New Collective Bargaining Agreement for Temporary Workers
What you, as the client, need to know
On January 1, 2026, the new collective bargaining agreement for temporary workers will take effect, with significant implications for temporary workers, UBN, and client companies. The new agreement takes into account upcoming legislative changes regarding flexible labor and addresses the political desire to provide greater security for temporary workers. The most significant change is that temporary workers will now be entitled to equivalent terms of employment, an expansion of the client remuneration already in effect. Equivalent remuneration means that the full package of terms of employment (wages, leave, allowances, pension, etc.) must be at least equivalent to that of your permanent employees.
In addition, provisions specific to collective bargaining agreements (such as standard vacation days and sick pay) will be eliminated, a new pension plan will be introduced, and the phased system will be revised. Staffing agencies and client companies must jointly develop the full package of employment conditions and demonstrate how equivalence is ensured. For staffing agencies, this involves hundreds of collective bargaining agreements and company-specific regulations (AVRs), and client companies must be able to explain their own terms of employment from A to Z. This makes the implementation of the new temporary staffing collective bargaining agreement highly complex and time-consuming. But what does this mean for you?
The ABU, NBBU, and LBV union recently concluded a new collective bargaining agreement for temporary workers. This new agreement, which takes effect on January 1, 2026, represents another step toward greater security and equality for flexible workers. For you as a client, this has implications, but also clear benefits.
What does the new collective bargaining agreement say?
The new collective bargaining agreement is in line with the broader trend in the labor market: greater job security for workers. The key points are:
- Faster accumulation of rights. The period during which temporary workers may work under temporary contracts (Phase B) will be further restricted.
- Greater transparency and clarity regarding contract types, the accrual of benefits, and pensions.
- Equal pay. Temporary workers are entitled to the same terms and conditions of employment as permanent employees, including pension benefits, paid time off, and additional benefits such as employee discounts.
What does this mean for you?
The new collective bargaining agreement means that working with temporary workers will become more complex from a legal and administrative standpoint. But if you handle it properly, it also offers significant benefits:
- More motivated and loyal employees. Better working conditions make temporary workers feel valued, and this is reflected in their dedication.
- Lower turnover and absenteeism. UBN is known for its personalized approach, which results in lower turnover and absenteeism than at other agencies. Greater job security for temporary workers creates an even calmer work environment.
- A level playing field. The new agreements prevent unfair competition regarding employment terms and conditions and make the market more transparent.
- Fewer risks. UBN is an active member of the ABU, so you don’t have to worry about compliance and liability, and you’re always guaranteed access to flexible staff. (More on this in the next UBN newsletter!)
Why choosing the right staffing agency is now more important than ever
Not every staffing agency is ready for these changes. A good partner knows the collective bargaining agreement inside and out, ensures everything is legally sound, and keeps you informed. But even more importantly: UBN provides people who are truly a good fit for your organization. We believe that long-term placements result from paying attention—both to the temporary worker and to your company. That means better matches, less training time, and higher quality on the job floor. Especially in a time when flexibility goes hand in hand with security.
In short: the new collective bargaining agreement changes the playing field, but it also presents opportunities. With a reliable and people-oriented staffing agency by your side, you can make the most of this new reality—both for yourself and for your flexible team.
Working Together Toward Equal Pay
Over the coming months, UBN will be focusing on the implementation of equal pay. We can’t do this alone: to get a clear and complete picture of the terms and conditions of employment that apply to you, we need your input. Fortunately, we’ll handle most of the work. First, we’ll identify all the terms and conditions of employment we’re already aware of and document them in accordance with the new guidelines.
We’ll contact you in September to discuss and finalize the remaining details together. This way, we’ll be ready in time before the end-of-year rush and will have plenty of time to carefully coordinate everything.
