Cindy advises national and international entrepreneurs and employers.
cindy.ting@russell.nl +31203015555The new Labour Supply Act (Wtta) imposes stricter requirements on temporary employment agencies, payroll companies and secondment agencies. But the Wtta also has major consequences for companies that use their services. What does this mean for their personnel policy and administration?
On 11 November 2025, the Dutch Senate passed the bill for the Labour Supply Act (Wtta; Wet toelating terbeschikkingstelling van arbeidskrachten). The Wtta imposes stricter requirements on payroll companies, secondment agencies and temporary employment agencies (lenders). The aim of the bill is to protect workers, particularly migrant workers, and to combat unfair competition between companies. Below, we discuss the most important consequences of the Wtta.
The Wtta introduces a mandatory admission system for lenders. This means that lenders may only lend workers to other companies with the permission of the Ministry of Social Affairs and Employment. If they do so without permission, they are in breach of the lending ban and risk a fine. A public register lists which lenders are admitted.
The admission requirements are:
If the assessment is positive, a licence will be granted for four years. Once admitted, the lender is obliged to cooperate with periodic checks by the inspection body. If a lender does not (or no longer) meet the conditions, the licence may be suspended or withdrawn.
It is not only temporary employment agencies that are subject to the stricter rules. Companies that hire temporary workers may only do so through authorised temporary employment agencies. If they fail to do so, they may also be fined.
In addition, hirers must:
The Wtta is expected to enter into force on 1 January 2027. From 1 January 2028, the Labour Inspectorate will enforce the authorisation requirement.
A transitional arrangement will apply to give companies time to prepare. Anyone who submits an application for authorisation before 1 July 2027 and has a valid certificate from the Labour Standards Register (Stichting Normering Arbeid; SNA certificate) will not be required to submit an inspection report with their first application. This is because companies with an SNA certificate comply with the legal obligations relating to administration, finance and personnel policy. Companies that wish to make use of this transitional arrangement must report to the Ministry of Social Affairs and Employment between 1 November 2026 and 31 December 2026.
Do you have questions about the Labour Supply Act and would you like to know what it means for your company? You can also contact us with any other questions you may have about secondment, payrolling and other aspects of employment law. Please contact us:
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