What Should You, as a Hirer, Pay Attention to When Working With a Temporary Employment Agency?
Monday 24 August 2026
A professional partnership revolves around transparency, good employment practices and preparation for the new admission rules.
The temporary employment market is changing. With the Wet toelating terbeschikkingstelling van arbeidskrachten (Wtta), it is becoming even more important for hirers to carefully choose which temporary employment agency they work with.
For many organisations, temporary workers are indispensable for responding flexibly to growth, peak periods, illness or temporary staff shortages. But organisations that hire staff are, quite rightly, looking beyond availability and the hourly rate nowadays.
A reliable partnership with a temporary employment agency revolves around good employment practices, transparency, correct employment conditions and compliance with laws and regulations. With the introduction of the Wet toelating terbeschikkingstelling van arbeidskrachten (Wtta), this will only become more important.
At Uitzendbureau Flexibel, we welcome this development. A professional temporary employment market requires professional parties on both sides of the partnership.
1. Look beyond the rate
An attractive rate may seem appealing, but a partnership with a temporary employment agency should be based on more than price.
Therefore, ask how the rate is structured and whether it takes into account, among other things, correct remuneration, holiday days and holiday pay, employer costs, pension, insurance and other employment conditions.
A remarkably low rate may be a reason to ask additional questions. Ultimately, as a client, you want the assurance that the people working within your organisation are being paid correctly and that obligations are being fulfilled.
2. Check which party you are working with
Professionalism starts with verifiability. Is the company correctly registered? Are agreements clearly documented? Are invoices, time registrations and personnel data processed carefully? And can the temporary employment agency explain how it deals with laws and regulations?
A reliable temporary employment agency should be transparent about the way it works.
In addition, ask about relevant quality marks, certifications and inspections. A quality mark in itself is no guarantee that nothing will ever go wrong, but it does demonstrate that an organisation is willing to have its processes independently assessed.
3. Make sure the employment conditions are communicated correctly
A good partnership also requires something from the hirer.
When a temporary worker starts working at your organisation, the temporary employment agency must have the correct information in order to remunerate the employee correctly. This includes, for example, the position, salary, working hours, allowances, overtime, travel expenses and other relevant employment conditions.
Has something changed? Make sure this is communicated in a timely manner.
Correct remuneration is not a responsibility that can be placed solely with the temporary employment agency. Accurate information from the client is necessary in order to apply the correct employment conditions.
4. Make clear agreements about safety and working conditions
Temporary workers deserve the same attention to a safe and healthy working environment as your own employees.
Therefore, discuss in advance what work someone will be carrying out, what risks are involved, what instructions are necessary and what personal protective equipment may be required.
A good partnership does not begin when the invoice is sent, but before the employee starts his or her first working day.
5. Know the people behind the temporary employment agency
A temporary employment agency does not supply a product from a warehouse. We work with people.
That is why we believe it is important for a temporary employment agency to know both the client and the employee. What is expected of someone? Does an employee genuinely fit the position and the organisation? Who is the point of contact if questions or problems arise?
Personal contact makes a major difference in this respect.
A sustainable partnership develops when the client, temporary employment agency and employee know what they can expect from one another.
6. The Wtta is changing the temporary employment market
This subject will become even more important in the coming period due to the Wet toelating terbeschikkingstelling van arbeidskrachten (Wtta).
The law will enter into force on 1 January 2027. The new Nederlandse Autoriteit Uitleenmarkt (NAU) will be responsible for admitting labour providers to the Dutch labour supply market.
To be admitted, labour providers must meet various conditions. These include compliance with relevant laws and regulations and, depending on the applicable conditions, obligations relating to a Verklaring Omtrent het Gedrag and a security deposit.
From 1 January 2028, the admission requirement will be enforced. From that moment onwards, organisations may only hire workers from labour providers that have been officially admitted. The Netherlands Labour Authority may take action when a labour provider supplies staff without admission, but also when a hirer makes use of a labour provider that has not been admitted.
This makes it even clearer that responsibility within the temporary employment chain does not stop with one party.
7. Prepare now as a client
2028 may still seem a long way off, but a reliable partnership is not built on the day that new rules begin to be enforced.
This is therefore a good time to take a critical look at existing partnerships.
Do you know exactly which temporary employment providers you work with? Are agreements documented in writing? Are employment conditions communicated and processed correctly? Is it clear who is responsible for what? And is your temporary employment partner demonstrably preparing for the new requirements?
Those who ask these questions now can avoid having to make changes later under time pressure.
Quality must be the foundation
At Uitzendbureau Flexibel, we believe that flexibility and good employment practices can go perfectly hand in hand.
A temporary worker must be able to rely on correct agreements and treatment. A client must be able to rely on a professional temporary employment partner. And a temporary employment agency, in turn, must be able to rely on clear and complete information from the client.
The new regulations will further raise the standards for the temporary employment market. As far as we are concerned, this is a positive development.
Because ultimately, a good partnership is not only about supplying staff. It is about trust, responsibility, transparency and the assurance that matters are properly arranged.
Would you like to know how we organise our partnerships with clients, or would you like to discuss, without obligation, what you should pay attention to as a hirer?
Please feel free to contact Uitzendbureau Flexibel. We will be happy to think along with you.
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