Working through a temp agency (uitzendbureau): the phase system explained

Many people who come to the Netherlands for work start through an uitzendbureau (temp agency). You're employed by the agency, not the company where you actually work (the inlener). Your rights depend heavily on which phase of the system you're in — so it's worth understanding.

The three phases (CAO voor Uitzendkrachten 2026–2028)

• Fase A — the most flexible. Lasts 52 worked weeks (any week you work at least an hour counts, including paid holiday weeks). Usually comes with an uitzendbeding: the contract ends automatically when the assignment ends. This is the least secure phase — and where new workers usually start. An interruption of more than 6 months restarts the count.
• Fase B — more security. After Fase A. Currently up to 3 years, within which you can get a maximum of 6 fixed-term contracts, with no uitzendbeding — so the work doesn't just stop overnight, and you keep getting paid for agreed hours when there's temporarily no work.
• Fase C — permanent. A contract for an indefinite period (onbepaalde tijd) — the most secure.

Good news already in force (since 1 January 2026)

• Equivalent pay (gelijkwaardige beloning): as a temp worker you're now entitled to an employment-terms package of equal value to the company's own staff in a comparable role — pay, allowances, holiday, working-time rules.
• Pension from day one: you build pension from your first working day, with no 26-week waiting period.

What's coming (not yet in force — expected around 2027–2028)

The Wet meer zekerheid flexwerkers passed the lower house of parliament in May 2026 but still needs the upper house, so treat this as upcoming, not current:

• Fase B shortened from 3 years to 2 years (still max 6 contracts).
• The interruption period that resets the count rises from 6 months to 5 years — closing the "revolving door" loophole.
• Zero-hour contracts largely disappear, replaced by a contract with a fixed band of hours.

Separately, an admission system for staffing agencies (Wtta) is expected: only officially admitted (toegelaten) agencies will be allowed to hire out workers, checkable in a public register. This is designed to push rogue agencies out.

What to check as a temp worker

• Which phase you're in, and whether your contract has an uitzendbeding.
• That you're getting equivalent pay to permanent colleagues.
• That you're properly registered (and, if staying over 4 months, in the BRP).
• Keep your contracts and payslips — they prove your phase build-up.

If your housing comes through your employer or agency, know your separate rights — see Housing for migrant workers. See also employment contract types.

Rates/rules: 2026 — verified against the CAO voor Uitzendkrachten 2026–2028 and Rijksoverheid. Upcoming laws may still change. DutchNewcomer provides information, not legal advice.