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

What does the new ABU CLA entail?

The new CLA is effective from January 1, 2026 (week 1) through December 31, 2028. Key changes include:

• Equivalent employment conditions: The “hirer’s remuneration” will be abolished. Temporary workers must receive employment conditions that are at least equivalent in total value to those of permanent employees.
• Phase system adjustment:
  • Phase A remains 52 weeks.
  • Phase B is limited to 2 years (maximum 6 contracts).
  • After that, Phase C applies (permanent contract).
  • Interruption period: 60 months.
• Pension: from day 1 via StiPP; employer contribution 15.9%, employee contribution 7.5%.
• Transition arrangement: 6-month protection in case of deterioration.

These changes aim to provide greater security and equality for temporary workers.

Why is the new CLA being introduced?

The CLA has been revised to promote fairer employment conditions, reduce the gap between temporary and permanent staff, and offer better prospects for permanent employment. This aligns with societal and political pressure to improve protection for flexible workers.

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

Essential conditions include: salary, allowances, working hours, overtime, rest periods, night shifts, breaks, holidays, and public holidays.

Non-essential conditions currently only include pension.

Compensation must occur within the same category: a disadvantage in essential conditions cannot be offset by a benefit in non-essential conditions.

How does compensation work?

If an essential condition is lower than that of the client, it must be compensated by another essential condition.

Example: Holiday allowance of 8% instead of 10% can be compensated by a higher hourly wage.

WTTA and the new ABU CLA: what does this mean for clients?

Starting January 1, 2027, the WTTA (Labour Provision Admission Act) will come into effect. This law requires all temporary employment and secondment agencies to obtain official government approval before they can supply workers. The goal is to combat fraudulent practices and raise standards in the sector.

For you as a client, this means you may only work with approved agencies from 2027 onward. These agencies must:

• Guarantee equivalent remuneration: Temporary workers must receive employment conditions equal in total value to those of permanent employees.
• Provide full transparency: Regarding salary, allowances, leave, training, and other employment conditions.
• Actively collaborate with clients: To ensure all employment conditions are clearly defined and correctly applied.

At Page Personnel, we stand for quality, transparency, and fair employment conditions. Thanks to our proactive approach to the WTTA and the new ABU CLA, you can rely on us as a compliant and trustworthy partner.

Will the new CLA affect costs?

Yes, potentially. The impact depends on your own CLA or employment terms. If temporary workers already receive equivalent conditions, the effect will be minimal. Otherwise, costs may rise due to additional leave days, higher pension contributions, vitality budgets, or allowances.

What is expected from you as a client?

By November 21, 2025, you must provide a complete overview of all primary and secondary employment conditions for comparable roles. This includes salary, allowances, pension schemes, leave arrangements, and reimbursements.

Incomplete information may lead to errors and corrections. As an existing client, you will receive a link to the platform inlenersportaal.com, where you can submit the relevant information free of charge.