The Dutch Senate has confirmed a new permit-based regime for labour leasing companies. Here is what it means for your agency and when it takes effect.
At People2.0, keeping our partners informed and prepared is a top priority. Earlier, we covered the proposed introduction of mandatory authorization for labour leasing companies in the Netherlands. That proposal has now been formally adopted by the Dutch Senate, confirming a new law that will shift the Netherlands to a permit-based regime for companies performing labour leasing activities as of 2027. In Dutch, this law is known as the WTTA (Wet Toelating Terbeschikkingstelling van Arbeidskrachten), or the Authorization of Workers Act.
Drafted by Asha Jokhoe, Lead Legal, BeNeLux | Contributions from Jürgen Jaarsma, EMEA Regional VP, Business Development | Edited by Jeremiah Akin, Brand and Content
Prior authorization required for labour leasing activities
The WTTA introduces an authorization system administered by the new Dutch Authority for the Labour-Leasing Market (NAU). Operating as part of the Dutch Ministry of Social Affairs and Employment (SZW), the NAU will decide whether a company is admitted or granted an exemption to hire out workers under the supervision and control of a third party.
This applies to both temporary work agencies and payroll companies on one side, and hirers on the other. Both parties face sanctions if workers are supplied without valid authorization.
To obtain and retain authorization, labour leasing companies must, among other things:
- Hold a valid Certificate of Conduct
- Provide financial security
- Meet the WTTA norm framework and demonstrably comply with all relevant labour, tax, and social security legislation
For a more detailed breakdown of the full requirements, see our earlier article on the WTTA.
The WTTA norm framework
The Dutch Ministry of SZW has recently issued a revised norm framework. Notably, the equal or equivalent pay requirement has been temporarily removed from the framework. This is a short term measure to allow adequate time to prepare for enforcement. The requirement is set to be reinstated by July 1, 2026, which is six months before the WTTA takes effect on January 1, 2027. Full enforcement begins January 1, 2028.
SNA vs. WTTA: why the difference matters
The SNA (NEN 4400) scheme is an established voluntary certification in the Dutch temporary employment market, though not all agencies hold it. Like the WTTA, it focuses on compliance with relevant labour, tax, and social security legislation. The key distinction is that SNA primarily assesses historical compliance, specifically whether a company has followed the rules. WTTA goes materially further.
Under WTTA, companies must demonstrate that they are designed to comply going forward. That means having governance structures, internal controls, chain responsibility, and documented processes in place so that inspectors can assess not just whether rules were followed, but whether compliance is structurally embedded in the business.
Put simply: SNA shows that you have complied. WTTA requires you to prove that you are built to comply consistently, predictably, and at scale.
The good news for agencies that already hold SNA registration is that it significantly eases the path to WTTA authorization. People2.0 has maintained SNA registration consistently over many years and is well-positioned for early registration as the deadline approaches.
For more context on what labour leasing compliance looks like in practice, see our post on how to place talent in regulated markets.
What this means for your agency
The WTTA is not a documentation exercise. It is a structural requirement, and the deadline is firm.
From January 1, 2027, agencies that have not obtained authorization will not be permitted to supply workers. Hirers that engage unauthorized suppliers will also be exposed to sanctions. Relying on existing Waadi registration or SNA certification alone will not be sufficient, though both help lay the groundwork.
The window to prepare is narrowing. Agencies should be assessing their current compliance posture now, well before the authorization window opens, to avoid a last-minute scramble.
For more on the Dutch regulatory environment and what it means to operate compliantly in the Netherlands, visit our Netherlands resource page.
How People2.0 can help
The WTTA represents a deadline you cannot afford to miss. From 2027, operating without the right authorization can stop your business and expose both you and your clients to sanctions.
Rather than building and proving a fully compliant back-office from scratch, staffing agencies can outsource their back-office operations to People2.0 through our licensed Backoffice solution. This covers the core administration, controls, and documentation required for labour leasing, meaning compliance is not an add-on project but embedded in day-to-day operations. That gives agencies a faster route to readiness and the confidence to keep supplying talent while staying aligned with WTTA requirements.
Ready to talk through what this means for your agency? Connect with our Netherlands team.
The information provided in this article does not, and is not intended to, constitute legal advice; rather, all information, content, and materials are for general informational purposes only. This article may not constitute the most up-to-date legal or other information. Readers should contact their attorney to obtain advice with respect to any particular legal matter. No reader, user, or browser of this article should act or refrain from acting on the basis of information herein without first seeking legal advice from counsel in the relevant jurisdiction.
