Answers to all your frequently asked questions

Answers to all your frequently asked questions

We understand that the temporary employment industry can sometimes seem complex, which is why we have created this page to provide you with answers to frequently asked questions about the temporary employment industry. Whether it concerns questions about collective labor agreements, rights and obligations, salary, contracts or other aspects of temporary employment, we strive to answer your questions and provide clarity.

What would you like to know more about? Click on one of the topics below to find answers to your questions. If the answer is not there, please contact us.

Contract - Temporary employment contract

A temporary employment contract is an employment contract between three parties: the temporary worker, the temporary employment agency and the client (the company where the temporary worker will actually work). A temporary employment contract stipulates that the temporary worker will perform work for the client, but is formally employed by the temporary employment agency. The employment agency acts as the employer of the temporary worker and is responsible for matters such as wage payment, contractual obligations and social insurance. The temporary employment contract is often flexible in nature, meaning that it is temporary and can end once the project or assignment is completed.

Collective labor agreement

Which collective labor agreement (Collective Labor Agreement) applies to temporary workers can vary and depends on various factors, such as the type of work performed, the sector in which the temporary employment agency is active, and the specific agreements between the temporary employment agency and any trade unions. Here are some possible scenarios:

  1. ABU collective labor agreement (General Association of Employment Agencies): If the employment agency is affiliated with the ABU, the ABU collective labor agreement may apply. This collective labor agreement contains agreements on employment conditions and rights for temporary workers who fall under the ABU. Upforce is affiliated with ABU.

  2. NBBU collective labor agreement (Dutch Association of Mediation and Employment Agencies): Some employment agencies are affiliated with the NBBU and fall under the NBBU collective labor agreement. This is another collective labor agreement that contains specific agreements for temporary workers.

  3. Industry collective labor agreement: Depending on the sector in which the employment agency is active, a specific industry collective labor agreement may also apply. These collective labor agreements may contain different employment conditions and regulations, depending on the sector.

It is important to know that not all temporary workers are covered by a collective labor agreement. The collective labor agreement often applies if the employment agency and/or the client is a member of a trade organization such as ABU or NBBU, which concludes these collective labor agreements.

Temporary workers can find information about the collective labor agreement that applies to them in their employment contract, from the temporary employment agency itself, or by contacting the trade unions that may be involved in the industry in which they work.

Payslip

A temporary worker’s pay slip contains various details and information about salary and deductions. Although the specific format may vary between employment agencies, a standard pay stub often includes the following information:

  1. Personal information

    • Name and address of the temporary worker.
    • Date of birth and possibly the citizen service number (BSN).
    • Period to which the pay slip relates.
  2. Wage components

    • Gross salary: The total salary before deductions.
    • Net salary: The amount that the temporary worker ultimately receives after deduction of taxes and other deductions.
    • Holiday pay: Any accrued holiday pay, often shown as a percentage of the gross salary.
  3. Hours and rates

    • Number of hours worked.
    • The hourly rate.
    • Any allowances for overtime, night work, or specific activities.
  4. Deductions

    • Payroll tax: The amount withheld for taxes (payroll tax and national insurance contributions).
    • Employee insurance premiums: Deductions for social insurance such as WW and WIA.
    • Pension premium: Any premiums for pension accrual.
    • Health insurance premium: The amount withheld for health insurance.
  5. Cumulative data

    • Cumulative amounts for the year to date, such as the total number of hours worked, gross and net wages, and amounts withheld.
  6. Employer contributions

    • Any employer contributions to social insurance.
  7. Other information

    • Any expense reimbursements.
    • Any other allowances, such as travel expenses.

Salary

Yes, in the Netherlands a minimum wage also applies to temporary workers. The minimum wage is set by law and applies to all employees, including temporary workers.

Since January 1, 2024, employers are required by law to pay at least the minimum hourly wage per hour. There is always 1 fixed minimum hourly wage for all employees aged 21 and older. Fixed minimum hourly youth wages have applied since January 1, 2024 for employees under the age of 21. These minimum youth hourly wages are derived from the statutory minimum hourly wage. Just like in 2023. More information is available on the government website.

Age Per hour
21 years and older €13.68
20years € 10,94
19 years € 8,21
18 years € 6,84
17 years € 5,40
16 years € 4,72
15 years € 4,10

Payout

The frequency of salary payment for temporary workers may vary and depends on the policy of the temporary employment agency with which you are affiliated. In general, there are two common payment frequencies: per week and every four weeks.

  1. Per week: Some employment agencies pay temporary workers weekly. This means that you receive your salary every week. This payment frequency can be beneficial for people who want to receive regular income. At Upforce, payouts are always made weekly.

  2. Every four weeks: Other employment agencies use a payment frequency of every four weeks. This means that your salary is paid once every four weeks. This method may be more in line with the regular salary payments of many employers.

When taking a job through a staffing agency, it is important to discuss and understand payment frequency. This information is usually stated in the employment contract or in the employment regulations of the temporary employment agency.

Pension

Yes, temporary workers also build up a pension in the Netherlands. The right to pension accrual depends on various factors, including the collective labor agreement (collective labor agreement) under which the temporary employment agency falls and the phase of the temporary employment contract.

Here are some important points regarding pension accrual for temporary workers:

  1. Collective labor agreement and pension scheme: The collective labor agreement that applies to the temporary employment agency may contain provisions regarding pension accrual. In some cases, temporary workers are automatically included in a pension scheme.

  2. Phase A, B and C: The temporary employment contract is divided into different phases (A, B, C) according to the Allocation of Labor by Intermediaries Act (Waadi). In the later phases (B and C) it is more common for temporary workers to build up a pension.

  3. StiPP scheme: The StiPP pension fund (Foundation Pension Fund for Personnel Services) is specific to the temporary employment sector. Temporary workers who fall under the StiPP scheme build up a pension in accordance with the conditions of this fund. Upforce is also affiliated with this.

  4. Voluntary pension accrual: In some cases, temporary workers can choose to voluntarily accrue pension, even in the phase in which this does not happen automatically. However, this depends on the rules of the employment agency and the collective labor agreement.

Housing

In the Netherlands, employment agencies are not obliged to arrange housing for temporary workers. Housing is generally the responsibility of the individual temporary worker.

At Upforce we can also provide housing for temporary workers. Are you from abroad and would like to have housing? View more information about our housing offer here or contact us.

Transport

In the Netherlands, employment agencies are generally not legally obliged to arrange transport for temporary workers. Responsibility for transportation often depends on several factors, including the policies of the specific employment agency, the nature of the work, and the location of the workplace.

We can arrange transport for all temporary workers who work for Upforce. View more information about our transport offer here.

Didn't find the answer you were looking for?

We are happy to help you if you have not found the answer you were looking for. Contact us.

Didn't find the answer you were looking for?

We are happy to help you if you have not found the answer you were looking for. Contact us.