Wtta staffing agency: what will change for clients and temporary workers?
Thursday 4 June 2026
The staffing industry is changing. Not only because of labour shortages, but especially because of new legislation and collective labour agreement changes. For clients, staffing agencies and temporary workers, it is becoming more important that agreements are clear, employment conditions are applied correctly and processes are demonstrably in order.
The Wtta plays an important role in this. The Dutch Wtta, short for Wet toelating terbeschikkingstelling van arbeidskrachten, introduces an admission system for staffing agencies and other organisations that place workers with clients. This means that not every party will simply be allowed to continue supplying workers.
For clients, this is important. Companies that work with temporary workers need to be able to rely on a staffing agency that operates according to the rules. For temporary workers, it is just as important. They need clear information, correct pay and proper guidance.
That is why 2026 is mainly a year of preparation. The Wtta enters into force on 1 January 2027. From 1 January 2028, enforcement of the admission requirement will begin. At the same time, new collective labour agreement rules around equivalent employment conditions for temporary workers apply from 1 January 2026.
This requires more than an administrative adjustment. It calls for a different way of working together.
What is the Wtta?
The Wtta is designed to make the labour supply market more reliable. The legislation applies to staffing agencies, secondment agencies, payroll companies and other parties that make workers available to clients.
Under the Wtta, labour suppliers must be admitted to the market. Without admission, they will no longer be allowed to supply workers. The implementation will be handled by the Nederlandse Autoriteit Uitleenmarkt, also known as the NAU.
The idea behind the Wtta is clear: better protection for workers, a stronger approach to misconduct and fairer competition between staffing agencies. Parties that do not have their administration, payments and compliance in order will have less room to operate. Parties that do work correctly will have a clearer playing field.
For a client, this means that the choice of staffing agency becomes more important. It is not only about whether people are available quickly. It is also about reliability, traceable processes and clear agreements.
Important dates around the Wtta
The Wtta will be introduced step by step. That makes it important to understand the timeline.
From 2026, preparation for implementation begins. The Nederlandse Autoriteit Uitleenmarkt will start its first activities, such as preparing the registration process and appointing inspection bodies.
On 1 January 2027, the Wtta enters into force. From that moment, labour suppliers can go through the admission process. Staffing agencies that want to fall under transitional rules must register in time.
From 1 January 2028, the Dutch Labour Inspectorate will begin enforcement. Staffing agencies that operate without admission may then be fined. The same applies to companies that use a staffing agency without admission.
For clients, this is an important point. Hiring temporary workers will no longer be only an operational choice, but also a responsibility. A company that uses temporary workers must know which party it is working with.
What must a staffing agency be able to prove?
Under the Wtta, a staffing agency must show that the organisation works reliably. This includes correct administration, compliance with laws and regulations and proper payment of employees.
Other matters may also be assessed, such as a Certificate of Conduct and a financial guarantee. In addition, a staffing agency must be able to show that existing rules are being followed, such as payment of the statutory minimum wage.
For clients, this may sound mainly legal. In practice, it affects daily cooperation. Are the hours correct? Are agreements recorded properly? Is it clear under which conditions someone works? Are questions from employees handled well?These are not small details. They are parts of a reliable working relationship.
At Flexibel, the focus is therefore on preparation, clear processes and good communication. Not because rules are interesting on their own, but because they affect people and organisations.
Equivalent employment conditions from 2026
In addition to the Wtta, much will change through the new Collective Labour Agreement for Temporary Workers. From 1 January 2026, temporary workers will be entitled to equivalent employment conditions.
This means that the total package of employment conditions for a temporary worker must be at least equivalent to the package of an employee who works directly for the client and performs the same or comparable work.
This goes beyond hourly pay. It can also include allowances, holiday days, reimbursements, pension and other arrangements that apply within an organisation. The conditions do not always have to be identical one-to-one, but the total value must be equivalent.
For clients, this requires good information. A staffing agency can only apply the correct conditions when the right information is provided.
This includes information about:
- role and tasks
- working hours and schedules
- allowances
- reimbursements
- collective labour agreement arrangements
- safety rules
- leave arrangements
- contact persons on location
The more complete this information is, the better the temporary worker knows what to expect in advance.
What does this mean for clients?
For clients, cooperation with a staffing agency becomes more substantive. It no longer starts only with the question of how many people are needed. It starts with the question of what needs to be arranged to allow those people to work properly, fairly and clearly.
This requires more coordination beforehand. What tasks need to be carried out? What experience is needed? Which employment conditions apply? Who guides the employee on location? How are hours checked?
These questions help prevent problems. They create clarity for the client, the staffing agency and the temporary worker.
Clients that already organise their information properly will make the transition to the new rules easier. They avoid a situation where legislation suddenly feels like a surprise with a deadline attached.
Flexibel supports clients in this process. On the employers page, you can read more about how Flexibel supports companies with staffing, guidance and cooperation.
What does this mean for temporary workers?
The changes are not only important for employers. Temporary workers in particular will notice that the sector is changing.
Equivalent employment conditions should help ensure that temporary workers are treated more fairly compared to employees doing comparable work at the client. The Wtta should also contribute to better protection against unreliable parties in the labour supply market.
For a temporary worker, the practical questions often matter most.
Am I receiving the correct pay?
Do I know where I need to be?
Are my hours registered correctly?
Which allowances apply to my work?
Who can I contact with questions?
What happens if my shift changes?
When this foundation is clear, trust grows. That trust is important, especially for people who work flexibly and sometimes need to switch quickly between shifts, locations and tasks.
Good preparation for the Wtta is therefore not only about systems or files. It is also about clear communication with the people who carry out the work.
Why clear communication is essential
New legislation can quickly become technical. Terms such as admission requirement, equivalent employment conditions and compliance may sound heavy. Still, the core is practical.
Everyone needs to know where they stand.
A client wants to know that the cooperation is properly arranged. A staffing agency wants to show that processes are correct. A temporary worker wants to be treated fairly and receive clarity about work, pay and agreements.
That is why communication is just as important as administration. A complete file is valuable, but only when the agreements behind it are also clear to the people in practice.
At Flexibel, this means paying attention to both sides. To clients who want to keep overview. And to temporary workers who want to start work with clear information.
How Flexibel is preparing
Flexibel is preparing step by step for the changes in the staffing industry. This is done by improving processes, recording information more clearly and actively involving clients in what is needed.
Daily practice remains the starting point. Legislation must not only be correct on paper. It must also be workable on the work floor.
That is why Flexibel looks at questions such as:
- What information does a client need?
- What information does a temporary worker need before the first working day?
- How do we make sure hours, roles and conditions are recorded properly?
- How do we keep communication short and clear?
- Where can we prevent misunderstandings?
By asking these questions early, cooperation becomes calmer and more reliable.
Looking ahead prevents pressure later
The Wtta and the new collective labour agreement rules make it clear that flexible work is becoming more professional. For clients, this means greater responsibility when choosing a staffing agency. For temporary workers, it means more attention to employment conditions, protection and clarity.
That requires preparation. Not only when enforcement begins, but already now.
Those who start checking, coordinating and improving in 2026 will be in a stronger position when the Wtta fully applies. This prevents pressure later and creates more trust in the cooperation.
Flexibel helps clients and temporary workers make these changes understandable and practical.
Do you want to know what the Wtta means for your organisation or your work through Flexibel? Contact Flexibel Uitzendbureau. Together, we will look at which steps are important now.