This is an automatic translation of the Dutch explanation. If in doubt, check the Dutch text and the original collective labor agreement. Read this explanation in Dutch
The short answer
From 1 January 2026, the ABU/NBBU collective labor agreement will revolve around an at least equivalent employment conditions package. Compare with someone in an equal or comparable position at the hirer. Simply comparing the gross hourly wages does not provide a complete picture.
Which parts are you comparing?
Start with the position, experience and normal working hours. Then compare wages, allowances, allowances, vacation, public holidays and other employment conditions. Equivalent does not mean that every part is identical. There are limits to compensating differences, including protection of essential employment conditions. A higher hourly wage is therefore not a license to forfeit every other right.
Ask for a verifiable explanation
The employment agency determines the remuneration using information from the hirer. Ask about the collective labor agreement or company scheme used, job classification and valuation of deviating parts. Company-specific agreements can be in addition to the collective labor agreement. The collective labor agreement selector provides a basis for comparison; he does not assess whether your entire package is equivalent. A comparison of only the sectoral minimum table is too limited for this.
This is how you check it
- Keep the temporary employment confirmation, your contract and a recent pay slip.
- Ask which position and employment conditions at the hirer were used as a comparison.
- Have the agency explain differences per component in writing and correct them where necessary.
Example without salary calculation: you and a permanent colleague have the same hourly wage. The colleague also has more leave and a fixed allowance. That difference deserves explanation; the same hourly wage does not in itself prove an equivalent package.
Questions about this CAO
Is equivalent the same as exactly the same?
No. Parts can be completed differently within the collective labor agreement limits. The agency must be able to substantiate the equivalence.
What if the hirer does not have a collective labor agreement?
Then ask about the employment conditions scheme for comparable employees. No collective labor agreement does not mean that there is nothing to compare.
Does previous work experience count?
Relevant experience can be important for the classification. Ask the agency how your education, experience and competencies have been taken into account.
Where do I report an unexplained difference?
First submit your question in writing to the agency. SNCU provides information about the temporary employment collective labor agreement and can assess signals of non-compliance.
Sources for this explanation
Sources checked:
Original documents · PDF