Wtta: new rules for everyone working with employment agencies

Admission of Workforce Provision Act

On January 1, 2027, the Act will officially enter into force. Employment agencies must register with the Dutch Labour Provision Authority (NAU) before that date. To obtain a license, they must meet strict requirements: submit a Certificate of Good Conduct (VOG), pay a €100,000 security deposit, and demonstrate that they comply with all laws and regulations. This includes correctly paying the minimum wage, remitting taxes and social security contributions, and adhering to collective labour agreement provisions. If they fail to do so, they will no longer be permitted to supply workers as of January 1, 2028.

Another important ‘detail’: companies that continue to use non-licensed agencies after January 1, 2028, will also be fined. The Dutch Labour Inspectorate will actively enforce this.

The impact of the Wtta

Most Dutch companies work with multiple employment agencies, for example for different roles, regions, or specializations. All these partnerships will need to be reassessed.

First, you must know which agencies you currently use. That sounds simple, but in large organizations with decentralized hiring, this is often a puzzle. Different departments sometimes engage agencies on their own, contracts run through different procurement channels, and no one has a complete overview.

Second, you need to assess the likelihood that each agency will obtain a license. Can they provide the €100,000 deposit? Is their administration in order? Do they meet all legal requirements? This requires due diligence that goes far beyond comparing rates.

Third — and this is often underestimated — you need to have backup scenarios. What if an important agency does not receive a license? How quickly can you switch? What alternatives exist for specialized roles?

The opportunity hidden in the Wtta

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.