As of January 1, 2026, the renewed CLA for Temporary Workers goes into effect, with a term of three years. The core: equal pay, an adjusted pension plan and adjustments in legal position and flexibility. These changes affect not only temporary employment agencies and temporary workers, but also you as a client.
Equal pay: from hirer compensation to total value
The hirer's remuneration is disappearing. From now on, the total package of employment conditions for the temporary worker must be at least equivalent to that of your own employees in an equal or comparable position. Not everything has to be the same one-to-one; the scales have to be balanced. The distinction between essential and non-essential conditions is leading (pension is now the only non-essential condition). If your pension plan is better than StiPP, then that must be compensated within the essential conditions (e.g. via pay). Correcting the opposite is not allowed.
Pension: one plan, right from day one
From January 1, 2026, a single new StiPP scheme will apply to everyone aged 18+. The total premium is 23.4% (15.9% employer, 7.5% employee). Pension counts in equal pay through the employer's premium: if it is higher for you than StiPP, compensation follows within the essential terms. The old basic and plus schemes disappear.
Legal status & flexibility: what's next once the law takes effect
Upon entry into force of More Certainty for Flex Workers (targeted 2027): phase B will be 2 years (still max. 6 contracts) and the 6-month interruption period will give way to a 60-month expiration period. In phase A, agency remains distinctive: multiple temporary contracts, agency clause and (in A) exclusion of continued wage payment remain possible. Transitional law prevents fracture lines in ongoing files.
Migrant workers: PKS Indexation
The Price Quality System (PKS) for housing will remain, but the €0.90 per additional quality point will be indexed to the legal minimum wage from January 1, 2026. Other provisions remain the same.
Transitional pay: soft landing
If the total remuneration package (excluding pension) is lower than before due to the new system, the temporary worker retains a minimum of 25 annual vacation days for 6 months and 8.33% vacation allowance.
Your action items:
Make an inventory of all conditions at the job level, fill out the Standard Questionnaire completely, report changes immediately, and involve HR/Payroll/Legal in a timely manner. This way you reduce risks (claims/non-payments) and increase transparency, satisfaction and image.
Want to know everything about working as a temp in the Netherlands? Click here
