Equal pay | Opus recruitment

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Fair compensation

Why this article?

Starting from January 1, 2026, new legislation will take effect regarding equal pay for temporary agency workers.
As a staffing agency, we proactively inform our clients and employees to ensure we can prepare in time, minimize risks, and remain fully compliant together.

🔄 What is changing?

Starting in 2026, “equal pay for equal work” will apply more strictly and be enforceable. The key elements:

Component	What does this mean from 2026 onward?
Wages	Salary of the temporary agency worker = wage of a comparable internal employee in the same role
Allowances	Alignment of, among others, shift allowances, irregularity supplements, ADV/ATV compensation
Job grading	No more generic entry-level scales when information is missing - the hirer is a required to provide correct job-grading information
Other reimbursements	Travel expenses, remote-work allowance, bonuses, and year-end payments must be applied equivalently
Transparency obligation for the hirer	The hirer is legally reuqired to provide complete information about the remuneration structure and all relevant pay components

👥 Who does this apply to?

All temporary agency workers, regardless of their phase
All clients that work with outsourced/temporary personnel
All job roles (production, logistics, healthcare, technical roles, office roles, etc.)

🛡️Responsibilities and risks

The regulator will assess both parties, ensuring that everyone in the chain remains accountable.

Topic	Risk in vase of non-compliance
Underpayment	Correction obligations + fines
Incorrect job grading	Retroactive back pay
Insufficient information	Penalty payments and reputational damage
Deliberate evasion	Civil claims + criminal liability

✏️ What do we expect from our clients before January 1, 2026?

Provide complete job descriptions — including tasks, responsibility level, and grading criteria
Share full pay and compensation details (this is a legal requirement)
Including: pay scale, step level, allowances, ADV/ATV arrangements, bonuses, and reimbursements
Report any changes promptly, such as salary adjustments, new allowances, or altered working conditions
Appoint a dedicated HR/Collective Agreement (CBA) contact person for coordination and compliance purposes

💼What do we do as a temporary employment agency?

Translate the information provided into the correct wage and allowance application
Document the justification for audits and inspections
Identify discrepancies and advise on necessary corrections
Provide transparent rate structures and scenario calculations

Questions?

Do you have questions about the new minimum wage, want to know exactly what it means for you, or would you like to discuss your situation? Feel free to contact your usual point of contact or email us at info@opusrecruitment.nl. We’re happy to help.

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