From the 1st of January 2026, a major shift regarding equal pay will take place in the Dutch temporary employment sector. The long-standing inlenersbeloning (hirer’s pay) system will be replaced by a new framework known as “equivalent remuneration”. Unlike the current model which focuses mainly on base wage and a limited number of supplements, the new system requires that all employment conditions offered to permanent employees in a comparable role are taken into account for agency workers as well.
While the change affects every staffing organisation operating in Netherlands, it is particularly relevant for foreign employment agencies that supply Third-Country Nationals (TCNs) or EU workers to Dutch companies. Even if an agency is based abroad, Dutch law and the Dutch collective agreement for agency work apply the moment the worker performs their job in Netherlands.
What ‘equivalent remuneration’ means
From 2026 onwards, agencies must ensure that the total value of the employment package matches that of a directly-employed worker at the client company. This includes not only wages and allowances, but also additional benefits such as holiday schemes, bonus structures, pension contributions, training budgets, travel reimbursements and other elements described in employee handbooks or company policies.
The key principle is that “equivalent” does not mean identical. Agencies may structure elements differently as long as the total package is of equal value.
Why foreign agencies must pay attention
Foreign staffing agencies often face an additional layer of complexity:
- They must gather and interpret all employment conditions from the Dutch client, often across multiple collective agreements.
- They must comply with Dutch labour law, the WAADI registration requirement and oversight by the Dutch Labour Authority.
- They are responsible for correctly applying the new remuneration rules, regardless of how the employer in the home country structures pay.
Incorrect application can lead to wage corrections, fines and reputational risk for both the agency and the Dutch client.
Where CIS fits into the conversation
Although CIS does not determine wages or negotiate employment conditions, organisations regularly encounter the broader administrative challenges associated with bringing foreign workers into Netherlands: legal compliance, documentation and clear communication with clients and workers. The upcoming 2026 changes illustrate how labour mobility, remuneration rules and immigration processes are increasingly interconnected.
Understanding the regulatory landscape helps employers ensure transparency and fairness and supports a smoother experience for TCNs starting a new chapter in Netherlands.