{"id":2883,"date":"2026-05-13T14:04:20","date_gmt":"2026-05-13T12:04:20","guid":{"rendered":"https:\/\/people21.eu\/what-1200-temporary-workers-taught-us-about-language-barriers\/"},"modified":"2026-08-14T12:57:08","modified_gmt":"2026-08-14T10:57:08","slug":"what-1200-temporary-workers-taught-us-about-language-barriers","status":"publish","type":"post","link":"https:\/\/people21.eu\/en\/what-1200-temporary-workers-taught-us-about-language-barriers\/","title":{"rendered":"What 1,200 temporary workers taught us about language barriers"},"content":{"rendered":"\t\t
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More Security for Flexible Workers Act: more stability, less uncertainty<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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The government is working on the introduction of the More Security for Flexible Workers Act. The purpose of this law is clear: to provide flexible workers with more stability and protection. The bill is currently being considered by the House of Representatives. If the law is passed, it is expected to come into effect on January 1, 2028.

For organizations working with flexible labor, this is a development to take seriously now. The proposed changes affect contract types, employability, cost structures, and the way flexibility is organized within the company.

A significant change is the adjustment of the phase system. Phase B, also known as phase 3, will be shortened from three years to two years. As a result, temporary workers will progress more quickly to phase C, or phase 4, and will become eligible for a permanent employment contract sooner. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tKey insight<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t
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    36 months<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    The chain provision may also change.<\/h4>\t\t\t\t<\/div>\n\t\t\t\t
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    Currently, employers may offer three temporary contracts, after which they can start again after a six-month interval. In the bill, this interval is extended to 36 months. This makes it less easy to restart series of temporary contracts. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    In addition, equal pay is playing an increasingly important role. With the introduction of the new NBBU collective labor agreement (CAO) as of January 1, 2026, flexible workers are entitled to a total package of employment conditions equivalent to those of permanent employees in a comparable position. Employment conditions may be exchanged with each other, as long as the total value remains the same.

    On April 21, 2026, the House of Representatives approved an amendment that makes it possible to designate certain employment conditions that must be identical. In those cases, differences can no longer be compensated for with other employment conditions.

    For policymakers and organizations, this means that flexible labor can less and less be seen separately from strategic personnel policy. Those who gain insight into contract types, remuneration structures, and future personnel needs now will prevent legislation from becoming primarily a retrospective correction. Through our knowledge of legal possibilities, we have found the right solutions for our partners. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    People at work<\/div>\t\t\t
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    People at work<\/div>\t\t\t
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    People at work<\/div>\t\t\t
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    The combination of new flexible labor legislation and electrification\n shows that labor market policy is becoming broader than \njust personnel planning. It also affects mobility, \nhousing, compliance, sustainability, and cost control. <\/div>\n\t\t\t\n\t\t\t\t\t\t
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    \n\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t\t\t\t\t\t
    Mark Schenkeveld<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t
    Operations director, Schenkeveld<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    Electric driving: from a mobility choice to a strategic issue<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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    Mobility is also changing in character. Electric driving is no longer just a sustainable choice, but is increasingly becoming a business necessity. The movement is accelerated by rising costs of fossil fuel transport and new legislation, including the pseudo-final levy and the European Energy Performance of Buildings Directive.

    For organizations, this means that mobility, real estate, and energy policy are becoming more closely aligned. Since 2025, companies with more than twenty parking spaces have been required to implement charging infrastructure. This makes investing in charging stations not only logical but, in many cases, necessary.

    However, charging infrastructure does not have to be approached solely as a cost item. Through HBE and ERE registrations, energy supplied via charging stations can be registered and traded. That makes it possible to turn charging into not just a facility service, but also a source of structural revenue. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    What organizations should look out for now<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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    The combination of new flexible labor legislation and electrification shows that labor market policy is becoming broader than just personnel planning. It also affects mobility, housing, compliance, sustainability, and cost control. <\/p>

    For organizations working with international employees or flexible labor, this coherence is extra important. Changes in contract security, remuneration, and transport directly affect attractiveness as an employer, operational continuity, and the total cost per employee. <\/p>

    Those who want to look ahead would do well to ask three questions now:<\/p>

    <\/p>

    • How dependent is our organization on temporary and flexible contract types?<\/li>
    • What impact does equal pay have on our employment conditions and cost price?<\/li>
    • How are we preparing our locations, employees, and mobility policy for electric driving?<\/li><\/ul>

      <\/p>

      Organizations that answer these questions early will gain more control. Not only over compliance, but also over their position in a labor market where security, sustainability, and good employment practices are increasingly important. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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      Looking ahead requires coherence<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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      Legislation and market developments rarely occur in isolation. The More Security for Flexible Workers Act requires a sharper look at labor relations. Electric driving requires choices in mobility, infrastructure, and costs. Together, they show that future-proof organization requires an integrated policy.

      Not reacting when change becomes mandatory, but understanding what is coming in a timely manner. That is where the opportunity lies to make better choices. For employees, for clients, and for the organization as a whole. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

      Results of our annual study on the impact of language on satisfaction and career growth.<\/p>\n","protected":false},"author":3,"featured_media":2127,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wds_primary_category":0,"footnotes":""},"categories":[53],"tags":[54],"class_list":["post-2883","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-research","tag-sticky"],"acf":[],"_links":{"self":[{"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/posts\/2883","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/comments?post=2883"}],"version-history":[{"count":1,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/posts\/2883\/revisions"}],"predecessor-version":[{"id":2886,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/posts\/2883\/revisions\/2886"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/media\/2127"}],"wp:attachment":[{"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/media?parent=2883"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/categories?post=2883"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/people21.eu\/en\/wp-json\/wp\/v2\/tags?post=2883"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}