The temporary employment sector is on the verge of a major change. Starting January 1, 2027, employment agencies may only provide workers if they have been admitted through a new admission system. In this blog, we explain what this system entails, why it is being introduced, and what it means for both employment agencies and clients.

Why is an admission system being introduced?

In recent years, there has been a lot of attention on abuses in the temporary employment sector — such as underpayment, poor housing, or non-compliance with regulations. To improve the quality and reliability of employment agencies, the government is introducing a mandatory admission system.

The goal: a fair labor market where temporary workers are treated well and clients can be certain they are working with a reliable partner.

What does the admission system entail?

The system means that from 2027 onward, employment agencies may only provide workers if they hold a government-issued admission. This will be granted by a new organization: the “Toelatingsorganisatie Arbeidsmarktintermediairs.”

To be admitted, an employment agency must:

• Comply with all labor laws (e.g., proper application of collective agreements and minimum wage)
• Be financially healthy (e.g., provide a deposit and maintain clean accounting)
• Offer good housing and clear information to labor migrants
• Be periodically audited by independent inspectors

Without admission, an agency may no longer operate — and both the employment agency and the client risk fines.

What does this mean for employment agencies?

Agencies must demonstrate in time that they meet all requirements. Many of these align with existing standards (such as NEN 4400-1 certification), but new criteria will also be introduced — particularly concerning compliance, transparency, and integrity.

It is advisable for agencies to prepare early, as the admission procedure is expected to begin in 2026.

What does this mean for clients (hirers)?

Clients also bear responsibility. From 2027 onward, they may only work with agencies that are officially admitted. This requires extra diligence when selecting an intermediary. Working with a non-admitted agency may result in shared liability and fines.

In other words: make sure you only work with a recognized and admitted employment agency.

What are we doing as an employment agency?

We are actively preparing for the admission system. This includes:

• Strengthening internal processes and compliance
• Clear communication with clients and temporary workers
• Full compliance with laws and regulations
• Maintaining or obtaining relevant certifications

This ensures that we will meet all admission requirements on time — and continue to support our clients with confidence.

Conclusion

The admission system is a major step towards a healthier temporary employment sector. For agencies, it means stricter requirements, but also greater recognition for quality and reliability. For clients, it provides extra assurance. Together, we ensure a fair, safe, and transparent labor market.

Sustainable Employability of Temporary Workers

In a rapidly changing labor market, the importance of sustainable employability is greater than ever. This applies not only to permanent staff but also to temporary workers. More and more organizations recognize that investing in education, training, and career development for flexible workers benefits both the employee and the company. In this blog, we explain why sustainable employability is crucial for temporary workers, the role that employment agencies can play, and the advantages for employers.

Why sustainable employability also matters for temporary workers

Flexible workers are often employed to quickly respond to market changes or production peaks. However, they are just as vulnerable to outdated skills or knowledge as permanent employees. Investing in development:

• Ensures temporary workers remain employable, even as tasks or technologies evolve
• Increases motivation and loyalty, as they feel valued and taken seriously
• Reduces the risk of long-term unemployment by making transitions to new jobs easier
• Improves employment conditions and the reputation of the agency

The role of the employment agency

Employment agencies can play an important role in promoting sustainable employability by:

• Offering targeted education and training tailored to the sector and labor market demands
• Providing proactive career advice to help temporary workers understand their talents and opportunities
• Collaborating with training institutions and employers to develop customized programs
• Utilizing subsidy schemes and funds, such as the STAP-budget, to make training affordable
• Raising awareness among clients about the importance of investing in flexible personnel

Benefits for employers

Investing in the sustainable employability of temporary workers offers several advantages for employers:

• Higher productivity through better-trained and more motivated staff
• Reduced absenteeism and turnover, as workers feel healthier and more engaged
• Greater flexibility and agility, as temps adapt more easily to new tasks
• A positive employer brand that helps attract talent in a tight labor market
• Compliance with laws and collective labor agreements, including ABU-cao provisions on training

Practical tips to promote sustainable employability

• Start with a conversation: identify what skills and training are needed
• Encourage short, practical training courses with direct application
• Include training in onboarding and annual evaluations
• Provide access to online learning platforms or blended learning
• Communicate clearly about training opportunities and available budgets

Conclusion

Sustainable employability of temporary workers is not a cost but an investment with real returns. By taking training and development seriously, you create a flexible and future-proof organization where both permanent and temporary staff can continue to grow. As an employment agency, we

As of July 1, 2025, the statutory gross minimum hourly wage for employees aged 21 and older is set at €14.40. This represents an increase of 2.42% compared to the current hourly wage of €14.06.