Andreu Jimenez
The ABU (Algemene Bond Uitzendondernemingen) Fair Employment Code is the most important guarantee for migrant workers looking for temporary work in the Netherlands. With the arrival of 2026, this code is undergoing a historic update that significantly strengthens employment, pay and housing rights for thousands of foreign workers.
The ABU 2026 update introduces groundbreaking changes that go far beyond the basic requirements of the collective agreement. The most notable improvements include mandatory equal pay with local workers, certified accommodation at fair prices, fully transparent contracts translated into the worker's native language, and a more accessible complaints system.
This transformation not only benefits migrant workers, it also raises quality standards for temporary employment agencies and client companies. Organisations that meet these new requirements not only guarantee the well-being of their employees, but also build a solid reputation in the competitive Dutch labour market.
For companies, recruiters and migrant workers, understanding these updates is essential to successfully navigate the Dutch labour landscape in 2026. This article guides you step by step through all the changes, benefits and requirements you need to know.
What is the ABU Fair Employment Code?
The ABU Fair Employment Code for Migrant Workers applies to ABU members who place migrant workers. In addition to the legal requirements and the Collective Labour Agreement for Temporary Workers, the Code offers extra security for this group of employees.
Origin and fundamental purpose
The ABU (Algemene Bond Uitzendondernemingen) is the largest federation of private employment agencies in the Netherlands. Its Fair Employment Code was created out of the need to set standards higher than the legal minimums, ensuring that migrant workers receive the same dignified and fair treatment as any Dutch worker.
The purpose of the code is threefold:
- Job security : guarantee safe working conditions and fair wages
- Fair competition : create a common framework that prevents unfair competition between agencies
Equal opportunities : ensure that nationality is not a factor in pay or employment discrimination
Mandatory application and certification
ABU-certified employment agencies undergo independent audits to ensure correct compliance with laws and regulations. This certification is not optional for members: it is a contractual obligation verified periodically through rigorous inspections. This is the case for agencies such as International Job Challenge, whose offers always comply transparently with the relevant regulations. You can see all of them here.
Key changes in the ABU 2026 update
Stronger equal pay
The most groundbreaking change in 2026 is the introduction of gelijkwaardige beloning (equivalent remuneration). Since 1 January 2026, temporary workers are entitled to equivalent employment conditions, which means that the total package of employment conditions must be at least equal to that of permanent employees.
What does this mean in practice?
Identical base salary for equivalent work
Proportional benefits : holidays, bonuses, travel allowances
Flexibility in application : not every benefit has to be identical, but the total value does
Practical example: if a permanent employee receives 10% holiday pay, the temporary worker could receive 8% holiday pay + 2% as additional salary, keeping the same total value.
The total must be equivalent, although individual employment conditions may differ, as long as the total value is equivalent.
Translated and separate contracts
One of the improvements most appreciated by migrant workers is the requirement for fully translated contracts . From 2026:
Employment contract translated into the worker's native language
Separate accommodation contract, also translated
Additional information in Spanish for Spanish-speaking workers
Complete clarity about rights, obligations and conditions
This separation removes the common confusion where workers didn't understand which part of their deductions related to work and which part to accommodation.
Greater transparency in the recruitment process
Recruiters and private employment agencies must offer a complaints procedure, and if they do not comply with the ABU Fair Employment Code, there is a complaints mechanism.
New obligations for 2026:
- Fair Recruitment Charter based on ILO standards
- Detailed prior information : explanatory videos, exact contract details
- Transparency about costs : insurance, transport, housing
- Documented, discrimination-free selection process
- Certified housing at a fair price
The Price-Quality system (PKS) for accommodation is undergoing significant improvements:
Mandatory SNF certification:
- Accommodation verified by independent bodies
- Guaranteed minimum quality standards
- Regular and unannounced inspections
Cost limits:
- Maximum price based on real market value
Indexation of 90 cents per additional quality point, updated in line with the statutory minimum wage
Full transparency about the deductions applied
Specific improvements for 2026:
- Longer guaranteed duration of accommodation
- Higher quality standards
- Better geographical location in relation to workplaces
- Health, safety and prior information
The experience of the pandemic reinforced the importance of robust health protocols. In 2026 these are being expanded:
Safety protocols:
- Medical assessment before travelling
- Full health insurance from day 1
- Specific protocols for emergency situations
Improved pre-contract information:
- Information videos about life and work in the Netherlands
- Detailed guides on the banking system, taxes and insurance
- Cultural orientation and basic Dutch courses
- Detailed maps and transport information for the work area
- Formal registration and administrative clarity
Fundamental change in registration:
- Registration as a resident (BRP) instead of a non-resident (RNI)
- Accelerated process with assistance from the agency
- Guaranteed deadlines : a maximum of 2 weeks to complete registration
- Full administrative assistance during the first 90 days
- Impact of the ABU 2026 update for companies and recruiters
- Stronger obligations
For temporary employment agencies:
- Full transparency in contracts and conditions
- Mandatory staff training in the new procedures
- Monitoring systems to ensure compliance
- More frequent and rigorous audits
For client companies: employers must provide complete and correct information about all employment conditions to temporary employment agencies using the standard equivalent remuneration inquiry form.
Tangible benefits
Reputation and employer brand:
- Image as a responsible and ethical employer
- Greater appeal to high-quality international talent
- Competitive differentiation in the market
Recruitment quality:
- Lower staff turnover thanks to greater satisfaction
- Higher productivity thanks to better working conditions
- More stable and lasting employment relationships
- Risks of non-compliance
Financial penalties:
- Fines of up to €85,000 for serious violations
- Loss of ABU certification
- Exclusion from public tenders and contracts with large companies
Reputational damage:
- Blacklisting in the sector
- Difficulty attracting quality talent
- Possible lawsuits and legal claims
- Impact for migrant workers
- More pay and job security
Pay guarantees:
- Real equal pay with local workers
- Full transparency about deductions and benefits
- Protection against abuse and labour exploitation
Job stability:
- Clearer and more predictable contracts
- Better communication with employers
- Improved phase system for career progression
- Decent housing conditions
Quality standards:
- Inspected and certified accommodation
- Fair price based on real market value
- Convenient location in relation to the workplace
Housing rights:
- Separate and independent accommodation contracts
- Protection against arbitrary evictions
- Guaranteed maintenance and fast repairs
- Better access to information and legal protection
Accessible information:
- Documentation in the worker's native language
- Ongoing advice throughout the process
- Constantly updated digital resources
Legal protection:
- Efficient and fast complaints system
- Legal representation in complex cases
- Independent mediation to resolve disputes
- Comparison with the previous version of the Code (2023 vs 2026)
- Aspect
- 2023 Code
- 2026 Code
- Salary
- 10 parity elements
- Full equivalence guaranteed
- Housing
- Basic certification
- SNF certification + automatic indexation
- Contracts
- Basic translation
- Full translation + separate accommodation contract
- Prior information
- Information document
- Video + guides + cultural orientation
- Registration
- Limited assistance
- BRP guaranteed within 2 weeks
- Complaints
- Single procedure
- Two levels: agency + central body
- Pensions
- Differentiated basic scheme
New regulation from day 1 for all temporary workers aged 18 or over, included in the equivalence assessment
Main highlighted improvements
Salary : from partial parity to full equivalence
Housing : from basic standards to rigorous SNF certification
Information : from simple documentation to a complete information ecosystem
Protection : from a basic procedure to a two-level system
How to prepare for the ABU 2026 update
Checklist for agencies and recruiters
✓ Review of contracts and documentation:
- Update all contracts to 2026 formats
- Translate documentation into relevant languages
- Separate employment and accommodation contracts
- Implement the new equivalent remuneration forms
✓ Staff training:
- Train the team in the new procedures
- Train in multicultural and multilingual customer service
- Update knowledge of 2026 legislation
- Develop complaint handling protocols
✓ Accommodation and services:
- Obtain SNF certification for all properties
- Review and adjust prices according to the new PKS system
- Improve the location and quality of accommodation
- Implement preventive maintenance
✓ Systems and communication:
- Develop multilingual information videos
- Create up-to-date digital guides
- Implement a complaints tracking system
- Set up 24/7 communication channels
- Frequently asked questions (FAQ)
- What is the ABU Fair Employment Code?
The Fair Employment Code is a set of standards above the legal minimums that guarantees decent working conditions, fair wages and equal treatment for migrant workers in the Netherlands. It applies mandatorily to all ABU-certified agencies.
What does the ABU 2026 version update?
The main updates include fully equivalent remuneration, translated and separate contracts, SNF-certified housing, complete prior information, guaranteed BRP registration and a two-level complaints system.
When does the update come into force?
The update comes into force on 1 January 2026 and runs for 3 years, applying to all new contracts and renewals from that date.
How is equal pay guaranteed?
Through the equivalent remuneration system, in which the total value of the pay package (salary + benefits) must be identical to that of local workers in equivalent positions, although the specific breakdown may vary.
What are the requirements for the accommodation provided?
Mandatory SNF certification
Price based on the PKS system with automatic indexation
Contracts separate from employment
Regular quality inspections
Convenient location in relation to work
What information must workers receive before they come?
Complete information including: a video about life in the Netherlands, exact contract details, insurance and transport costs, guides on the banking and tax system, cultural orientation and basic language courses.
How do workers register in the Netherlands?
Under the new system, all workers register as residents (BRP) with guaranteed assistance from the agency and a maximum of 2 weeks to complete the process.
What should I do if I have a complaint or claim?
Level 1 : submit a complaint directly to the agency (response within 48 hours, resolution within 7 days). Level 2 : if there is no satisfactory resolution, turn to the ABU central body for independent mediation.
How should agencies and recruiters prepare?
Update contracts, train staff, obtain SNF certifications, develop multilingual information materials, implement monitoring systems and establish complaint protocols.
What are the risks of not complying with the code?
Fines of up to €85,000, loss of ABU certification, exclusion from public contracts, reputational damage and possible lawsuits from affected workers.
Conclusion
The ABU 2026 update represents a historic milestone in protecting the employment rights of migrant workers in the Netherlands. With the introduction of equivalent remuneration, transparent contracts, certified housing and robust protection systems, the Netherlands is positioning itself as a world leader in fair employment and decent working conditions.
These changes not only benefit migrant workers, they also raise the quality standard of the entire temporary employment industry. Agencies and companies that embrace these updates will not only comply with the law, but will build sustainable competitive advantages based on excellence and social responsibility.
For migrant workers, 2026 marks the start of a new era of real equality in the Dutch labour market. There will no longer be differences based on nationality: equal work will receive equal pay, full stop.
As a platform committed to excellence in employment services, we reaffirm our commitment to ensuring full compliance with all ABU 2026 updates. Our specialised team is ready to guide both companies and workers through this transition towards a fairer and more transparent working future.
Do you need personalised advice on implementing the new ABU 2026 Code? Our experts are available to help you successfully navigate these changes and make the most of the opportunities offered by the Dutch labour market.
Take a look at all the job offers in the Netherlands available here, in compliance with all legislation and with full transparency throughout the process.
Or upload your CV here if you are looking for work in the Netherlands.
Useful links and additional resources:
- Official ABU website : www.abu.nl
- Equivalent remuneration platform : wijzerbelonen.nl
- Información gubernamental : Work in NL – Gobierno holandés
- SNF certification : housing certification body
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