Temp agency work in the Netherlands: check your contract

Your employer is the agency; the inlener (hirer) tells you what work to do.

Your employer is the uitzendbureau (temp agency). At the inlener (hirer), you perform the work, and that hirer directs your day-to-day duties. Before you begin your first shift, review your contract, your pay and any housing agreement. Ask which CAO (collective labour agreement) is applicable. If the hirer stops your assignment, your employment contract can still continue; look at any written uitzendbeding (agency clause) and the date your contract ends.

You will find this guide useful if you are working through an agency or thinking about an offer. The 2026–2028 agency-work CAO is binding only if the agency is covered by it. Even when that CAO does not apply, statutory rights still protect you. These rights include the Waadi (Wet allocatie arbeidskrachten door intermediairs, the law on supplying workers), the minimum wage and working-time protection. Ask the agency, in writing, which CAO and which contract rules apply to you.

What kind of work contract do you have?

Which contract rules apply depends on three things: who recruited you, who employs you and who directs your work. Look at the four arrangements below and compare them.

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Label	Who recruited you and directs the work	Main rule
Uitzendwerk (agency work)	The agency recruits you; the hirer directs the work.	The agency is the employer. The phase system can apply.
Payrolling (payroll employment)	The hirer recruits you; a payroll company handles employment.	No agency phases. You receive at least the hirer’s conditions and legal position, with separate pension rules. If the hirer has no employees, comparable sector conditions apply.
Detachering (secondment)	A lending employer sends you to a client for a period.	Read the contract and CAO: some secondment falls under agency rules and some does not.
Aanneming van werk (contracting)	A contractor takes responsibility for an agreed result and supervises its own team.	Agency-work rules do not apply merely because you work at a client’s site.

Can you take this job?

Your right to work is a separate check from your contract, your agency registration or BSN (citizen service number). Read the text on your residence document together with work rights by residence permit guide. If you need a TWV (tewerkstellingsvergunning, work permit) or a GVVA (gecombineerde vergunning voor verblijf en arbeid, single residence and work permit), the job must be covered before you start. The agency and the hirer both have to check this. When the agency holds the TWV, it must provide a copy to you and to the hirer.

What documents or details must you receive in writing before you start?

Before your first shift, request all seven groups of details listed below from the agency.

• The legal name of the agency, its KVK (Kamer van Koophandel, Chamber of Commerce) number and the contact person.
• The employment contract: how long it lasts, the number of hours, the fase (contract stage), notice rules, and whether it includes an uitzendbeding or uitsluiting loondoorbetaling (exclusion of wage payment when there is no work).
• The assignment confirmation: the hirer, the workplace, the job and pay classification, the hourly rate, allowances, expected hours, travel payment and start date.
• The name and current version of each CAO that applies. If the agency refers to the usual agency rules, ask for the exact agreement.
• The rules for calls and cancellations, the availability you agreed to, and who approves the hours recorded for you.
• Safety risks, the qualifications you need, and protective equipment, all explained in information you can understand.
• If the agency also provides a room, a separate written housing agreement.

Your wage and holiday allowance are paid by the agency. The agency also takes care of pension contributions and gives you your payslip.

Safety duties apply to both parties. The hirer carries the main responsibility for keeping the workplace safe. Nederlandse Arbeidsinspectie (Netherlands Labour Authority) explains what these duties are.

For finding you work, the agency is not allowed to charge you a placement fee, an administration fee or a deposit fee.

How does the phase system operate?

If the agency-work CAO applies, your phase determines the limits on your contract. The rules in force in October 2026 are these:

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Phase	Current limit	What it means
Phase A (or 1–2)	The first 52 worked weeks for the same agency	Successive short contracts are possible. Your contract can contain a written agency clause and a written exclusion of wage payment under the CAO.
Phase B (or 3)	At most 6 fixed-term contracts over at most 3 years	No agency clause. The contract has its own end date and terms.
Phase C (or 4)	No end date	An indefinite contract with normal dismissal protection.

In phase A, both worked weeks and paid holiday weeks are counted. A week counts once even if you worked only a small amount. At present, a break longer than 6 months resets the count. Phase B counts calendar time, and it also resets after a break of more than 6 months. Track your own week count using your contracts and payslips.

In phase A, when your next contract begins within 1 month with the same agency and for the same hirer, that contract must last at least 4 weeks.

Starting on 1 January 2028, phase B will last at most 2 years, and the usual reset break will become 3 years. Phase A remains at 52 worked weeks. Some contracts made before 2028 are preserved by transition rules. To find the rules for your contract, check the current CAO from ABU (Algemene Bond Uitzendondernemingen, the agency employers’ association).

What happens if an assignment ends?

What an ended assignment means for you depends on your contract. Compare your situation with the CAO rules below:

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Situation	What usually happens under the 2026 CAO
Phase A contract with a written agency clause	The hirer can end the assignment and the contract can then end under the clause. After more than 26 worked weeks at that hirer, the agency owes 10 calendar days’ notice. Missing notice days must be paid at your basisloon (basic wage): pay excluding holiday allowance, allowances, reimbursements and overtime. This payment is not due if the agency offers suitable other work during the period covered by the missing notice.
Contract without an agency clause continues	The contract continues. If wage payment is not validly excluded, the agency pays the last basic wage and looks for suitable work. You must remain available and accept suitable work.
A fixed end date arrives	The contract normally ends on that date, including during sickness. A transitievergoeding (transition payment) may be due if the agency does not renew it.
You leave a contract with an agency clause	Give at least 1 working day’s notice. Other fixed or indefinite contracts follow their own early-termination and notice rules.

The agency clause has to be agreed in writing. It is not allowed in phases B and C. Under this CAO, if sickness stops you from working, your assignment and employment cannot end at the hirer's request by using the agency clause. A contract end date that was agreed still stands. If the agency says your employment has ended, ask it to identify the exact clause.

What rights do you have when shifts change?

When the agency offers you shifts or changes your schedule, check these six rules:

• As a rule, the agency must send an on-call shift in writing or electronically at least 4 days in advance. The 2026 CAO may allow a shorter period if that period applies to comparable employees of the hirer. The agency must inform you first, and the period must be at least 24 hours.
• When the agency cancels or changes a call during the applicable notice period, you still have the right to be paid for the original hours.
• If you have no fixed hours, or you work fewer than 15 hours a week without fixed times, every call you attend entitles you to at least 3 hours of pay. You must have started work, even when you worked less than 3 hours.
• Once you have been on an on-call contract for 12 months, an employer that continues to employ you must offer fixed hours based on your average. You are allowed to refuse the offer. An exception exists for some seasonal contracts.
• When no fixed working times have been agreed, the availability you stated is what guides scheduling. The agency may not demand availability that is excessive. Any changes need agreement.
• The agency's time record has to keep normal hours, hours with allowances and overtime separate. You can inspect the original and request a copy. If there is a dispute, the agency must prove the hours.

Keep rosters, shift messages, clock records and the name of any person who sends you home. Check them against every payslip. If you attended a shift and the hours are missing from the record, ask for an explanation in writing. The rules on cancellation pay or minimum-three-hour pay may apply.

How can you check your pay package?

Compare your job classification and pay package with those of a comparable worker employed by the hirer. The Waadi already protects listed conditions, including pay, allowances, working time, breaks, overtime and holiday length. For agencies bound by the 2026–2028 CAO, gelijkwaardige arbeidsvoorwaarden (equivalent employment conditions) requires more. Your total package must be worth at least as much as a comparable worker employed by the hirer receives. This becomes a statutory requirement on 31 December 2026.

The CAO makes a distinction between two groups of conditions:

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Part of the package	What belongs in it	Compensation rule under the CAO
Essential conditions	Pay, allowances, working time, overtime, rest, night work, breaks, holiday length and public holidays	A disadvantage may be offset only with another essential condition.
Non-essential conditions	Other employment benefits outside the essential list	The essential and non-essential package together must also be equivalent.

Compare your pay package using these four checks:

• Ask which job and pay scale at the hirer the agency used. Look for it in the assignment confirmation or on the payslip.
• Take shift allowances, overtime, travel payments and scheduled pay increases into account. A higher hourly rate does not by itself make up for every benefit that is missing.
• The statutory minimum hourly wage remains applicable. From 1 July 2026, it is €14.99 gross for workers aged 21 or older. See 2026 minimum wage amounts by age.
• If your package differs from the hirer's, ask for a written calculation. Equivalent conditions may consist of different individual benefits. The agency must be able to explain how the comparison works.

For example, in one week in October 2026, a worker aged 21 or older has 30 paid hours. Using the July 2026 minimum rate, the wage is 30 × €14.99 = €449.70 gross. Allowances and holiday allowance are checked separately; deductions change the net amount that is paid into the bank.

What should you check on your payslip?

Check these six parts of your payslip and your leave record:

• Under the CAO, every wage payment must include a payslip. Check the worked hours, the gross hourly wage, each allowance and the hours for it, deductions and the minimum hourly wage. The payslip must name the agency and the worker, show any classification at the hirer and explain abbreviations. Also check whether it records a written contract, an indefinite contract or an on-call contract. Keep a copy outside the agency portal.
• The agency must pay holiday allowance in May or by the first week of June, unless you and the agency agreed to periodic payment. Statutory holiday days earned in phases A and B expire 1 year after the earning year ends. Statutory days and extra days in phase C expire 5 years after the earning year ends.
• The old system that saved wage amounts for most leave items ended on 1 January 2026. The holiday-allowance reserve still remains. Old statutory holiday reserves were converted into holiday time. Other old reserves were paid out, unless something else was agreed. Check both your old balances and your current holiday record.
• In 2026, the StiPP (Stichting Pensioenfonds voor Personeelsdiensten, pension fund for agency and seconded workers) contribution is 23.4% of the pension base. The pension base is the part of your pay used to calculate pension contributions. The agency pays 15.9%, and you pay 7.5%. Under the standard CAO calculation, if the hirer has a higher employer contribution rate, this must be compensated through other employment conditions. The agency may instead compare contribution amounts for the group of agency workers at that hirer, using the pension base of each scheme. Your total employment conditions must stay equivalent. Ask which calculation the agency used.
• Under the CAO, you and the agency must agree in writing to an ET-regeling (extraterritorial-cost exchange scheme). It can exchange no more than 30% of gross wage and must keep your pay at or above the minimum. Since 1 January 2026, living costs in the Netherlands and private calls home no longer qualify for tax-free reimbursement. Ask the agency which documented costs it uses.
• If a deduction has no basis in law or in the CAO, it requires your agreement. Every deduction has to appear on the payslip. Under the CAO, the agency may not charge a migrant worker for social or administrative help through the payslip.

What happens when you become sick?

Tell both the agency and the hirer about your sickness as early as you can. Under the CAO, you must report before 10:00 on the first day. Give the address where you are recovering, and keep proof that you reported. Your rights depend on whether your employment contract continues, even when the hirer has ended the assignment.

• When your contract continues, the agency pays sick pay under the contract, the law and the applicable CAO, after any valid waiting day. If the assignment has ended but the CAO duty to pay continues, you receive 90% of your basic wage in weeks 1–52, and this is at least the minimum wage. In weeks 53–104, you receive 80% of your basic wage.
• For variable hours, the 2026 CAO normally uses the average paid hours over the previous 13 calendar weeks. Overtime that is not regular is excluded. If you worked for a shorter period, it uses the hours you could reasonably expect.
• If a phase A contract reaches its agreed end date while you are sick, a Ziektewet (Sickness Benefits Act) benefit may take over. For covered workers, the CAO tops this up to 90% of the daily wage used to calculate the benefit in weeks 1–52. In weeks 53–104, the top-up is to 80%.

What rules apply if the agency also provides housing?

Special CAO housing rules apply to workers who are not permanent residents of the Netherlands and who were recruited abroad or housed here for work. Frontier workers who have a permanent home in Belgium or Germany are excluded from these special CAO rules. Housing cannot be compulsory or a condition for an assignment. For EU (European Union) labour migrants, rental agreements made since 1 July 2023 must be separate from employment agreements. The landlord must provide written information about housing rights in a language the tenant understands.

Check these five parts of any housing offer from an agency:

• When an agency asks you to pay for housing, or takes housing costs out of your wages, the quality rules in the CAO count. Request the PKS (prijs-kwaliteitssysteem, price-quality system) score. In 2026–2027, the usual PKS price limit is €159.85 per week, and in some cases it must be under that amount. There is a salary-based exception, plus a different calculation for housing that falls outside the PKS. Do not simply accept a single maximum for all rooms; consult annex V of the CAO.
• Look at the housing price and the sum taken out of your pay as two separate items. To subtract housing costs from minimum wage, the agency needs your permission in writing. The accommodation must either be owned by a housing corporation or satisfy CAO quality standards with a certified landlord. As a rule, the maximum is 25% of the gross minimum wage to which you are entitled. Different deduction rules exist for workers with an occupational disability. The CAO lets you cancel your authorisation, and every deduction has to be itemised.
• Once your job ends, the CAO usually allows you 4 weeks to move out of agency housing. During those weeks the rent may not increase, you pay weekly, and the agency cannot ask for payment in advance. If you are ill or face special personal circumstances, a suitable longer period may be needed.
• While you have already paid for a bed, the agency may not charge a different worker for that same bed. The agency also has to inform you about BRP (Basisregistratie Personen, municipal personal records database) registration.
• Transport arranged by the agency to and from your home country, and any Dutch health-insurance policy it offers, are optional. You are allowed to organise these yourself. Where your terms already include a commuting allowance, the agency may not also make you pay for the commute it provides.

Before the assignment finishes, use the guide to finding a rental to compare other options.

Check the deadline for your own policy by using the health insurance guide.

Are you eligible for the inkomensgarantie (income guarantee)?

The guarantee applies to workers who do not live permanently in the Netherlands. It does not cover frontier workers whose permanent home is in Belgium or Germany. When an agency recruits you abroad and you enter the Netherlands to work for that agency for the first time, the CAO provides an income guarantee for the first 2 months. You get at least the full-time minimum wage for your age, even when you work fewer hours. Full-time is 36 hours per week, or a longer full-time week set by the hirer.

For a short project, the guarantee can be shorter. The agency has to include the project in your contract and explain how long it will last and its conditions before you travel. If the project ends up lasting at least 2 months, then the 2-month guarantee applies.

During the first 2 weeks, the guarantee may stop if the agency ceases to offer work because of poor performance or conduct for which you are responsible. Article 52 also permits this in other situations where the guarantee is not appropriate. If that happens, the agency must cover your return travel and provide 5 consecutive nights in agency housing at its own cost. Article 52 also requires certain unpaid debts from those first 2 weeks to be cancelled. These debts relate to agency-arranged travel, housing or health insurance that could not lawfully be deducted or offset.

Should those circumstances happen after the first 2 weeks, your income guarantee still runs for the remaining part of the 2 months. Before you travel, ask the agency to put the guarantee and any exception in writing.

How can you check an agency and the housing it offers?

Before accepting a job or agency housing, carry out these three checks:

• Search the public KVK Waadi registration check using the agency’s legal name or KVK number. Suppliers are required to be registered. If no registration appears, ask the agency to fix this before you begin.
• Look in the voluntary register of SNA (Stichting Normering Arbeid, labour standards foundation). SNA certification and government admission are two different checks. Under certain conditions, certification can lower the hirer’s tax-liability risk. It does not prove your pay is correct, so verify your payslips separately.
• When housing is offered, search the register of SNF (Stichting Normering Flexwonen, housing standards foundation). Ask which exact location was inspected. Inspections happen periodically. Check the current condition of your room, not only the provider’s entry in the register.

The Wtta (Wet toelating terbeschikkingstelling van arbeidskrachten, admission law for suppliers of workers) enters into force on 1 January 2027. The NAU (Nederlandse Autoriteit Uitleenmarkt, Labour Supply Market Authority) begins reviewing applications on 1 July 2027. Starting 1 January 2028, the Labour Authority enforces the admission requirement. Hirers must verify that suppliers hold admission, an exemption or valid transitional status, unless a statutory exception applies. Check the NAU admission register to see the supplier’s status. Until that time, use the Waadi check and the current registers. An agency’s promise that it will apply does not prove it satisfies the rules now.

What should you check once your contract ends?

When the agency tells you that your employment has ended, take these steps:

1. Request the reason and the effective date in writing.
2. Compare these details with your agency clause, the end date you agreed and the notice rules.
3. Before your portal access is closed, download the final payslip, contracts, hour records and messages.

In the final settlement, check for unpaid wages, allowances, holiday allowance, leave balance, deductions and pension.

A transitievergoeding is usually owed from the first workday when the agency dismisses you or fails to renew a temporary contract. If you resign, you normally lose the entitlement, unless the employer’s serious misconduct caused the resignation. If an equivalent renewal is offered before the contract ends, that can also remove entitlement, even if you turn it down.

If the transition payment is not paid, you have 3 months after your employment ends to ask the court for it. Seek legal help before that deadline. Under the CAO, if you miss that deadline, you may claim an equal compensation payment within 12 months after employment ends. This only applies when the transition payment was legally owed and was unpaid or underpaid.

When you live in agency housing, check the 4-week exit period in cases where the CAO applies.

If you become unemployed, check whether you qualify for WW (Werkloosheidswet, unemployment benefit). UWV (Uitvoeringsinstituut Werknemersverzekeringen, Employee Insurance Agency) accepts applications starting 1 week before your first unemployment day. You have to apply within 1 week after that day. Use the guide to unemployment benefit after job loss to review the conditions.

Check if illness or your residence status alters what you need to do next.

Where can you find help for common problems?

Below, choose the route that fits your problem. You can report unsafe work, illegal work or exploitation straight to the Labour Authority’s reporting service. Only ask the agency to correct the situation if doing so is safe.

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Problem	First written step	Where to take it next
Wrong wage, phase, allowances, hours or CAO deductions	Ask the agency for the calculation and correction deadline.	Use the SNCU (Stichting Naleving CAO voor Uitzendkrachten, agency-CAO compliance foundation) form if the agency-work CAO applies. A union or legal adviser can pursue your own wage claim.
Below-minimum pay, excessive hours, unsafe work, illegal work or exploitation	Keep evidence and ask for immediate correction if safe to do so.	Report to the Labour Authority’s reporting service. In immediate danger call 112.
Housing price, maintenance, intimidation or linked work-and-rent terms	Write to the landlord or agency and save the rental agreement and payments.	Use your municipality’s landlord-reporting point. The Huurcommissie (Rent Tribunal) handles many rent and service-cost disputes.
Sickness report rejected or contract said to end because of sickness	Send proof of both sick reports and ask the agency which contract clause it relies on.	Use SNCU if the CAO applies and ask UWV, a union or a legal adviser about wage or Ziektewet rights.
Work permit or residence endorsement is unclear	Do not start or continue on a verbal promise; ask both agency and hirer for the document.	Check the IND (Immigratie- en Naturalisatiedienst, Immigration and Naturalisation Service) or UWV route. Use the work rights guide linked above.
Transition payment or final wage is missing	Request an itemised final settlement in writing.	Get legal help quickly; the transition-payment court deadline is 3 months.

From your first workday, keep one folder with contracts, assignment confirmations, housing agreements, residence and work documents, rosters, clock records, payslips, bank payments, sick reports and messages. Arrange the events by date so an adviser can see what happened.

What should you check before signing?

Before you sign, check five points: the work arrangement, the applicable CAO, the phase, the agency clause and the hirer’s pay classification. If an answer is missing, ask the agency to write it down before you start. If you are already working and there is a dispute about pay or contract rights, use the help routes above.

Keep going with these checks. The third link is relevant if you still need ONA (Oriëntatie op de Nederlandse Arbeidsmarkt, Dutch labour-market orientation) for inburgering (civic integration):

• Dutch employment contracts: what to check before you sign
• Free and subsidised legal help in the Netherlands
• ONA exemption: check whether your paid work qualifies

Official Sources

• ABU: CAO voor Uitzendkrachten (agency workers’ collective agreement) 2026–2028 - The May 2026 Dutch text: contracts, phases, the agency clause, calls and hours, equivalent conditions, sickness, pension, migrant housing and the income guarantee.
• ABU: dates for the new flexible-work rules - The separate start dates: equivalent statutory conditions on 31 December 2026 and the shorter phase B and longer reset period on 1 January 2028.
• Rijksoverheid (Dutch government): More certainty for people with flexible contracts - The enacted changes to agency-work conditions, phases and contract breaks.
• Rijksoverheid: Employment conditions for agency workers - The agency–hirer relationship, statutory equal-treatment items, the ban on placement fees, Waadi registration and the complaint route.
• Business.gov.nl: On-call employees - Written call notice, pay after late cancellation and the fixed-hours offer after 12 months.
• Rijksoverheid: Minimum three hours of pay for some on-call workers - When a short call still gives a right to at least three hours of pay.
• Rijksoverheid: Sick pay for agency workers - Reporting illness to both parties, continuing contracts and the possible Ziektewet handover when a contract ends.
• Rijksoverheid: What a payslip must show - The statutory payslip fields used to check hours, gross pay, deductions and the applicable minimum wage.
• Rijksoverheid: Transition payment after dismissal - When a transition payment is normally due, including non-renewal, the exceptions and the three-month court deadline.
• Rijksoverheid: Employment conditions for payroll workers - Why payroll work has the hirer’s legal position and conditions instead of the agency phase system.
• Business.gov.nl: Outsourcing work through contracting - The practical distinction between temping, secondment, payrolling and a contractor responsible for an agreed result.
• Business.gov.nl: Waadi registration and Waadi check - Mandatory registration for suppliers of staff, the public check and the limited role of SNA certification.
• Nederlandse Arbeidsinspectie: Wtta admission system - The 2026–2028 transition, NAU application assessment and enforcement from 1 January 2028.
• Nederlandse Arbeidsinspectie: Hiring foreign staff - Why both the agency and the hirer can be responsible for checking work authorisation.
• UWV: After a TWV is granted - The agency gives copies of its work permit to the hirer and the worker.
• Rijksoverheid: Minimum wage amounts for 2026 - The age-based gross hourly minimums in force from 1 July 2026.
• Rijksoverheid: Deducting housing and health insurance from minimum wage - Written authorisation, certified housing and the 25% minimum-wage deduction limit for housing.
• Rijksoverheid: Wet goed verhuurderschap (Good Landlordship Act) — tenant information (PDF, 247 KB) - Separate work and rental agreements for EU labour migrants from 1 July 2023, understandable written information and municipal reporting points.
• Rijksoverheid: Extraterritorial costs scheme - The living-cost and private-call items that stopped qualifying for tax-free reimbursement on 1 January 2026.
• SNCU: CAO question and report form - Questions about the agency-work CAO and reports that an agency is not following it.
• Nederlandse Arbeidsinspectie: Report - Reports about underpayment, excessive hours, unsafe work, illegal work and labour exploitation.
• StiPP: Your pension - The pension scheme for agency and seconded workers and what happens after agency work ends.
• Stichting Normering Arbeid (SNA) - The voluntary labour-standard certification register for suppliers of workers.
• Stichting Normering Flexwonen (SNF) - The housing-standard register and information about inspected labour-migrant accommodation.
• Staatsblad (official gazette): flexible-work reform, 2026, 205 - Enacted amendments to agency conditions, phase limits and contract breaks, including transition provisions.
• Staatsblad: commencement decree, 2026, 206 - Equivalent statutory conditions from 31 December 2026; phase and contract-break changes from 1 January 2028.
• Rijksoverheid: Wtta implementation - The law takes effect on 1 January 2027 and enforcement starts on 1 January 2028.
• Nederlandse Arbeidsinspectie: safety rules for agency workers - Shared agency and hirer safety duties, the hirer’s main responsibility and advance information about work risks.
• IND: GVVA - Work authorisation under a GVVA and the accompanying document that sets permitted employment.
• IND: paid employment with a residence permit - The work endorsement on a residence document and when a TWV is required.
• Rijksoverheid: transition-payment calculation - Transition-payment entitlement from the first employment day.
• Huurcommissie: tenants in the social and middle sectors - Rent and service-cost disputes for regulated homes, rooms and other listed accommodation.
• Rijksoverheid: when to call 112 - 112 for emergency help, including urgent medical help, fire and crimes in progress.
• Inburgeren.nl (DUO’s civic integration website): ONA exemptions - Paid employment can qualify for an ONA exemption, subject to work-history conditions.
• ABU: CAO voor Uitzendkrachten (agency workers’ collective agreement), May 2026 text (PDF, 942 KB) - The Dutch source text for the 2026–2028 contract, pay, leave, pension, sickness, housing and income-guarantee rules, including transition-payment compensation.
• KVK: Kamer van Koophandel - The official business-register authority named in the pre-start checks.
• UWV: WW application - Applying promptly after job loss and collecting employment records before leaving.
• NAU: Nederlandse Autoriteit Uitleenmarkt (Labour Supply Market Authority) - The official admission authority, public register and Wtta timetable, including assessments from 1 July 2027 and enforcement from 1 January 2028.
• Nederlandse Arbeidsinspectie: Direct reports of unsafe or illegal work and labour exploitation - Direct reporting routes without first requesting an agency correction, including anonymous reports of labour exploitation.
• NAU: Admission rules for hirers - Admission, exemptions, statutory exceptions and checking supplier status in the NAU register.
• NAU: Transitional arrangements for suppliers - Qualifying suppliers may continue supplying workers while their application is assessed, including after 1 January 2028.
• NAU: Public admission register - The official entry point for checking admission status, exemptions and transitional status when the supplier register opens.
• KVK: Waadi registration check - The official check for whether a supplier is registered to supply workers.