
Equal Pay
All remuneration will be paid in accordance with the conditions of the company’s remuneration policy.