Basic informations
The Netherlands has long been one of the most flexible labor markets in Europe. A high degree of adaptability in employment systems has enabled the growth of sectors such as logistics, industry, agriculture, and e-commerce. Temporary work plays a key role here—a model that was once treated as a stopgap solution but is now becoming a pillar of operational stability. According to the Uitzendmonitor 2024, more than 1 million people worked as uitzendkracht (temporary workers) in 2022, accounting for nearly 10% of the total working population in the country. This is not a trend, but a fact—and a structural shift in the labor market.
The profile of temporary workers is also evolving: their contract durations, motivations, and the way companies deploy them are changing. Industries that have not integrated temporary work into their operational model now face real risks—labor shortages, rising costs, and disruptions to production processes. Based on data from SEO, CBS, and ABU, we demonstrate how deeply embedded temporary work has become in the Dutch economy and why it can no longer be treated as an external supplement.
The profile of a temporary worker in the Netherlands – age, nationality, sector
According to Uitzendmonitor 2024, the structure of temporary workers is more diverse than it might seem. About 49% are employed full-time as their primary form of employment—these are not just students working summer jobs, but professional workers. Migrant laborers, mainly from Central and Eastern Europe (Poland, Romania, Bulgaria), make up 33%, while 18% are younger or part-time workers. The largest age group is between 25 and 44 years, reflecting the growing professionalization of this segment.
Temporary work dominates in logistics (warehousing, distribution, e-commerce centers), industry (food, mechanical, chemical production), transport (operators, drivers, packers), and seasonal agriculture and horticulture. These sectors are highly seasonal, task-intensive, and require large teams to be available at short notice. In these industries, seasonal workers are not supplemental—they are foundational.
Why do companies choose temporary workers? – flexibility, availability, cost
Workforce flexibility is a key competitive tool in the Dutch labor market. Temporary workers allow companies to scale employment in response to seasonality, order volumes, or immediate needs. Crucially, the response time is short. Agencies can supply a team of several workers within days—something internal hiring cannot match.
Availability of labor is another driver. According to CBS’s labor market tension dashboard, there are currently around 101 job vacancies for every 100 unemployed individuals—the highest labor market tension in over a decade. The logistics and transport sectors are under particular pressure—according to the STL/UWV report (Q2 2024), these sectors recorded the highest tension index of any industry.
Cost is another major factor. According to the CBS “Prijs van arbeid” dashboard, labor costs have increased by 34.9% over the past decade, with a 5.4% rise in the net cost of labor in 2024 alone. This forces companies to seek alternative models that maintain output without inflating fixed costs. Temporary employment, though external, allows for predictable cost control—and companies only pay for labor when it’s needed.
How long do temporary workers stay? – increase in average workdays
Uitzendmonitor 2024 reveals that in 2022, the average number of days worked by a temporary employee was 143. This means the average uitzendkracht stays with a company for nearly half a year—far from the outdated image of someone working “just for a week.”
This reality creates a need for investment in onboarding, training systems, and internal process standardization. When a temporary worker stays longer, the performance expectations must match those of permanent staff—which requires better HR preparation.
According to Arbeidsdeelname nieuwkomers stijgt met 20%, companies that invest in longer temporary assignments experience lower turnover, better skill matching, and greater operational stability. Over 80% of temporary employees remain in placement for several months, allowing agencies to create stronger employer-worker relationships. Temporary work is no longer transactional—it is relational and project-based.
The role of migrants – 33% of temporary workers are migrants
According to Uitzendmonitor 2024, about 33% of all temporary workers in the Netherlands are labor migrants—mostly from Poland, Romania, and Bulgaria. Their presence is growing, along with their specialization. Migrants are more likely to work in physically demanding, shift-based sectors like logistics, food production, or seasonal agriculture.
Additionally, the ABU report Arbeidsdeelname nieuwkomers stijgt met 20% shows that the labor market participation of new arrivals has increased by over 20% in recent years. This growth is driven not only by rising demand but also by improvements in housing, social adaptation, and language support. Agencies that invest in integration programs report higher retention rates—giving them a competitive edge.
Migrants don’t just fill labor gaps—they often perform as well or better than local workers. Their motivation, willingness to learn, and cultural adaptability are assets in workplaces with high turnover and short production cycles. Migrants are not a backup plan—they are a structural part of the workforce.
Takeaways for companies using workforce outsourcing – how to manage turnover, onboarding, and costs
Companies that aim to manage temporary personnel effectively must take a strategic—not reactive—approach. Modern outsourcing models deliver the most value when agencies not only recruit but also provide continuity, flexibility, and operational compliance.
It’s crucial to build partnerships with one or a few proven staffing agencies that understand the industry and can supply candidates aligned with operational needs. Standardized onboarding procedures are vital—they accelerate adaptation, reduce onboarding time, and minimize errors.
Operational collaboration is equally important. Agencies that have access to production forecasts and vacation plans can proactively prepare workforce reserves—which is critical in seasonal industries. Optimizing workforce processes today is not just about lowering hourly costs—it’s about building operational resilience that gives companies an edge in critical periods.
Conclusion
Temporary work in the Netherlands is no longer a transitional fix—it’s a pillar of the labor market. According to Uitzendmonitor 2024 and ABU analyses, over a million people participate in the system each year, and the share of migrants and full-time temp workers continues to rise.
In a world where labor costs are rising, talent pools are shrinking, and deadlines remain tight—only a well-structured workforce outsourcing model gives businesses real control. Today, it’s not enough to have workers—you need a partner who knows how to find, onboard, and retain them. If you're looking for such a partner—we’re here to help.