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Under the updated Dutch CAO for Temporary Workers, the previous fixed-list hirer’s remuneration is replaced by equivalent remuneration. The total value of a temporary worker’s employment conditions must be at least equivalent to those of a permanent employee in an equal or equivalent role at the hiring company.
1. What is the difference between hirer’s pay and equivalent remuneration?
Previously, hirer’s remuneration (inlenersbeloning) covered a fixed list of specific elements. Under the modernized ABU/NBBU collective agreement, the standard is equivalent remuneration (gelijkwaardige beloning): the total package of essential and non-essential employment conditions must match the value received by permanent staff performing the same role at the client site.
- Direct alignment with the employment package of comparable permanent employees.
- Transparent valuation of wage scales, shift allowances, leave entitlements and bonuses.
- Fair treatment across permanent and flexible staff working side by side.
2. Essential versus non-essential employment conditions
The CAO distinguishes essential conditions—such as gross hourly wage, overtime and shift allowances, public holiday pay, paid annual leave, working-time reduction (ADV) and fixed year-end bonuses—which must be provided at an equivalent total value from day one of the assignment.
- Gross hourly pay and step placement based on relevant experience.
- Allowances for shift work, irregular hours or physical working conditions.
- Holiday allowance, paid leave hours, ADV and structural bonuses.
3. Mandatory information duty for the hiring employer
To apply equivalent remuneration accurately, the hiring company must provide written or digital documentation of its applicable CAO, wage scales and internal schemes before the placement starts, and notify the agency promptly whenever collective wage increases take effect.
4. Impact on employer quotes and rate transparency
Because all applicable wage and leave components count toward equivalent pay, a compliant staffing quote requires a thorough intake. Artificially low hourly rates that omit mandatory CAO allowances create retroactive liability during Wtta and Waadi inspections.
5. What temporary workers see on their weekly payslip
For candidates, equivalent remuneration ensures fair pay for equal work. On ACS’s weekly payslip, base hourly wages, shift supplements and accrued leave reservations are itemized clearly and explained in your own language.
6. How ACS sets up equivalent remuneration with you
With every staffing request, ACS reviews the applicable CAO and site conditions with the employer and translates them into a clear written assignment confirmation for both client and worker.
