Impact
Work
ImpactWork ranked among the best HR consultancies in the Netherlands

ImpactWork ranked among the best HR consultancies in the Netherlands

ImpactWork has been included in the Best Consulting Firms in the Netherlands 2025 list by Consultancy.nl. We received a Gold classification in the Human Resources category. It's a recognition we're proud of, not just for the classification itself, but for what it represents: the collaboration with our clients and how we're reshaping HRM together.

About the benchmark

The Best Consulting Firms in the Netherlands is the largest benchmark in the Dutch consulting industry. This year, more than 1,400 consultancies were evaluated, ranging from major international firms to specialised boutiques.

The ranking is based on extensive research into capabilities and track record. Consultancy.nl collected over 1,400 client reviews and 4,300 consultant assessments across various disciplines. This data was then validated and enriched using the global database of Consultancy.org.

Firms are assessed on criteria including service delivery, reputation, project track record and thought leadership. Those that make the list are classified into five tiers: Diamond, Platinum, Gold, Silver and Bronze.

What sets us apart

When we started ImpactWork, we had one mission: HR consultancy that actually works. That means no lengthy reports gathering dust in desk drawers, but practical solutions that deliver real impact. Our approach is built on four pillars: Experience, Technology, Process and Data.

We help organisations tackle challenges around talent shortages, employee engagement and HR transformation. Not by advising from an ivory tower, but by working alongside HR teams and truly understanding what they're up against.

We share this recognition with everyone who has trusted us over the years. Our clients, partners and the team that works every day to create better workplaces.

View the full ranking on Consultancy.nl

The opportunity hidden in the Wtta

The Wtta forces a wave of professionalization, and that is not necessarily a bad thing. It provides a natural moment to reconsider the entire hiring strategy. Are you working with too many different agencies? Are the agreements on employment conditions transparent? Do you know how temporary workers in your organization are treated?

For organizations that take sustainable HRM seriously, placing the well-being of all employees at the center, this is a chance to put words into action. The Act makes it harder to look away from the working conditions of flexible workers. It aligns with the broader movement toward responsible employer practices.

Minister Paul calls it “a major step forward” for the protection of workers, especially labor migrants. For companies, it means making more conscious choices about their partners in the supply chain. No longer the cheapest, but the most reliable.

 

Practical steps for 2026-2027

Start inventorying now. Map out all the employment agencies your organization works with. Ask them about their plans for Wtta licensing. Begin discussions about compliance and employment conditions. Consider reducing the number of partners. With fewer agencies, it becomes easier to ensure quality and monitor compliance. Additionally, with preferred suppliers, you can make better agreements on the development and progression of temporary workers.

Ensure your systems are in order. From 2028 onwards, you must be able to demonstrate that you only work with licensed agencies. This requires proper administration and possibly new tools for vendor management

The opportunity hidden in the Wtta

The Wtta drives professionalization, and that is not necessarily a bad thing. It provides a natural moment to reconsider your entire hiring strategy. Are you working with too many different agencies? Are the agreements on employment conditions transparent? Do you know how temporary workers in your organization are being treated?

For organizations that take sustainable HRM seriously, placing the well-being of all employees at the center, this is an opportunity to put words into action. The law makes it harder to turn a blind eye to the working conditions of flexible workers. This aligns with the broader movement toward responsible employer practices.

Minister Paul calls it “a major step forward” for the protection of employees, especially labor migrants. For companies, it means making more conscious choices about your supply chain partners. No longer the cheapest, but the most reliable.