In September, the Dutch government and the sector gave clear signals. Rules for housing, licensing and equal pay are coming. Inspectors are getting more complaints. Courts look closely at contracts. Agencies and recruiters need to prepare now.
Here are the 10 updates that matter most for blue-collar recruitment. Each one has a short note for staffing agencies and for recruiters.
1. Housing Costs can no Longer be Deducted from Minimum Wage from 2028
From 1 July 2028, Dutch employers won’t be able to deduct housing costs from the minimum wage of migrant workers. Today, employers can deduct up to 25% of the gross minimum wage for housing. The government wants to stop workers from depending on their employer for housing.
The NBBU supports separating housing costs from wages. But it is critical about the plan, as it may cause more additional problems for employees and employers.The ABU isn’t supportive about the plan and is actively looking for ways to make workers find accommodation easier.
What does it mean for staffing agencies? Start to look at your housing model now. Check how you charge for housing today. Make the costs clear and separate from the wage.
What does it mean for recruiters? Tell candidates clearly what housing costs and what is included. Candidates trust you more when the numbers are clear from the start.
Sources: Flexnieuws – Employers can no longer deduct rent from the minimum wage · NBBU – Housing cost policy for migrant workers · ABU – Housing for international workers
2. Wtta: The New Licence System is Coming
The Wtta is the new law for staffing agencies. The law will be effective on 1 January 2027, and the Labour Inspectors will start enforcing it on 1 January 2028. After that, companies may only use workers from agencies that have the right licence.
Existing agencies can use a transition scheme. Agencies need an eHerkenning account at level 3 and a Berichtenbox for Businesses to do this. The registration for the transition scheme runs from 1 November to 31 December 2026. Agencies with an SNA quality mark have an easier job.
The new rules also state that a complete personnel file will not be enough anymore. In a Wtta check, you must also show how a contract was created, identified, signed and issued.
What does it mean for staffing agencies? Arrange eHerkenning and the Berichtenbox now. Check your SNA certification. Write down how your contract process works, step by step.
What does it mean for recruiters? Ask your agency and your partners about their Wtta plan. Do this before you pitch to a new client. Clients will only be able to work with agencies that are licensed.
Sources: Flexnieuws – Prepare for the Wtta transition scheme · Flexnieuws – Can you show how a contract was made in a Wtta check? · Flexnieuws – Wtta quickscan · Rijksoverheid – Wtta timeline
3. ABU and NBBU are Against the Agency Ban in the Meat Sector
Problems in the meat sector have been reported since 2011. The Labour Inspectorate found that migrant workers were underpaid, employed illegally, threatened, or dismissed immediately, including when they were sick.
Housing is often linked to the job. Some workers lost their home when they lost their job, and some had to go to a shelter. Violations also happen twice as often with agency workers.
The minister gave the sector until 15 June 2026 to improve. The government decided the progress was too small. On 3 July 2026, it announced a ban on agency work in meat processing, starting on 1 March 2028. After that date, only the meat company is responsible for safe and fair working conditions.
The ABU and NBBU do not agree with the ban. They say it will not stop the problems, but only move them somewhere else. The company that uses the workers is already responsible for them.
What does it mean for staffing agencies? If you work in meat processing, plan for the change now. Talk to your clients about direct hiring and about contracts after 2028.
What does it mean for recruiters? Ask your agency what the plan is for meat sector vacancies. Tell candidates early if a vacancy may change.
Sources: Flexnieuws – ABU and NBBU: the agency ban is the wrong tool · ABU – Choose targeted enforcement, not a ban · Flexnieuws – Prinsjesdag 2026: key measures for the flex sector
4. Complaints About Agencies Rose by Nearly 40%
Complaints about staffing agencies rose by almost 40% between 2023 and 2025. Many complaints are about workplace safety. Also, by 2025, the responsibility for these violations moved from the companies that hire workers to the agencies themselves.At the same time, the Labour Inspectorate has not increased its checks at the same speed. This means many complaints get no follow-up yet.
What does it mean for staffing agencies? Do not wait for an inspection. Check your pay, your safety instructions and your records. Good records protect you if a complaint comes in.
What does it mean for recruiters? Explain the pay and safety rules to candidates before they start. Check that the client gives safety instructions on the first day.
Source: Flexnieuws – Complaints about agencies rise, follow-up by the Labour Inspectorate lags behind
5. Strikes: Agencies May Not Supply Workers
In September, there were several strikes. And experts from the ABU remind agencies: under article 10 of the Waadi, agencies may not supply workers to take over the work of striking employees. This applied to the 24-hour public transport strike and to the textile care strike early September, after talks on a new CAO failed.
What does it mean for staffing agencies? Check your clients for announced strikes before you send workers. Ask your clients to tell you early about any labour dispute.
What does it mean for recruiters? Do not propose candidates for work that strikers normally do. If you are not sure, ask your agency first.
Sources: ABU – Strikes in all public transport on 9 September · ABU – Textile strike from 7 September · FNV – Thousands join the national relay strike in metal and construction
6. Judge: The Employment Contract Counts, not The Recruitment Email
A Polish worker received a recruitment email that promised six months of work. His employment ended earlier. He asked for damages. The judge said the employment contract is the binding document. That contract allowed monthly renewals.
This case shows that a promise in an email does not replace the contract. But it also shows how easy it is to create wrong expectations.
What does it mean for staffing agencies? Make sure your recruitment messages and your contracts say the same thing. Check this in your templates.
What does it mean for recruiters? Never promise a duration or hours that the contract does not include. Explain the contract terms clearly, including renewals. This protects the candidate and you.
Source: Flexnieuws – Judge: the employment agreement decides, not the recruitment email
7. International Workers Often Need a Certificate Before They can Start
Many international workers need a certificate before they can start a job. This can take a long time, for three reasons:
- The course is not offered in their language.
- The course is far from where they live or work.
- There is no place in a course soon.
When it is easy to find a course in the right language, close by and with a free place, workers can start sooner.
What does it mean for staffing agencies? Ask your clients which certificates they need before the start date. Plan the courses early, in a language that workers understand.
What does it mean for recruiters? Ask candidates at the start which certificates they have. Tell them what they still need and how long it takes. This avoids start delays.
Source: Flexnieuws – Labour migrant: one certificate away from the work floor
8. Self-Employed Act: clearer rules for freelancers are coming
The government is working on a new Self-Employed Act (Zelfstandigenwet). It explains when someone can work as an independent contractor. The law should give clarity to companies, agencies and freelancers. It will include tests to check if a work relationship fits independent work.
The government planned to present a draft by the end of September. An online consultation follows, and the debates in parliament are planned for 2027. The law is expected to start on 1 January 2028.
What does it mean for staffing agencies? Check how you use freelancers today. Ask your legal team if the contract you are currently having won’t cause any problems if the laws change.
What does it mean for recruiters? If you work as a freelancer, follow the draft law and the consultation. The tests will show how independent your work must be.
Sources: Flexnieuws – More clarity on the Self-Employed Act at the end of September · NBBU – Developments in the Self-Employed Act
9. Market Numbers: More Revenue, Fewer Hours
The numbers for the flex sector are mixed. CBS reports the strongest revenue growth in three years for Q2. Business services grew by 5.4%. The flex sector grew by 5.8%.
The ABU Market Monitor shows that hours fell by 4% in period 8. Revenue grew by 5%. In the industrial sector, hours fell by 2% and revenue grew by 7%. In the technical sector, hours fell by 4% and revenue grew by 1%. CBS also corrected its Q2 data. The fall in flex hours is now 2.4%, not 6.7%.
What does it mean for staffing agencies? Fewer hours do not always mean less revenue. Look at margins by sector, not only at hours. Check if your rates still cover your costs.
What does it mean for recruiters? Industrial roles show the best results in this data. Focus on skilled workers where clients pay more.
Sources: Flexnieuws – Q2 analysis: strongest revenue growth in three years · Flexnieuws – ABU Market Monitor · Flexnieuws – CBS corrects the Q2 numbers
10. Wage Transparency Law: More Pay Reporting From 2027
The Wage Transparency Law is expected to start on 1 January 2027. It requires equal pay for equal work. Employers must report on pay equity and show clear pay scales. This means more administration for staffing agencies, because they manage pay for many workers at many clients.
What does it mean for staffing agencies? Check how you record and explain pay today. Prepare your systems for pay reporting before the law starts.
What does it mean for recruiters? Explain the pay scale clearly to candidates. When pay is clear and fair, candidates trust you more.
Source: Flexnieuws – Wage Transparency Law brings more paperwork for the flex industry
Looking Ahead
The rules are getting stricter, and the dates are close. Agencies should do four things now:
- Prepare for the Wtta transition scheme.
- Check your contracts, job descriptions and recruitment messages.
- Review your housing model and your 2027 rates.
- Keep your records complete.
At Hire Abroad, we keep candidate documents in one place on the platform. Our planners help with communication between employers and recruiters. This means staffing agencies spend less time on administration.
Want to know more? Contact us.