The Provision of Personnel (Accreditation) Act (Wet toelating terbeschikkingstelling van arbeidskrachten) was published in the Official Gazette (Staatsblad) in 2024 and introduces a mandatory accreditation system for all businesses that supply workers to third parties in the Netherlands. The mandatory accreditation requirement is currently expected to apply from 1 January 2027.
On 7 July 2026, the Dutch Senate adopted the Greater Security for Flexible Workers Act (Wet meer zekerheid flexwerkers), one of the key legislative reforms stemming from the Dutch labour market reform agenda. The legislation aims to reduce job insecurity for workers on flexible contracts and encourage more stable employment relationships.
Key reforms
On 29 June 2026, the Dutch government published a draft bill implementing the EU Platform Work Directive (Directive (EU) 2024/2831). The internet consultation ran until 24 August 2026. Member States must transpose the Directive by 2 December 2026.
Scope of the Directive
The Directive applies to individuals whose platform-working relationship qualifies as employment under the
On 29 June 2026, the Dutch government launched an internet consultation on the Leave Act, a proposal intended to modernise and simplify the Dutch leave framework. The internet consultation ran until 10 August 2026. The government aims for the Leave Act to enter into force in 2028.
The proposed three-pillar model
The Leave Act restructures
The proposed Personnel Retention in Times of Crisis Act (Wet personeelsbehoud bij crisis) is intended to give employers practical tools to retain staff during temporary crises such as pandemics, war or natural disasters. We have previously prepared a blog on this Act, which you can find here.
During the consultation process, Norton
Recent case law serves as a reminder that employers are responsible for providing a safe and healthy working environment.
In a recent court case, both the District Court and the Court of Appeal held the employer liable for an employee’s repetitive strain injuries (RSI). Based on an extensive expert report, the courts concluded that the
A landmark reform of the Dutch bonus cap regime was approved by the Senate on 19 May 2026, fundamentally reshaping remuneration in the financial sector. The Dutch 20% bonus cap will largely be abolished and will apply only to Identified Staff. For the vast majority of employees in the financial sector, the bonus cap and
The Provision of Personnel (Accreditation) Act (Wet toelating terbeschikkingstelling van arbeidskrachten, Wtta) introduces a new admission regime for temporary employment agencies and other companies that make workers available to third parties. Under the new regime, providers of personnel may only operate on the Dutch labour-leasing market if they have been admitted, and companies
The Dutch government has submitted a legislative proposal to the Council of State (Raad van State) that would significantly restrict the use and enforcement of non-compete clauses. Under the proposal, non-compete clauses would be limited to one year, require a defined geographical scope and specific justification, and employers would have to pay compensation