On 11 November 2025, the Dutch Senate approved the Labour Intermediation Admission Act (Wet toelating terbeschikkingstelling arbeidskrachten). This law aims to combat rogue employment agencies and improve the protection of workers – especially Labour migrants. The Act amends the Waadi and introduces a mandatory licensing system for all organisations that supply workers, including foreign companies deploying personnel in the Netherlands.

The Act contains two core prohibitions: labour providers may supply workers only if they hold an official licence, and hirers may do business only with licensed providers. Labour provision is defined as having an employee perform work, for a fee, under the direction and supervision of a hirer. There are a few exceptions, such as collegial lending without profit motive and companies whose lending activities are limited (less than 10% of the wage bill and a maximum of €2.5 million per year).

Organisations wishing to supply workers must meet strict requirements, including holding a Certificate of Good Conduct (VOG) as well as demonstrating financial security and compliance with a standards framework. Licensed parties will be listed in a public register so hirers can easily check whether they are working with an approved provider. Foreign organisations are also subject to the licensing requirement: they must apply for a licence and provide a security deposit. A VOG for the legal entity is not required for foreign companies, but any Dutch directors of such companies who are natural persons must provide hold a VOG.

A new authority will be established for oversight: the Netherlands Labour Intermediation Authority (NAU). The NAU will assess licence applications, suspend or revoke licences, and appoint private inspection bodies that audit companies for compliance with the standards framework. The Labour Inspectorate remains responsible for enforcement and may impose fines on both unlicenced providers and hirers who work with non‑licensed providers. Serious violations – such as structural underpayment – may lead to refusal or revocation of a licence.

The Act is expected to enter into force on 1 January 2027. From that date, providers can submit licence applications. Enforcement will begin on 1 January 2028, with 2027 serving as a transition year during which supervisory capacity will be built and information actively shared – for example, about employment agencies previously fined for failing to comply with minimum wage rules.

Temporary employment agencies must submit their licence applications no later than 30 June 2027 and demonstrate full compliance with all requirements. Those who register before 1 January 2027 and can show that an inspection report is already being prepared will receive the status “application pending” and may continue supplying workers until the licence is formally granted. For hirers, the rule is that from 1 January 2028 they may hire personnel only through licensed providers; it is therefore advisable to check during 2027 whether partners in the Labour supply chain are progressing with the licensing procedure in a timely fashion.