From January 1, 2026, much will change regarding working with temporary employees. The new NBBU collective labor agreement for Temporary Workers and additional legislative amendments have a direct impact on employment conditions, costs and responsibilities. Especially within transport and logistics, where flexibility and personnel planning come together on a daily basis, it is important to be well prepared.

In this article, we explain what is changing, what you as a logistics company need to take into account and how these developments affect the sector.

New collective labor agreement for temporary workers: equivalent employment conditions as a starting point

The core of the new collective labor agreement is the transition to fully equivalent employment conditions. From 2026, temporary workers will be entitled to an employment conditions package that is equal in value to that of employees who are directly employed by the client, in a comparable position.

This goes beyond just the hourly wage. Allowances for irregular hours, leave arrangements, pension accrual, training and other employment conditions also count towards the total valuation. For logistics organizations, where work is often done in shifts, night shifts and peak loads, this requires a careful comparison and clear agreements with temporary employment partners.

The traditional client fee disappears. Instead, it is about the overall picture, where equivalent does not necessarily have to be identical, but demonstrably comparable in value.

Changes that have a direct impact on daily practice

In addition to the new collective labor agreement, there are several legislative amendments that together change the playing field for transport and logistics companies.

The statutory minimum wage will increase to €14.71 per hour for employees aged 21 and over on January 1, 2026. The minimum youth wages will also be increased. This has a direct impact on wage costs, rates and contract agreements.

For companies that work with labor migrants, the calculation tool for calculating housing costs (PKS) will also change. The maximum amounts that may be deducted will be adjusted, which will affect existing agreements regarding housing and compensation.

The wage cost benefit for older employees will lapse for employment contracts that started on or after January 1, 2024. At the same time, the wage cost benefit job agreement will become structural, which offers opportunities for employers who employ people from the target group register.

In addition, the enforcement of bogus self-employment will be tightened. The leniency period is coming to an end, which means that clients and chain partners bear more responsibility for the correct organization of employment relationships. This requires extra attention when deploying self-employed persons and flexible workers.

What does this mean specifically for transport and logistics?

For logistics companies, this development mainly means that transparency and cooperation are becoming even more important. Flexible deployment remains possible, but requires up-to-date knowledge of laws and regulations and clear agreements with temporary employment agencies and other partners. It is also realistic to take into account an increase in wage costs, because employment conditions from 2026 must be equivalent in value to those of permanent staff.

At the same time, the changes provide more clarity and equality in the workplace. This contributes to the sustainable employability of personnel and to stability within teams, something that is becoming increasingly important in a sector with structural shortages.

Anyone who looks ahead sees that good employment practices, correct remuneration and clear processes are becoming increasingly decisive for continuity and quality in the logistics chain. Investing in people and in clear agreements pays off, especially in a market where reliability and delivery reliability make the difference.

Prepared for the future

At Van der Helm Logistics we closely monitor developments in laws and regulations. We believe it is important to look ahead and adjust our processes in a timely manner, so that our customers can continue to count on reliable logistics, even when the playing field changes.

Thanks to our experience in transport, warehousing and personnel planning, we know what these changes mean in practice. In this way, we work together to ensure continuity, clarity and control over logistics processes, today and in the future.

Want to know more about how we deal with changes in laws and regulations within our logistics services? Read more about our approach in the field of warehousing.