The new ABU Collective Labour Agreement (CLA) for temporary agency workers

What does the new ABU CLA entail?

The new ABU CLA is effective from 1 January 2026 to 31 December 2028. Key changes include:

• Equivalent employment conditions: The hirer’s remuneration principle will be abolished. Agency workers must receive at least equivalent employment conditions as permanent employees.
• • Adjustment to the phase system:
  • Phase A remains 52 weeks.
  • Phase B will last a maximum of 2 years (6 contracts).
  • After that, Phase C applies (permanent contract).
  • Interruption period: 60 months.
• Pension: Accrual starts from day one via StiPP, with an employer contribution of 15.9%.
• Transitional arrangement: Six months of protection in case of deterioration of conditions.

These changes aim to provide greater security and equality.

Why is the new CLA being introduced?

The agreement has been revised to ensure fairer employment conditions, reduce the gap between agency workers and permanent employees, and offer better prospects for permanent employment. This aligns with growing social and political pressure to improve protection for flexible workers.

What is the difference between essential and non-essential employment conditions?

Essential employment conditions include wages, allowances, working hours, overtime, rest periods, night shifts, breaks, holidays, and public holidays. Non-essential conditions include items such as training budgets, vitality programs, and extra days off.

Compensation may only occur within the same category: a disadvantage in essential conditions may not be compensated with an advantage in non-essential conditions.

How does compensation work in case of differences?

If an essential condition is less favourable than that of the hirer, it must be compensated by another essential condition.
Example: A holiday allowance of 8% instead of 10% may be compensated by a higher hourly wage.

What does the WTTA mean for hirers?

The Transparent and Predictable Employment Conditions Act (WTTA) requires employers to provide clear information about pay, working hours, and leave. Hirers must supply complete and up-to-date information about all employment conditions. This helps prevent errors and possible sanctions.

Does the new CLA affect costs?

Yes, potentially. The impact depends on your current situation. If agency workers already receive equivalent conditions, the effect will be limited. Otherwise, costs may rise due to additional leave days, higher pension contributions, vitality budgets, or allowances. The CLA requires overall equivalence, allowing some flexibility.

What is expected from hirers?

From 2026 onwards, hirers must provide a complete overview of all primary and secondary employment conditions for comparable positions. This includes wages, allowances, pension schemes, leave arrangements, and reimbursements. Incomplete information may lead to errors and the need for corrections.

What is expected from agency workers?

From 1 January 2026, agency workers will receive equivalent employment conditions, pension accrual from day one, and a shorter path to a permanent contract. A six-month transitional arrangement applies in case of deterioration.