Postponement of the “More Security for Flexible Workers” Act: What does this mean for the staffing industry?

The implementation of the More Security for Flexible Workers Act (Wet meer zekerheid flexwerkers) has been postponed by six months. The new effective date is 1 July 2026 instead of 1 January 2026. The objective of the law remains unchanged: to offer more certainty and clarity for people in flexible employment. However, this postponement gives employers, staffing agencies and other stakeholders more time to prepare properly.

For Ebro Diensten, which helps dozens of flex workers find employment daily in logistics, production and cleaning, this is a significant development. In this article, we explain what the law entails, why it has been postponed, and how Ebro Diensten is preparing for the upcoming changes.

Why this law?

The Dutch labour market includes a large number of flexible contracts – such as temporary, on-call and agency work. While flexibility suits many, it also creates uncertainty and unequal conditions for some.

The More Security for Flexible Workers Act (WmzF) aims to address this and ensure:

• Greater clarity around working hours and schedules

• Faster transition to permanent contracts

• Protection against revolving-door practices

• Improved legal position for temporary workers

• Equal pay and conditions for equal work

This law is part of the broader Future Labour Market Act (WTA) reform package.

What exactly will change?

The legislation includes several key changes:

• On-call contracts are limited to one year. Afterwards, employers must offer a fixed number of hours.

• The chain rule becomes stricter: temporary contracts can be renewed fewer times.

• Temporary workers gain faster access to employment conditions equal to those of regular staff.

• A mandatory break is introduced between successive temporary contracts with the same employer or agency.

• Equal pay from day one is emphasised.

These measures require companies and staffing agencies to adapt their HR, planning and contract management systems.

Why the postponement?

Originally, the law was to take effect on 1 January 2026, but stakeholders indicated that this timeline was too ambitious. Labour unions, employers’ organisations and software providers all requested more time.

In response, Minister Van Gennip announced a six-month delay, shifting the start date to 1 July 2026. The main reasons:

• Ongoing collective bargaining negotiations

• Required updates to administrative systems

• Need for further clarification on implementation details

• Better preparation and communication for employers and employees

The ministry emphasises that this delay is practical, not political. The core goals of the law remain intact.

Impact on the staffing industry

For the staffing industry, the impact is significant. Agencies like Ebro Diensten must revise procedures, update contracts, and guide both clients and workers through the transition. Key areas of impact include:

• Earlier obligation to offer fixed hours

• Additional administrative work and wage accuracy

• Stronger emphasis on transparency

• Updated agreements with client companies

While this involves effort, it also strengthens the reputation of the sector and the confidence of all parties involved.

How Ebro Diensten is preparing

At Ebro Diensten, we take proactive steps to be ready well in advance. Our preparation includes:

• Tracking updates from ABU and the government

• Client consultations about impact and adjustments

• Timely updates to contracts and internal systems

• Training for staff on new regulations

• Employee communication on rights and expectations

We believe clear agreements and proactive communication form the basis of a healthy labour market – with room for both flexibility and security.

What it means for employers

Employers should use this transition period to:

• Assess their use of on-call or temporary workers

• Analyse the structure of their flexible workforce

• Set agreements with their staffing partners

• Plan for long-term staff retention and development

By partnering with Ebro Diensten, companies gain access to expert advice and a structured implementation strategy.

Opportunities, not just challenges

Although this shift requires effort, it also brings advantages. The new law creates a more professional, fair and future-proof staffing industry.

Ebro Diensten sees this as an opportunity to build stronger partnerships and promote sustainable employment – based on mutual trust and respect.

Ebro Diensten is ready

The delay in implementing the More Security for Flexible Workers Act offers breathing space, but the transition is still coming. It’s an opportunity to improve processes, create better contracts and ensure a healthier work environment.

Ebro Diensten is ready to guide the way – for clients, employees and the industry as a whole.

Want to know how this change will affect your business?
Feel free to contact us, we’ll help you move forward.