ACCESS NL > Dual careers in the Netherlands > Working in the Netherlands > Employment contracts > What are my legal rights and obligations when I have an employment contract with an employment agency?
Does Dutch employment law apply to me?
What is a CAO (collective labour agreement)?
How do I know that my contract is in accordance with Dutch law?
Which information is usually included in an employment contract?
I want to know whether or not the employers in the Netherlands are obliged to pay a majority of the employee’s travel to work expenses, and if they're not, is there a way I can claim it back in taxes?
What are my legal rights and obligations when I have an on-call contract?
What are the rules for dismissal?
What are my legal rights and obligations when I have a temporary employment contract?
What are my legal rights and obligations when I have a permanent employment contract?
What are my legal rights and obligations when I have an employment contract with an employment agency?
The contract with an uitzendbureau (employment agency) differs fundamentally from a contract with an employer. The employment agency is your legal employer while you work in a company that hires you from the employment agency. In particular, your protection against dismissal during a certain temporary period is not regulated. On the other hand, both you and the company you are working for can terminate your employment at any given time during the agreed employment period. Uitzendbureaus have their own CAO (Collective Labour Agreement).
There is a Wet allocatie arbeidskrachten door intermediairs (Allocation of Workers by Intermediaries Act) that regulates issues related to uitzendbureaus. For example:
- Uitzendbureaus are prohibited from deducting any amount from an employee’s salary for the service of providing temporary work.
- Uitzendbureaus must inform temporary workers in writing about the working conditions at the place of work in advance.
Please note that a werving- en selectiebureau (employment/recruitment agency) is not the same as an uitzendbureau. If a placement is via an uitzendbureau, then the person works via the agency for the duration of the assignment, whereas with recruitment, you work for the company straight away, and the agency receives a fee.