More Security for Flexible Workers: What Will Change for Employers?

The position of flexible workers has been high on the political agenda for quite some time. On 21 April 2026, the Dutch House of Representatives adopted a series of amendments to the proposed More Security for Flexible Workers Act. These changes are expected to have a tangible impact on employers in practice.

Stricter rules — but also some relief

The proposed legislation introduces measures that, on the one hand, impose stricter rules, but on the other hand also take into account the practical realities for employers.

One notable example is the “look-back” period for successive employment contracts. This will be set at 36 months (three years), rather than the originally proposed five years. The aim is to prevent so-called revolving door constructions, without placing unnecessary administrative burdens on employers.

At the same time, the legislation takes a more nuanced view of situations where flexibility can still be appropriate and justified. For students and school pupils, certain exceptions will remain, but the rules will become more consistent. The threshold will be aligned at 16 hours per week, making it clearer when work qualifies as a side job and when it effectively becomes regular employment.

There is also room for tailored solutions for specific groups of workers. For example, individuals who have reached state pension age will continue to be allowed to work on a zero-hours basis.

Conversely, for more vulnerable groups — such as employees in sheltered employment schemes — the legislation explicitly takes their position into account. Where necessary, certain rules may still be adapted for these groups, but with additional safeguards in place.

The rules governing agency workers will also be tightened. The principle that agency workers are entitled to equal employment conditions will be reinforced, and the scope for deviating from this through collective agreements will be further restricted. In addition, protection during illness will be strengthened: agency workers will, in principle, remain entitled to pay even where an agency clause applies.

What does this mean for you?

Taken together, these amendments make it clear that the use of flexible labour will become more regulated — and in many cases more costly and complex. At the same time, they also create opportunities to structure working relationships in a more sustainable and future-proof way. 

In conclusion

The More Security for Flexible Workers Act marks a further shift towards greater security for employees and less scope for long-term flexible arrangements. This calls for a careful review of your current employment relationships and contract structures.

If you have any questions about what these changes may mean for your organisation, please do not hesitate to get in touch — we would be pleased to assist you.