Employment Lawyer Tugba Karabulut: Mandatory Licensing System for Employment Agencies Starting in 2027 — “Are you prepared for the Wtta?”
Thursday 2 January 2025
Employment Lawyer Tugba Karabulut spoke about this topic during our seminar.
This new system introduces requirements that may pose challenges for employment agencies, but also offer opportunities for further professionalization. The implementation of the SNA quality mark in connection with the Wet toelatingsstelsel terbeschikkingstelling van arbeidskrachten (Wtta) is just one of the many elements that will transform the labor landscape.
The Admission Act for the Provision of Labor
The Wet toelating terbeschikkingstelling van arbeidskrachten (Wtta) will enter into force on 1 January 2026, with enforcement beginning in 2027. This requires employment agencies to submit a Certificate of Good Conduct (VOG) and provide a security deposit of €100,000. These measures aim to ensure the legitimacy of employment agencies and safeguard fair working practices.
Hiring companies may only work with agencies that have been officially approved by the government. Regular inspections by the Labor Inspectorate will ensure compliance. The introduction of the system has been postponed to allow for proper implementation, with the final enforcement date to be announced in January 2025.
Mandatory Admission Requirement
From 1 January 2026 onwards, the Wtta introduces a compulsory admission requirement for employment agencies. Agencies must obtain approval from the Minister of Social Affairs and Employment before they are allowed to supply workers. This not only safeguards the quality of employment agencies but also enhances transparency within the sector.
Companies wishing to hire temporary workers are required to collaborate exclusively with approved agencies. This requirement encourages organizations to choose compliant partners, promoting a legitimate labor market. Uitzendbureau Flexibel closely follows these regulations, reducing the risk of unregulated practices and ensuring fair pay and fair working conditions.
Allocation of Labor Act
How do we determine how many people in the Netherlands are employed and whether they earn a sufficient wage?
These insights are gathered through various laws, such as the Minimum Wage Act, which ensures that everyone receives at least the legally required hourly wage. New legislative proposals, such as the Wet allocatie arbeidskrachten, also influence how companies recruit workers.
To assess whether these laws function effectively, several statistics are monitored:
– How many people are employed?
– How many households exist in the Netherlands?
– How many workers earn below the minimum wage?
Authorities also track companies that violate these rules and may issue warnings if necessary.
The Ministry of Justice and Security, together with Werk aan Uitvoering, monitors whether workers are paid fairly and keeps track of claims submitted by individuals who believe they are underpaid.
SNA Quality Mark
Obtaining the SNA quality mark encourages employment agencies to prepare for the upcoming Wtta, which becomes mandatory from 2027. Although failing to meet SNA requirements does not immediately affect operational continuity, it does push companies toward process improvements—supporting a healthier and more transparent staffing sector. It also helps agencies move toward fair and sustainable employment practices.
Preparation
Organizations that hire temporary workers must prepare thoroughly for the Wtta. With implementation postponed to 1 January 2027, companies have additional time to meet the new requirements. Essential preparation is crucial, as agencies must obtain a VOG and deposit €100,000.
Companies can consider the following steps:
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Apply for the VOG: Ensure the required documentation is in order.
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Financial planning: Allocate the €100,000 security deposit.
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Compliance check: Set up internal processes to ensure ongoing Wtta compliance.
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Seek legal advice: Consult an employment lawyer to navigate potential legal implications.
By acting proactively, companies can transition smoothly and strengthen their role in a rapidly evolving labor market.
Important Timeline
The mandatory Wtta admission system will take effect on 1 January 2026. The goal is to secure a fair and regulated labor market. Employment agencies must prepare early in order to meet the new conditions.
Key dates:
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1 July 2025: Deadline for submitting admission applications to the Ministry of Social Affairs and Employment.
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1 January 2026: Official start of the new Wtta admission system.
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1 January 2027: Start of enforcement.
Strategic Considerations for Employment Agencies
The Wtta introduces significant changes for employment agencies. From 1 January 2026, all staffing companies must be approved by the Minister of Social Affairs and Employment. The Labor Inspectorate will enforce compliance through strict controls and sanctions, making timely preparation essential.
A Solid Plan
Are you prepared for the Wtta? Staffing agencies and other labor providers have until 1 July 2025 to submit their applications. From 1 January 2026, only approved agencies may operate. This makes a robust compliance plan crucial.
The implementation of the Wtta will be evaluated after three years. This offers agencies the opportunity to adjust their compliance plans based on findings and feedback. Begin planning early to ensure readiness and confidence for the future. These preparations are vital to securing fair and sustainable work in tomorrow’s labor market.
Industry Response
The Wtta, which enters into force on 1 January 2026, has sparked diverse reactions within the staffing sector. Many employers view it as a necessary step toward fair work and the protection of vulnerable workers. They recognize the importance of official accreditation in preventing labor exploitation.
Some companies, however, have concerns about the practical implications of the law, fearing increased administrative burdens and questioning the efficiency of enforcement by the Labor Inspectorate.
Despite these concerns, experts emphasize the long-term benefits of the Wtta. It provides a strong foundation for sustainable labor relationships and fair treatment of labor migrants. Businesses are encouraged to start preparing now to meet the new standards and avoid exclusion from the labor market once the law is enforced. The Ministry of Social Affairs and Employment has indicated that sufficient support will be provided to help companies during the transition.