Flexible hiring is indispensable for many organisations. With freelancers, seconded staff and temporary workers you can absorb peaks, bring in specialist knowledge and keep your organisation agile. At the same time, the rules around hiring are getting stricter. If you hire staff, you also bear responsibility yourself. In this blog we set out the most important developments and explain how QGROUP takes care of it for you. In the video below you can see it all in a minute and a half.
False self-employment: the Dutch Tax Administration is checking again
Does a self-employed contractor (zzp'er) actually work for you like an employee? With fixed working hours, under your direction and as a permanent part of your team? Then it is a case of false self-employment. Since 2025 the Dutch Tax Administration (Belastingdienst) has been actively checking for this again. If the Tax Administration concludes that there is in fact an employment relationship, this can lead to additional tax assessments and, in some cases, fines.
So take a critical look at how you engage self-employed workers. Is it a clearly defined assignment, with freedom in how the work is carried out? Or in practice is the person simply working alongside your own staff? If in doubt, secondment is often the safer route.
The Wtta: admission required for labour providers
From 1 January 2027 the Dutch Act on the Admission of Labour Providers (Wet toelating terbeschikkingstelling arbeidskrachten), the Wtta for short, will apply. Anyone who supplies workers will then need an admission. Enforcement will follow from 2028.
Important for clients: if you hire staff from a labour provider without admission, you as the hirer also risk a fine. So it pays to check now which parties you work with, and whether they will be ready for the new rules in time.
Equivalent pay for temporary workers
Since 2026, temporary workers have been entitled to equivalent pay. Their total package must be worth at least as much as that of your own employees in the same position. So it is not just about salary, but about everything that comes with it.
For organisations, this means you need to know exactly what your own employees in comparable positions receive, and that this information must be available to the party that handles the temporary worker's payroll.
The SNA quality mark as a guide
How do you know whether a labour provider has its affairs in order? The SNA quality mark helps. It shows that a labour provider meets its obligations, such as paying payroll taxes, checking identity and making other required payments. If you work with a certified party, you reduce your own risks.
Pay transparency: salary visible in advance
The next major change is pay transparency. From 2027, applicants are expected to be able to see in advance what a position pays. Asking a candidate about their current salary will then no longer be allowed. In addition, pay must be explainable on the basis of objective criteria.
That requires preparation. Organisations that already work with clear salary ranges in their vacancies will have the advantage: they are transparent towards candidates and can justify their choices.
How QGROUP takes care of it for you
With QGROUP you do not have to worry about any of these rules. For secondment and temporary staffing, we are the employer. We take care of pay and payroll, and make sure they comply with the applicable laws and regulations. We also help you with market-rate salary ranges in your vacancies, so you are ready for pay transparency.
That way you can keep hiring flexibly, with the certainty that everything is properly arranged.
Want to know more?
The rules around hiring keep changing. Would you like to know what these developments mean for your organisation, or how to make your hiring future-proof? Get in touch with us. We are happy to think along with you.