The WTTA in 5 Minutes: 5 Key Facts and Figures

The WTTA is changing the way you hire temporary workers. There’s a lot of talk about it, but what do you really need to know? Below, you’ll find the most important dates, facts, and what you can do yourself—all in 5 minutes.

In a nutshell

• Temporary staffing agencies will soon be required to obtain official authorization.
• Starting January 1, 2028, as a client company, you will only be able to work with authorized agencies.
• You can check that yourself through a public registry.

What is the WTTA?

The Act on the Licensing of Labor Supply (WTTA) replaces the current registration requirement for temporary employment agencies with a licensing system. Any entity that supplies temporary workers will soon need an official license from the Dutch Temporary Employment Market Authority (NAU).

To obtain this license, a staffing agency must, among other things, have a Certificate of Good Conduct (VOG) for legal entities, be able to post a security deposit of €100,000, and demonstrably comply with a strict set of standards. These include proper payment of wages, tax compliance, certified housing, and the prevention of discrimination.

The goal: to keep unscrupulous parties out of the market, better protect temporary workers, and ensure a level playing field. This is good news for reputable agencies—and for you as a client.

The Timeline: 5 Dates You Need to Know

An agency that fails to register in November or December is not covered by the transitional arrangement. What does this transitional arrangement entail? An agency that registers in November or December and applies for authorization in May or June 2027 may continue to lend materials as usual while the NAU reviews the application. If an agency misses the registration deadline, it can still apply for authorization later, but it will not be allowed to resume lending until January 1, 2028, once that authorization has been granted. Agencies with an SNA certification have an advantage when applying: they are exempt from submitting an inspection report on a one-time basis. That’s why it’s a good idea to ask your staffing agency right now how it’s handling this.

Will the WTTA take effect as early as 2027?

Yes and no. The law and regulatory framework take effect on January 1, 2027: temporary staffing agencies must comply with all requirements as of that date. The ban on hiring temporary workers through an agency without a license will not take effect until January 1, 2028. This makes sense, since agencies will not apply for their licenses until 2027. Until then, the current rule remains in effect: your temporary staffing agency must be listed as a temporary staffing agency in the Chamber of Commerce (KVK) registry.

What is the regulatory framework?

The regulatory framework is the list of requirements that a temporary employment agency must meet in order to be licensed and to maintain its license. An accredited inspection agency verifies compliance, and the inspection report is included with the license application. The most important requirements are:

• Fair compensation, with pay equivalent to that of your own employees
• Payment of taxes and social security contributions, and enrollment in the appropriate pension plan
• Recording of exact start and end times and unpaid breaks, not just the total number of hours
• Safe and Responsible Housing
• Preventing Discrimination

The standards framework builds on the existing SNA certification (NEN 4400-1), but goes a step further in a number of areas.

What will change for you as a user of temporary workers?

The WTTA focuses on staffing agencies, but also imposes clear obligations on clients. These are the five most important ones.

1. Hire only from licensed agencies, and verify this yourself. A statement from the agency is not enough. Check the public NAU registry at the start of the collaboration and regularly thereafter. Keep proof of this verification for seven years.
2. Record who you are hiring from. No later than the first business day, you must record the name of the temporary worker and the agency that is providing him or her.
3. Please provide your terms of employment. The agency must pay temporary workers equally. To do so, it needs your current terms of employment, including any changes.
4. Please cooperate with the time tracking process. Starting January 1, 2027, the office must record exact start and end times as well as unpaid breaks. We need your cooperation to do this.

Check the entire chain. Does your supplier work with other agencies (subcontracting)? If so, every link in the chain must be approved.

Why It Pays to Get This Right from the Start

• Continuity: If you work with a licensed agency, your staffing plans will continue as usual. If an agency loses its license, the partnership must end.
• Reduced liability: Starting in 2027, the Tax Authority will be able to hold a client company liable more quickly if an agency fails to remit payroll taxes or VAT. A reliable agency minimizes that risk.
• Enforcement: The Labor Inspectorate will begin conducting inspections in 2028. Hiring temporary workers through an unlicensed agency will then be subject to fines, with substantial penalties of up to €90,000 per violation.

Checklist: Take Care of This Today

✔ Identify which staffing agencies and intermediaries you work with, including indirectly.
✔ Ask each agency: Are you registering for the transitional arrangement, or do you have a valid SNA certification? And when will you apply for authorization?
✔ Designate someone internally to be responsible for monitoring and record-keeping.
✔ Agree on who will record working hours and how you will share that information.
✔ Document how and when you will provide your terms of employment to the agency.
✔ Include the WTTA in your purchasing terms and contracts.

Flexspecialisten is ready for the WTTA

At Flexspecialisten , we’ve prepared for the new requirements so you don’t have to worry about them. We are SNA-certified in accordance with NEN 4400-1, will take a WTTA pilot assessment this coming November to ensure our admission, and will submit our admission application in May 2027.

Our processes are also aligned with the WTTA: from accurate payment to the hirer and time tracking with start and end times to responsible housing arrangements. Our organization works with you to manage the administrative tasks that fall under your responsibility as the hirer. This ensures your flexible workforce remains in order, even after January 1, 2028.

Do you know where you stand?

Schedule a 30-minute, no-obligation WTTA consultation with one of our specialisten. We’ll answer your questions and show you how we ensure compliance with the WTTA requirements for you.

Flexspecialisten, your long-term partner for expertise in the deployment of flexible staff.