The Dutch law ‘Wet arbeidsmarkt in balans’ (WAB) changes the rights of temp workers from the start of 2020 onwards. Simultaneously, CLA alterations go into effect. The goal of these developments is a higher level of social security for temp workers. As you may expect, the changes affect the ways in which businesses can work with temp workers. In this article, we’ll walk you through a number of important changes.
The new CLA
Within the Dutch world of temp work, there are two different CLAs: the ABU and NBBU. From 2020 onwards both CLAs will be equal in terms of content. In addition, a couple of changes have been made:
- In case of sickness, workers receive 90% sick pay in the first year and 80% in the second year.
- Travel hours during work are part of the remuneration.
- Holiday pay goes from 8% to 8,33%.
- After 12 months, workers are entitled to a fixed hour contract with the same amount of hours that they have worked on average in those past 12 months.
Under the WAB, temp workers no longer have to be available permanently. The law, therefore, gives them more work schedule security. With the WAB:
- Every work request must have a minimum duration of three hours.
- A temp worker is only required to work the job if a work request is made at least four days (96 hours) prior to the start of the shift. Within this time window, a request can be made, but cannot be cancelled.
- The hirer must pay the hours the temp worker agreed to work in case the hirer cancels or changes a work request within four days (96 hours) ****prior to the start of the shift.
Changes within L1NDA Connect
We make sure that L1NDA Connect is fully compliant with the new CLA and WAB from the start of the new year onwards, so you can use Connect without hassle while enjoying full social security. The changes will be reflected in the hourly rate calculation when cancelling a shift, and in the cancellation policy presented to you when cancelling. In short, temp workers will notice the changes in the employment agreement and on their payslip.