Home Blog The Power of Proper Placement and Fair Remuneration

The Power of Proper Placement and Fair Remuneration

August 12, 2026

Fair remuneration of agency workers – why EU-People does it differently

Bee EU People do we believe that everyone has the right to fair pay.
Eleven European temporary workers perform better and stay longer with the same client, precisely because with us they are treated fairly and according to Dutch standards are paid wages.

Part of this is that we take our people seriously and assign them to clients where they are a good fit. No match means no placement. Furthermore, we ensure a Dutch payroll with the same pay, vacation days, etc. as Dutch employees. More on this in this article.

Why fair pay makes the difference

Many migrant workers in the Netherlands face unclear wage structures, but at EU-People we work differently. We offer:

  • A Dutch employment contract

  • Correct, equal pay as Dutch colleagues

  • Weekly digital transparent payslips and social security

  • Only broadcasts with a good match between employee and client. We call that Recruitment for Position.

No match = no lending.
That ensures satisfied employees and reliable performance.

Dutch payroll instead of foreign structures

Not every temp agency uses a fair system.
At EU-People we always work with Dutch payroll.
This is how we prevent sham constructions, unfair competition, and problems for our client companies.

At EU-People, everyone earns what they deserve to earn — fair, transparent, and legal.

Stricter Rules for Dutch Temporary Employment Agencies

Dutch temporary employment agencies cannot just foreign workers payrolling via a foreign system. This is only possible if there is a valid A1 agreement. An A1 form is a declaration that demonstrates that an employee is covered by the social security system of their home country. Without such an agreement, the employee must be paid in accordance with Dutch legislation, with all associated contributions and taxes. However, things like holiday allowance, value of vacation days, sickness benefits, etc., are not paid out. People cannot take out health insurance, and pensions are often not accrued.

Legislation and Enforcement

According to data from the Statistics Netherlands were there approximately 19,800 employment agencies and recruitment agencies active in the Netherlands in the second quarter of 2024. Of these employment agencies, more than 500 are affiliated with the General Association of Temporary Employment Agencies, which serves approximately 65% of the market. In addition, the Dutch Association of Intermediary and Temporary Employment Agencies (NBBU) more than 1,400 members. These figures show that, although a significant number of temporary employment agencies are affiliated with industry associations such as the ABU and NBBU, a large number of agencies also operate without membership in these organizations. Membership in such trade associations can contribute to compliance with collective labor agreements, occupational health and safety, and other laws and regulations, which benefits the quality and reliability of the service provision.

Equal Pay and Bogus Construction Act

The Equal Pay Act is intended to ensure that foreign workers earn the same as Dutch workers in comparable positions. Yet it appears that Appealing Bogus Arrangements Act not always effective in practice. This is because many structures are based on the gross salary, while large differences can still exist in net income due to deductions and expense allowances.

Conclusion

Dutch remuneration regulations have become stricter, but challenges remain. Misunderstandings among European workers, bogus schemes, and differences in gross wages lead to discussions and legal complications. It remains important that employers are well-informed about the rules and that fair employment conditions are monitored, so that all workers are paid in a fair manner. We pay all our people in accordance with Dutch labor law, without exceptions!

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