The Netherlands is currently overhauling how staffing agencies operate. Specifically, a new admission system, the WTTA, will reshape labour hire compliance Netherlands-wide. Consequently, for employers, the staffing agency licence Netherlands reform is not optional reading. To guide you through these changes, this guide explains the new staffing law Netherlands and the updated agency worker rules Netherlands hirers must follow.
What is the new staffing-admission regime in the Netherlands?
The new regime is the WTTA, or Wet toelating terbeschikkingstelling van arbeidskrachten. It creates a mandatory admission system for anyone who supplies workers. From 2027, suppliers need a staffing agency licence Netherlands authorities grant through the new Labour Supply Market Authority (NAU). Without admission, they cannot legally hire out staff.
In practice, this strengthens labour hire compliance Netherlands wide. It also replaces the lighter registration rules that applied before.
Why is the staffing agency licence Netherlands rule being introduced?
The government introduced the staffing agency licence Netherlands system to stop abuse in the temporary work sector. For years, some agencies underpaid staff, demanded excessive hours, or offered poor housing. Migrant workers suffered most. Therefore, the new staffing law Netherlands aims to protect workers and ensure fair competition.
Because honest agencies also lose business to rule-breakers, the reform supports a level playing field for everyone.
Who needs a staffing agency licence in the Netherlands?
Almost every business that supplies labour needs admission. This includes temporary staffing agencies, secondment firms, payroll companies, and subcontractors. Furthermore, foreign suppliers that place workers in the Netherlands are covered too. However, the agency worker rules Netherlands exempt secondment within the same company or corporate group.
In short, the following suppliers must seek admission:
- Temporary employment and staffing agencies
- Secondment and payrolling companies
- Subcontractors who supply workers to others
- Foreign suppliers placing staff in the Netherlands
What are the requirements for admission for the staffing agency licence in the Netherlands?
To gain admission, suppliers must prove they follow the rules. They need a certificate of conduct (VOG), correct wage payment, and proper tax filing. They must also provide approved housing for foreign staff and pay a €100,000 deposit. The NAU then inspects them, grants a certificate, and lists them in a public register.
| Requirement | What it involves |
| Certificate of conduct (VOG) | Proof of past compliance for the legal entity or owner |
| Correct pay | Equal pay for equal work, matching the hirer’s own staff |
| Tax compliance | Proper and timely tax filing |
| Approved housing | Suitable accommodation for migrant workers |
| €100,000 deposit | Returned after four compliant years, and waivable with a proven track record |
What does the reform mean for companies that hire workers?
Hirers carry new duties too. From 2027, you may only hire workers through admitted suppliers. If you use an unadmitted agency, you risk fines. Therefore, the agency worker rules Netherlands now make the user company responsible for checking the public register before signing any contract.
As a result, the reform places labour hire compliance Netherlands on both sides of the deal, not just the supplier.
When do the new staffing law Netherlands rules take effect?
The WTTA is expected to take effect on 1 January 2027, although the government must still confirm the final date. Suppliers must report to the Ministry of Social Affairs and Employment between 1 November 2026 and 1 January 2027 to use the transitional rules. Enforcement then begins on 1 January 2028.
| Date | What happens |
| 11 November 2025 | The Senate approved the WTTA |
| 1 Nov 2026 – 1 Jan 2027 | Transitional reporting window for suppliers |
| 1 January 2027 | Admission system expected to start |
| 1 January 2028 | Labour Authority begins enforcement and fines |
How can inbound employers prepare?
Start by mapping every supplier you use for agency staff. Next, confirm each one plans to seek admission and will appear in the NAU register. Then, build register checks into your procurement process. Finally, review contracts so they reflect the new agency worker rules Netherlands and the equal-pay duty.
Alternatively, consider an employer of record. With an employer of record in the Netherlands, a compliant partner becomes the legal employer of your staff. Octagon Professionals offers global employer of record services, managing payroll, contracts, and equal-pay obligations on your behalf. Therefore, you reduce supplier risk while you keep control over salary and working arrangements.
Because enforcement starts in 2028, early preparation reduces both risk and disruption.
Hiring with confidence under the new rules
The new staffing law Netherlands raises the bar for everyone in the labour market. It reduces real risks: worker exploitation, unfair competition, and now fines for hirers who pick the wrong supplier. Still, the admission process and equal-pay duties add complexity for inbound employers.
Octagon Professionals helps you manage that complexity. As an experienced HR partner, Octagon handles payroll, contracts, and compliance, while you keep full control over salary, benefits, and working arrangements. This removes administrative burden and protects you from costly missteps.
Planning to hire in the Netherlands under the new staffing agency licence Netherlands rules? Visit Octagon Professionals to hire globally compliantly and with confidence with our employer of record services.
Frequently asked questions
Do staffing agencies in the Netherlands need a licence?
Yes. From the expected start date of 1 January 2027, staffing agencies and other suppliers of workers need admission from the NAU. Without this staffing agency licence Netherlands authorities require, they cannot legally hire out staff. Enforcement, including fines, then begins on 1 January 2028.
Can I hire workers from an agency without a WTTA licence?
No, not once enforcement starts. Under the new staffing law Netherlands, hirers may only use admitted suppliers listed in the public register. If you work with an unadmitted agency, you risk a fine. Always check the NAU register before signing a contract.
What is the deposit for a staffing agency licence in the Netherlands?
Suppliers must pay a €100,000 deposit to gain admission; however, they get it back after four years of compliant operation. Alternatively, agencies that prove a solid four-year track record of correct pay and tax may avoid the deposit altogether. Ultimately, this rule supports labour hire compliance Netherlands-wide.
Does the WTTA apply to foreign staffing companies?
Yes. The agency worker rules Netherlands apply to foreign suppliers that place workers in the Netherlands, not only Dutch firms. These suppliers must also obtain admission and meet the same standards. However, secondment within the same company or corporate group remains exempt.
What happens if a company ignores the new staffing law in the Netherlands?
Both suppliers and hirers face fines. Suppliers operating without admission lose access to the market. Hirers that use unadmitted agencies can also be penalised. Because the Labour Authority enforces these agency worker rules Netherlands from 2028, ignoring the reform creates real financial and legal risk.
