From January 1, 2027, the Dutch temporary employment market will stop operating the way it has operated for the last decades. The WTTA Act – Wet toelating terbeschikkingstelling van arbeidskrachten – introduces mandatory permits for all companies making workers available and imposes new verification obligations on companies using their services. The Dutch government has created a new regulatory authority, a new public register and a new penalty system – with fines reaching 90,000 euros for one violation. For every company employing workers through an agency in the Netherlands, this Act changes reality. Not from 2027, but from now, because preparation takes time.

Table of contents:

1. What is WTTA and why was it created?
1a. From voluntary keurmerk to mandatory permit
2. Key dates: WTTA implementation schedule
3. Who is an inlener and what new obligations does it have?
4. NAU – new regulatory authority and public register
5. Sanctions: what can happen to a company that ignores WTTA?
6. What should you as an employer do before 2027?
7. How is Intraservis preparing for WTTA?
8. Summary
9. FAQ

What is WTTA and why was it created?

The Dutch temporary employment market has struggled for years with the problem of dishonest agencies. They often employed – especially migrants – for lower wages than those provided for in collective labour agreements. In addition, they also provided poor housing conditions or kept incorrect tax documentation. The previous voluntary certificates were insufficient, because anyone could start an employment agency by registering only with the Chamber of Commerce.

The Dutch government describes this problem directly:

“These agencies pay labour migrants too little or make them work under poor conditions.”

The answer to this situation is the WTTA Act, adopted by the Tweede Kamer in April 2025, and then by the Eerste Kamer.

The Opdracht Overheid portal specifies the historical context:

“Following, among other things, the Roemer report from 2020 and years of political pressure, a mandatory admission system was chosen.”

The Roemer report from 2020 was a breakthrough document, which for the first time comprehensively described the scale of abuses against migrant workers and became a catalyst for legislative change. The result is an Act that changes the logic of the market: instead of reacting to violations after the fact, the system verifies agencies in advance, before they even send the first worker.

From voluntary keurmerk to mandatory permit

Until now, there were voluntary SNA-keurmerk certificates (NEN 4400), which agencies could (but did not have to) have. The toelatinguitleenmarkt.nl portal explains the fundamental difference between the old and the new system:

“The SNA-keurmerk is voluntary and mainly checks the financial and administrative reliability of a company. Anyone can start an employment agency. You do not need a permit or consent; registration with the Chamber of Commerce is sufficient.”

After WTTA enters into force, the situation will change dramatically:

“Lenders may only lend personnel if they have an admission or an exemption. Lenders must demonstrate in advance that they meet the standards framework. There will be periodic supervision and checks.”

What is more, the new assessment criteria are much broader than the previous ones:

“The Wtta standards framework is mandatory and checks not only financial and administrative reliability, but also whether a company treats employees properly and responsibly.”

Key dates: WTTA implementation schedule

Understanding the schedule is crucial for every employer using agencies. The Act enters into force gradually, and the individual stages have specific consequences.

January 1, 2027 – the Act enters into force. From this day, agencies must have a permit or be in the process of obtaining it under transitional regulations. As the official portal of the Dutch government confirms:

“On January 1, 2027, the law enters into force. Companies that want to continue lending workers must report to the Dutch Labour Lending Market Authority (NAU) before that date.”

July 1, 2027 – from this date, inleners (companies using agencies) can check in the public register whether their supplier has a permit. The toelatinguitleenmarkt.nl portal specifies:

“From July 1, 2027, they can check in the public register whether a lender has been admitted, has an exemption or falls under the transitional scheme.”

January 1, 2028 – only from this date active enforcement of the law by the Labour Inspectorate begins. Rijksoverheid.nl confirms:

“On January 1, 2028, the Dutch Labour Inspectorate will start enforcement. Lenders that are active on the labour market without admission will receive a fine. This fine also applies to companies that use employment agencies, the so-called inleners.”

The law firm Marxman Advocaten emphasizes the importance of this schedule for inleners:

“From 2028, the Dutch Labour Inspectorate will actively check whether inleners and lenders comply with these rules. This means that you must orient yourself in time regarding your current and future cooperation partners.”

In other words – the time to act is now, not in 2027.

Who is an inlener and what new obligations does it have?

WTTA introduces a precise division of roles on the market: uitlener (literally: lender) is an employment agency, and inlener (literally: borrowing from someone) is a company that uses agency workers. For the inlener, the Act means three new, specific obligations.

Toelatinguitleenmarkt lists them in a way that leaves no doubt:

“They may only cooperate with an admitted lender or a lender with an exemption. […] They have an administrative obligation: they must record which workers they have hired from which lender.”

The Opdracht Overheid portal expands this list to three specific obligations for hiring organisations:

“A control obligation: for every hire through a lender, you record that this party is in the admission register. A registration obligation: you keep track of whom you hire, through which party and for what period. And an information obligation.”

This is a fundamental change compared to the current situation. Today, a company can employ workers through any agency without any verification of its status. From 2028, lack of verification becomes a violation of the law – regardless of whether the agency itself operates correctly.

The law firm Houthoff, one of the leading Dutch law firms, emphasizes that the new regulations also apply to foreign entities:

“The system affects both lenders and inleners, including foreign parties that deploy workers in the Netherlands.” This means that companies based outside the Netherlands that use workers on the territory of the Netherlands must also comply with WTTA requirements.

NAU – new regulatory authority and public register

The central element of the new system is the Nederlandse Autoriteit Uitleenmarkt (NAU) – an authority established specifically to manage WTTA. NAU describes its mandate as follows:

“The NAU grants admissions to lenders, such as employment agencies, secondment agencies and payroll companies, and manages the public register with lenders that have been admitted or have an exemption. In addition, we monitor the quality of the admission system, among other things by appointing inspection bodies and collecting signals from the market.”

The official opening of the NAU office took place on March 5, 2026, in Lelystad, in the presence of minister Vijlbraara. The rijksoverheid.nl portal specifies the scope of NAU’s powers:

“The NAU decides on behalf of the Minister of Social Affairs and Employment about the admission of lenders. In addition, the NAU appoints the inspection bodies that check whether lenders comply with all laws and regulations.”

The public NAU register will be a key verification tool for inleners. Every company using an agency will be able and will have to check in this register whether its supplier has a current permit. Nederlandsche Arbeidsinspectie explains the mechanism:

“A new organisation, the Dutch Labour Lending Market Authority (NAU), assesses the applications. The assessment of companies begins from July 1, 2027. The NAU keeps a public register. This is a list of all companies that have been approved. Everyone can view this list.”

For an agency to obtain an NAU permit, it must meet a number of requirements. Marxman Advocaten lists the conditions that every agency must meet:

“submitting a Certificate of Conduct (VOG); in principle paying a deposit; correct remuneration; good-quality housing for the workers who are made available; payment of wage taxes and VAT; keeping proper administration.”

The toelatinguitleenmarkt.nl portal adds a key financial detail: “Lenders must pay a deposit of €100,000.” . This deposit is intended to secure possible wage claims of workers – it is a direct response to the practice of dishonest agencies that disappeared from the market, leaving workers without overdue wages.

Sanctions: what can happen to a company that ignores WTTA?

The penalties provided for in WTTA are high and apply to both sides of the transaction – both agencies without permits and companies that use such agencies.

The Opdracht Overheid portal gives specific amounts: “If a client works with a non-admitted lender, the Dutch Labour Inspectorate can impose fines that can rise to €90,000 per violation, with doubling or tripling in case of repetition.”

This means that a single violation – using the services of an agency without a permit – can cost a company up to 90,000 euros. In case of repetition, the fine can increase to 180,000 or even 270,000 euros for the same violation. These are amounts that can realistically threaten the operational profitability of a company, especially in the production and logistics sectors, where using employment agencies is standard.

Nederlandse Arbeidsinspectie – the authority responsible for enforcement – is precise about the scope of its jurisdiction: “From January 1, 2028, the Dutch Labour Inspectorate will supervise and can give fines to inleners that cooperate with lenders that are not admitted and to lenders that continue to lend people without admission.”

It is worth emphasizing that not knowing about the agency’s lack of a permit is not a mitigating circumstance. The Act imposes on the inlener an obligation of active verification, not passive trust. A company that did not check the status of its agency in the NAU register is responsible in the same way as a company that knew about the lack of a permit.

What should you as an employer do before 2027?

Having the full picture of the regulations, the practical question is: what exactly should you do now? Marxman Advocaten formulated a list of steps that every inlener should take: “This means that you must orient yourself in time regarding your current and future cooperation partners.”

Below is a list of actions for every company using employment agencies in the Netherlands:

Step 1: Inventory all your agency suppliers. Prepare a list of all agencies you use – both regularly and occasionally. This includes temporary employment agencies, secondment agencies and payroll companies.

Step 2: Ask every agency about their WTTA plan. Has the agency already submitted an application to NAU? Does it have an SNA certificate (NEN 4400), which is the basis for using the transitional regulations? Rijksoverheid.nl informs about the transitional option: “Not every lender can receive an inspection report on time. Therefore, there will be a transitional scheme under which lenders can once request admission with the SNA-keurmerk of Stichting Normering Arbeid, alongside the other conditions that must be met.”

Step 3: From July 1, 2027, regularly check the NAU register. When the register becomes available, verification should become a standard procedure with every new recruitment order.

Step 4: Implement internal documentation. The new Act imposes an administratieplicht – an obligation to register from which agency and for what period you obtained workers. Prepare internal procedures for collecting this data.

Step 5: Update contracts with agencies. Add to the contracts a clause confirming that the agency has or is actively applying for a WTTA permit, and an obligation to immediately inform about the loss of the permit.

The Opdracht Overheid portal advises companies using secondment agencies and brokers: “We therefore advise you to ask your agency in time how they are preparing for the admission, and whether they use the transitional scheme that opens at the end of 2026 for SNA-certified companies. Do you have doubts? Then discuss this directly.”

How is Intraservis preparing for WTTA?

For companies using Intraservis services, WTTA is not a reason for concern – it is confirmation that cooperation with a transparent, certified agency has measurable regulatory value.

Intraservis actively monitors the implementation of the WTTA Act and takes the necessary steps as part of the process of applying for the NAU permit. The agency operates in accordance with the requirements of Dutch labour law, keeps proper HR documentation and meets the standards that are a prerequisite for obtaining the permit. For employers using Intraservis, this means that they will not have to look for new suppliers in 2027 or take the risk connected with working with an unverified agency.

What is important for inleners: Intraservis will be able to provide confirmation of its status in the NAU register immediately after its launch in July 2027, eliminating the need for independent verification on the employer’s side with every new order.

Companies that want to discuss the impact of WTTA on their specific situation or check the status of Intraservis preparations can contact us directly through intraservis.de/kontakt/.

Summary

WTTA is the biggest regulatory change on the Dutch temporary employment market in decades. Its essence is simple: from January 1, 2028, every company in the Netherlands using an employment agency will have to make sure that this agency has an NAU permit – under the threat of a fine of up to 90,000 euros for a violation, with the possibility of doubling in case of repetition. It is not enough to trust the agency. You have to verify it.

Key dates to remember: the Act enters into force on January 1, 2027, the public NAU register will be available from July 1, 2027, and active enforcement of penalties begins on January 1, 2028. The time for preparation is now – checking the certification status of your suppliers, updating contracts and implementing documentation procedures takes time that will not be available when the deadline approaches.

FAQ

What is WTTA? WTTA (Wet toelating terbeschikkingstelling van arbeidskrachten) is a Dutch Act adopted by the Senate on November 11, 2025, which from January 1, 2027 introduces mandatory permits for all companies making workers available in the Netherlands (rijksoverheid.nl).

Does WTTA apply only to agencies, or also to companies using their services? It applies to both sides. Agencies must obtain an NAU permit. Companies using agencies (inleners) have an obligation to verify the agency’s status in the public register, keep documentation and are financially responsible for using an unverified agency (toelatinguitleenmarkt.nl).

From when do penalties apply to companies using agencies? Active enforcement of penalties by Nederlandsche Arbeidsinspectie begins on January 1, 2028 (nlarbeidsinspectie.nl).

How much is the fine for using an agency without a permit? Up to 90,000 euros for one violation, with the possibility of doubling or tripling in case of repetition (opdrachtoverheid.nl).

How to check whether an agency has a permit? From July 1, 2027 in the public register maintained by NAU at nau.nl. Everyone will be able to check the status of any agency free of charge.

Do the regulations apply to foreign companies using workers in the Netherlands? Yes. WTTA applies to all entities using workers on the territory of the Netherlands, regardless of the registered office of the inlener company (houthoff.com).

The Dutch economy is in really good condition – stable, growing and searching for new employees. A GDP growth at the level of 1.8 percent year-on-year was recorded (value 1.179 trillion euro), and the sector of employees increased by 130 thousand new people. In addition, household consumption was growing through all four quarters, so the market indicates high demand of sales and services. This also means an unceasing demand for further employees.

Table of contents:

1. GDP of the Netherlands in 2025 and Q1 2026: stable growth with growing consumption
   ○ What does GDP growth mean for the labour market?
2. Employment is growing: 10.3 million workers and 130 thousand new positions in 2025
3. Wages are growing faster than inflation: +6.2 percent in 2025
4. Production sector under pressure: employment is falling despite a growing economy
5. How Intraservis B.V. connects Dutch companies with workers ready to work
6. FAQ

GDP of the Netherlands in 2025 and Q1 2026: stable growth with growing consumption

The year 2024 was difficult for the Dutch economy, but as CBS indicates, the state of things in 2025 improved. GDP increased by 1.8 percent year-on-year – clearly better than in 2024, when growth amounted to only 1.1 percent. The value of GDP in absolute terms reached 1 179 billion euro in the whole 2025 year, and the first quarter of 2026 itself brought GDP at the level of 296.6 billion euro.

Another good information is the fact that the growth was not a one-time spike. It accelerated consistently through the whole year, which is indicated by concrete numbers. What is important, the growth was not a one-time effect – it accelerated consistently through the whole year. In the first quarter of 2025 GDP was growing by 2.1 percent, which was the best result from several quarters. In the next three quarters the growth remained at the level of 1.6-1.8 percent.

Household consumption was growing through the whole year at the pace of 1.5-1.8 percent quarterly, which means that the Dutch were spending more and their wealth was really growing. This is confirmed by forecasts of De Nederlandsche Bank (DNB), which in autumn 2025 raised estimates of GDP growth for the whole year from 1.1 to 1.7 percent, assessing the results of the Dutch economy as “remarkably higher than expected”.

What does GDP growth mean for the labour market?

It could seem that GDP growth of 1.8 percent is not much. This is of course a wrong impression – in reality it means more orders in factories, more parcels in warehouses, more construction sites and more goods to be loaded. Each percentage point of economic growth translates into concrete jobs in physical sectors, which cannot operate without people.

And the Dutch labour market is already close to the limits of its absorption: according to DNB, more than 76 percent of people at the age of 15-74 are already professionally active – one of the highest participation indicators in the whole Europe. When the economy grows, and local candidates almost do not exist, companies must search for workers outside the borders.

Employment is growing: 10.3 million workers and 130 thousand new positions in 2025

It is exactly employees – employed by companies on contracts – that constitute the pillar of the Dutch labour market and the biggest area of demand for candidates from abroad. The recorded growth is a clear information that Dutch enterprises are employing, expanding teams and searching for workers, which the local market is no longer able to deliver.

In the first quarter of 2026 total employment amounted to 10.228 million people, which is 15 thousand less than a year earlier. It could constitute a contradiction with earlier sentences, however it is necessary to be precise. It is a natural seasonal fluctuation at the beginning of the year, which does not change the structural trend. The segment of employees in Q1 2026 was still higher by 97 thousand than in Q1 2025, which confirms the durability of employment growth in the sector of enterprises.

For Dutch employers this dynamic has a concrete meaning. A growing economy requires growing teams, but the pool of local candidates is exhausted. According to CBS already two thirds of Dutch companies report difficulties with obtaining workers – and in construction this share exceeds 80 percent.

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Wages are growing faster than inflation: +6.2 percent in 2025

Data of CBS indicates that in 2025 total employee compensation increased by 6.2 percent year-on-year. Wages and salaries (wages and salaries) were growing by 6.0 percent. Annual compensation per full-time position (compensation per FTE) amounted to 79.8 thousand euro – compared to 76.1 thousand euro in 2024. This means an increase by 3.7 thousand euro per position within one year.

The dynamics of wage growth remained high through the whole 2025 year, although it slowed down slightly compared to 2024. In the first quarter of 2025 employee compensation was growing by 6.0 percent year-on-year, in the second by 6.0 percent, in the third by 6.6 percent and in the fourth by 6.3 percent. For comparison, in 2024 compensation growth amounted from 7.0 to 7.8 percent quarterly, and in the whole year 7.3 percent.

For workers from Poland, Ukraine and other countries of Central Europe these numbers are a very concrete information: Dutch wages are growing significantly faster than inflation and significantly faster than in the majority of countries of the region. The total number of jobs of employees in 2025 amounted to 9 194 thousand – by 1.5 percent more year-on-year. The market pays more and has more jobs to be filled.

In the first quarter of 2026 the number of positions of employees amounted to 9 189 thousand, by 1.1 percent more year-on-year. Data about wage dynamics for Q1 2026 is not yet available in published CBS tables.

Production sector under pressure: employment is falling despite a growing economy

Data of CBS for the production sector (Manufacturing, C) shows a worrying trend, which directly explains why Dutch production companies search for workers abroad. In 2025 total employment in the production sector amounted on average to 751 thousand people – by 8 thousand less than in 2024. In individual quarters: minus 5 thousand year-on-year in Q1, minus 6 thousand in Q2, minus 16 thousand in Q3 and minus 13 thousand in Q4.

The trend deepened in the first quarter of 2026: employment in production amounted to 746 thousand – by 16 thousand less than in Q1 2025. This means that through four consecutive quarters the Dutch production sector was losing workers at the pace from 6 to 16 thousand per quarter.

At the same time wages in the production sector were growing: by 6.1 percent in the whole 2024 year and by 4.4 percent in 2025, while quarterly data shows increases from 3.1 to 5.2 percent. Companies pay more, and workers are still decreasing. This is a classic signal of structural labour shortage – not a financial crisis of the sector, but exhaustion of the local pool of candidates.

The number of jobs in production in 2025 amounted to 723 thousand – practically without change year-on-year. In Q1 2026 it fell to 722 thousand, by 0.2 percent below the level from a year earlier. Companies maintain positions, but have an increasingly bigger problem with filling them with workers from the local market.

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How Intraservis connects Dutch companies with workers ready to work

Data of CBS for 2025 and Q1 2026 compose into a consistent picture: the Dutch economy is growing (GDP +1.8 percent), companies employ more employees (+130 thousand year-on-year), wages are growing faster than inflation (+6.2 percent) – but the production sector loses workers quarter after quarter, despite growing wages.

The local labour market is not able to deliver a sufficient number of candidates to physical sectors. This is a structural gap, not a temporary fluctuation.

Intraservis specializes exactly in the area where this pressure is the biggest: production, logistics, construction, food processing. Recruiting workers from Poland, Ukraine and other countries of Central Europe, the agency delivers Dutch companies proven candidates ready to work – at the moment when the local market does not have them.

The key advantage of Intraservis is the comprehensiveness of service. Organization of accommodation in proximity of the workplace makes that the worker is ready to the first shift without logistical delays. Support in administrative formalities – BSN number, registration, health insurance – eliminates barriers, which often block foreign employment. Flexible models of cooperation, from seasonal contracts to long-term employment, allow companies to adjust the level of employment to real demand.

The growth of wages in the Netherlands by 6.2 percent yearly is an excellent information for workers considering departure – the real purchasing power of earnings is growing, and annual compensation per position is approaching 80 thousand euro. For employers this is a signal that the wage market is becoming more and more demanding and that a good candidate delivered by an efficient agency is a real operational advantage over competition, which still searches with methods from a decade ago.

FAQ

How did GDP of the Netherlands grow in 2025? According to data of CBS, GDP of the Netherlands increased in 2025 by 1.8 percent year-on-year, reaching value of 1 179 billion euro – compared to 1 122 billion euro and growth of 1.1 percent in 2024. Growth of GDP remained consistently through all four quarters, from 2.1 percent in Q1 to 1.8 percent in Q4.

How much employment amounted in the Netherlands in 2025? Total number of working people amounted in 2025 to 10 316 thousand people, by 50 thousand more than in 2024. The segment of employees grew by 130 thousand year-on-year to the level of 8 642 thousand positions. The total number of jobs amounted to 11 651 thousand.

By how much did wages grow in the Netherlands in 2025? Total employee compensation increased by 6.2 percent year-on-year, and wages and salaries by 6.0 percent. Annual compensation per position amounted to 79.8 thousand euro compared to 76.1 thousand euro in 2024 – increase by 3.7 thousand euro within one year.

What is happening with employment in the production sector? The production sector in the Netherlands loses workers despite a growing economy. In the whole 2025 year employment in production amounted on average to 751 thousand people – by 8 thousand less than a year earlier. In Q1 2026 it fell to 746 thousand, by 16 thousand below the level from a year earlier. At the same time wages in the sector were growing by 4.4 percent in 2025, which indicates a structural shortage of candidates, not a financial crisis of the sector.

How does Intraservis help Dutch companies? Intraservis recruits workers from Poland, Ukraine and other countries of Central Europe for Dutch production, logistics and industrial companies. The agency offers organization of accommodation, support in administrative formalities (BSN, insurance, registration) and flexible employment models – from seasonal contracts to long-term agreements.

As of April 2026, economic stability and dynamic growth in key sectors of the economy have arrived in the Netherlands. A positive signal is also the fact that inflation has stabilized at 2.7 percent, close to the European Central Bank’s target (cbs.nl). Retail trade recorded a year-on-year increase of 1.3 percent, while online sales are performing even better with a growth of 3.4 percent. Moreover, the Netherlands has just overtaken Germany as the global leader in cocoa product exports, reaching an export value of 12.4 billion euros in 2025. These positive economic indicators directly translate into increasing demand for workers in the food production, logistics, and retail sectors.

Table of Contents:

1. Inflation in the Netherlands: stabilization at 2.7 percent
   What does it mean for employee wages?
2. Retail trade is growing: 1.3 percent increase and a boom in e-commerce
3. The Netherlands as the new leader in cocoa exports: 12.4 billion euros in value
4. The food production sector needs workers
5. Logistics and warehouses: employment growth driven by rising online sales
6. How Intraservis connects workers with the growing Dutch economy

Inflation in the Netherlands: stabilization at 2.7 percent

Statistics Netherlands reported that, according to preliminary estimates, inflation in March 2026 reached 2.7 percent, slightly increasing from 2.4 percent in February (cbs.nl). This indicates economic stabilization after the turbulent years of 2022–2023, when inflation reached as much as 14.5 percent in September 2022.

Between February and March 2026, consumer prices increased by 0.7 percent month-over-month. This is in line with the average monthly change observed in March over the past decade. It is worth noting that the increase in inflation was mainly driven by rising energy prices, which grew by 6.5 percent year-over-year, while in February they remained unchanged. Prices of food, beverages, and tobacco increased moderately by 2.0 percent, while services became more expensive by 3.8 percent.

What does it mean for employee wages?

Stable inflation at 2.7 percent is good news for employees, especially those working in the Netherlands through employment agencies. It primarily means predictable living costs and greater ability to plan personal budgets. In the years 2022–2023, when inflation surged, rising prices significantly reduced the purchasing power of wages. The current inflation level allows employees to maintain the value of their earnings.

Moreover, Dutch minimum wage regulations are adjusted every six months based on the average increase in negotiated wages in the private sector. Stable inflation also means stable wage increases, which provides employees with a sense of financial security. For international workers employed by Intraservis, this stability is particularly important, as many of them send part of their earnings to families in Poland or Ukraine, and the predictable purchasing power of the euro is crucial.

Data also shows that prices of non-energy industrial goods remained stable at just 0.4 percent year-over-year growth, meaning everyday products are only slightly becoming more expensive. This is another positive signal for employees, who can maintain their standard of living without constant adjustments to their household budgets.

Retail trade is growing: 1.3 percent increase and a boom in e-commerce

In February 2026, Dutch retail trade recorded a turnover increase of 1.3 percent year-over-year, while the sales volume increased by 0.6 percent (cbs.nl). These figures are adjusted for calendar days, as some days of the week typically generate higher sales. Growth was recorded in both the food sector (1.4 percent) and the non-food sector (1.2 percent).

The highest growth was observed in home furnishing stores, which increased by 5.5 percent year-over-year. Drugstores (5.3 percent) and consumer electronics stores (3 percent) also ranked high. Growth was also recorded in clothing and footwear stores (2 percent), while stores selling recreational goods remained unchanged.

Online sales growth is also worth noting. E-commerce turnover increased by 3.4 percent year-over-year, which is significantly faster than traditional retail. The strongest growth was observed in the food and personal care segment, reaching nearly 9 percent. Online turnover in clothing and fashion products increased by 3.7 percent, while other non-food products grew by 0.3 percent.

Such growth directly impacts demand for workers, especially in e-commerce. Distribution centers require employees for order picking, packaging, and handling logistics systems.

At the same time, physical stores need staff for customer service, shelf restocking, and inventory management. A 1.3 percent increase may seem small, but on the scale of the entire Dutch retail market, it translates into thousands of additional jobs and increased demand for flexible labour.

The Netherlands as the new leader in cocoa exports: 12.4 billion euros in value

The Netherlands achieved a historic breakthrough in 2025 by overtaking Germany, the previous leader in cocoa product exports such as chocolate, cocoa mass, cocoa butter, and cocoa powder (cbs.nl). The results are remarkable – Dutch cocoa product exports reached 12.4 billion euros, of which 11.4 billion euros was re-export. This represents nearly a threefold increase compared to 4.2 billion euros in 2020.

It is worth noting that the Netherlands is the world’s largest importer of cocoa beans, and Amsterdam remains the largest cocoa trading port globally. Cocoa beans arrive in large quantities from West Africa, mainly from Ivory Coast, which supplies 27 percent of Dutch cocoa imports. They are then processed in the Zaan region into semi-finished products exported to other countries for chocolate production.

The increase in export value was driven by a significant rise in cocoa bean prices, reflecting several years of weak harvests due to unfavorable weather conditions in West Africa. As a result, in 2025 the Dutch economy earned approximately 3 billion euros from cocoa exports, representing a significant contribution to GDP.

Germany remains the main recipient of Dutch cocoa products (25 percent), followed by Belgium (13 percent). The Netherlands exports about one-quarter of its cocoa products as chocolate and three-quarters as semi-finished products, while Germany specializes more in finished chocolate exports.

The food production sector needs workers

Taking the position of global cocoa export leader, combined with strong growth in food retail, increases workforce demand. Factories and warehouses must operate at full capacity to meet growing demand. A nearly 300 percent increase in exports over five years also means a proportional rise in employment needs.

Food production requires workers at various levels of specialization – from production line workers operating processing machines, through forklift operators transporting materials, to quality control specialists ensuring compliance with strict Dutch and European standards.

The nearly 9 percent increase in online sales of food and personal care products further boosts demand for workers in distribution centers handling e-commerce orders.

The Dutch food sector is known for high automation and advanced technologies. Therefore, jobs in this sector are not just simple repetitive tasks. Collaborative robots, vision systems, and advanced production management software require employees who understand how to operate systems and respond to unexpected situations.

Logistics and warehouses: employment growth driven by rising online sales

Growth of online sales by 3.4 percent year-on-year, and especially the dynamic growth of 9 percent in the segment of food and personal hygiene products, has a direct impact on the logistics sector. Dutch warehouses and distribution centres operate at full capacity in order to meet the growing demand for fast and reliable deliveries.

Growth of e-commerce requires specific competences from warehouse employees. Traditional warehouses handled large pallets of goods sent to retail stores. Modern fulfilment centres for e-commerce must handle thousands of individual orders daily, each consisting of different products that need to be picked, packed and sent to individual customers. This requires from employees physical efficiency, but also the ability to operate barcode scanners, tablets and warehouse management systems.

Growth of online sales also means demand for employees in a shift system. E-commerce does not know store closing hours – orders come in 24 hours a day and 7 days a week. Many modern warehouses operate in a three-shift system, and some of the largest distribution centres operate non-stop. For employees this means the possibility of choosing a shift best suited to their preferences and access to shift allowances increasing base salary.

How Intraservis connects workers with the growing Dutch economy

In the face of a growing Dutch economy, stable inflation and dynamically developing sectors of food production, logistics and retail trade, demand for qualified employees has reached the highest level in years. For employment agencies such as Intraservis, specializing in international recruitment, this is a unique opportunity to help both Dutch employers and employees from Poland, Ukraine and other countries of Central and Eastern Europe.

Intraservis understands the specifics of the Dutch labour market and knows the needs of companies operating in sectors that are currently growing the most. The key element of the added value of Intraservis is comprehensive support going beyond recruitment itself.

Flexibility of employment models is an advantage of cooperation with Intraservis. In times when the economy grows by 1.3 percent, inflation amounts to 2.7 percent and the economic future remains uncertain, companies need the possibility of flexible adjustment of the level of employment to real demand. Intraservis offers different models of cooperation, from short-term seasonal contracts for companies handling peaks of sales (such as the pre-Christmas period in retail trade) to long-term contracts for employees in stable sectors such as food production.

For Dutch employers in the logistics sector, who experience 9-percent growth in the online segment of food and personal hygiene products, Intraservis is a partner who can quickly increase the team with additional employees when the peak of orders arrives, and then help adjust the level of employment when demand decreases. This flexibility is crucial in an industry characterized by seasonal fluctuations and unpredictable spikes in demand.

FAQ

Is 2.7 percent inflation in the Netherlands good for workers? Yes, 2.7 percent inflation is close to the European Central Bank’s target and means stable, predictable living costs. Compared to the peak inflation rate of 14.5 percent in 2022, the current situation allows workers to maintain the purchasing power of their wages and plan their household budgets.

Why is the growth in online sales important for the labor market? A 3.4 percent increase in online sales-and particularly a 9 percent rise in the food segment—means growing demand for workers in distribution centers, warehouses, and logistics. Every online order requires workers to pick, pack, and ship it, creating thousands of jobs.

How does the Netherlands’ position as a leader in cocoa exports affect employment? Cocoa product exports worth 12.4 billion euros mean an extensive processing infrastructure, particularly in the Zaan region. Facilities that process cocoa beans into semi-finished products need production line workers, machine operators, quality control inspectors, and warehouse staff. A nearly 300 percent increase in exports over five years generates a proportional increase in staffing needs.

What kind of support does Intraservis offer to international employees? Intraservis offers comprehensive support that goes beyond recruitment: assistance in finding affordable housing, help with administrative formalities (BSN number, health insurance, municipal registration), organization of required training and certifications, and flexible employment models tailored to employees’ needs.

Is it worth working in the food production sector in the Netherlands? Yes, the Dutch food production sector offers stable employment in modern facilities equipped with advanced technologies. Strict Dutch occupational safety regulations ensure better working conditions than in many other countries. Additionally, working in the export sector means stable order volumes even during more challenging economic periods.

What are the employment prospects in the Netherlands in 2026? Data from April 2026 show a stable economy with growing food production, logistics, and retail sectors. Stable inflation, rising exports, and growing online sales create a positive outlook for the job market. Companies need employees and are willing to offer competitive terms to attract and retain good candidates.

March 2026 is a strange month, especially for Dutch employers. Data shows that consumer confidence Netherlands has dropped to minus 30 points, the lowest result in 4 years. At the same time, housing prices Netherlands 2026 are rising by 5.4 percent annually to an average of 487,768 euros, while on the labour market 146 thousand unemployed found work in February alone. There is no better word than “paradox” to describe what is currently happening in the Dutch labour market 2026.

Table of Contents:

1. Consumer confidence crisis: what it means for business
2. Housing market as an economic barometer
3. Dutch labour market 2026 dynamics: the paradox of rising unemployment and mass recruitment
   3.a 146 thousand new jobs in one month
4. How Intraservis helps companies survive the confidence crisis through flexible staffing solutions
5. Forecasts and strategies for the coming months
6. Summary
7. FAQ

Consumer confidence crisis: what it means for business

The Consumer Confidence indicator (calculated based on the balance of positive and negative responses to five questions about the economic situation and consumers’ willingness to spend, where the scale ranges from minus 100 to plus 100) fell from minus 24 points in February to minus 30 points in March, the largest monthly decline in nearly four years.

This is a tragic result because the current level is significantly below the long-term average of minus 11 points. For comparison, it’s worth noting the highest level of confidence in the history of CBS measurements. It reached plus 36 points in January 2000, while the lowest minus 59 points was recorded in September and October 2022.

The greatest concern is the growing pessimism related to the economy – the indicator component fell from minus 42 to minus 54 points. The Dutch are negatively oriented both towards prospects for the next twelve months and towards assessment of the situation from the past year. Willingness to purchase also fell from minus 11 to minus 15 points, and consumers are more negative about making large purchases.

For employers, this means shifting recruitment strategy towards flexible staffing solutions Netherlands instead of traditional permanent contracts. Rather than freezing recruitment and risking a lack of workforce when orders increase, companies are increasingly beginning cooperation with recruitment agency Netherlands providers, which allow teams to scale up or down quickly, thus limiting costs of mismatched workers, turnover, rehiring, etc. This approach enables maintaining operational capacity while managing risk in uncertain times.

Housing market as an economic barometer

Interestingly, while consumer confidence falls, the Dutch housing market shows surprising resilience. The average price of existing owner-occupied homes rose by 5.4 percent in February 2026 year-on-year. In monthly terms, prices increased by 0.1 percent, and in February were already 15.5 percent higher than at the peak in July 2022. The average transaction price was 487,768 euros.

A good sign is that the number of housing transactions is also growing. According to Kadaster, 17,675 transactions were registered in February, representing an increase of over 8 percent year-on-year. In the first two months of 2026, a total of 36,568 homes changed owners – an increase of nearly 7 percent.

This paradox stems from the fundamental shortage of housing in the Netherlands, which does not disappear regardless of consumer sentiment. Why is this important information for employers and why does it have direct consequences for recruitment strategies? Well, a worker earning 3,000 euros net per month may have difficulty finding affordable accommodation for workers Netherlands in Amsterdam or Rotterdam, which positions recruitment agencies offering accommodation assistance as key partners.

Dutch labour market 2026 dynamics: the paradox of rising unemployment and mass recruitment

It’s worth looking at the statistics that last month offered us. In February 2026, there were 416 thousand unemployed people in the Netherlands, representing 4.1 percent of the workforce. Unemployment Netherlands 2026 grew by an average of three thousand people monthly over the past three months. It would seem that these numbers might suggest deterioration in the labour market situation.

However, deeper analysis shows a completely different picture. In February, as many as 146 thousand unemployed people found work, which testifies to the extraordinary mobility of the Dutch labour market. At the same time, 102 thousand unemployed stopped actively looking for work. This means that in February, a total of 248 thousand people who were unemployed three months earlier already had jobs.

146 thousand new jobs in one month

This number is another paradox in the labour market. It shows both opportunities and challenges for employers. There is a huge pool of candidates ready to work, but competition for the best is fierce, and employers must act quickly. At the same time, 121 thousand employed people lost their jobs, and 136 thousand people began actively seeking employment. In February, 257 thousand people were unemployed, while three months earlier they were still working.

The number of people receiving unemployment benefits was 205.5 thousand at the end of February, slightly less than in January. In February, 22.2 thousand new people received benefits, and 22.4 thousand benefits were terminated. This relative stability with high labour market turnover suggests that most people losing jobs find new employment relatively quickly.

How Intraservis helps companies survive the confidence crisis through flexible staffing solutions

As Intraservis, we offer comprehensive solutions responding to the Dutch labour market paradox. Operating in the Netherlands and Poland, the agency specializes in international recruitment Netherlands for production, logistics, horticulture and many others. The value of cooperation extends beyond recruitment itself, encompassing three key pillars.

The first pillar is the speed of international recruitment. When 146 thousand people find work monthly, and candidates available today may be employed by competitors tomorrow, speed of action is crucial. Intraservis has a base of candidates in Poland and other Central and Eastern European countries, i.e., countries with strong traditions in technical professions. We also conduct a continuous recruitment and pre-selection process, which means the possibility of presenting and confirming suitable candidates within days. The process includes verification of qualifications, experience and references.

The second pillar is comprehensive assistance with worker accommodation. With relatively high property prices and rising rental costs, providing affordable accommodation is often a greater challenge than recruitment itself. As Intraservis, we take full responsibility for organizing accommodation, which eliminates the problem for employers and ensures workers’ comfort from arrival in the Netherlands. The agency ensures decent conditions, appropriate location and safety, which directly affects workers’ productivity and loyalty.

The third pillar is flexibility of employment models. When consumer confidence drops to minus 30 points and economic prospects are uncertain, companies need the ability to adjust employment without excessive risk of long-term obligations. Intraservis offers various cooperation models, from short-term contracts through seasonal employment to long-term agreements. When an employer experiences increased orders, we quickly provide additional temporary workers Netherlands. When demand decreases, flexible contracts allow cost reduction without painful layoffs.

In addition to the main pillars, Intraservis offers support in administrative formalities – assistance in obtaining BSN numbers, arranging mandatory health insurance, and ensuring compliance with Dutch labour law, including new 2026 regulations. Long-term partnership brings benefits in the form of lower employee turnover and better matching of candidates to companies’ organizational culture.

Forecasts and strategies for the coming months

Observing data from the first quarter of 2026, one can outline scenarios for the situation’s development and propose a strategy for companies. Key will be monitoring three indicators: consumer confidence, housing prices, and Dutch employment trends 2026.

Consumer confidence will probably oscillate between minus 25 and minus 35 points in the second half of the year, with the possibility of gradual improvement by year’s end. For companies, this is the moment to take necessary action. Choosing flexible team management will allow maintaining competitiveness during downturns and quickly capitalize on demand recovery when consumers regain confidence. Companies cooperating with staffing agencies can respond to changes in days instead of months, and this will give an advantage over competition operating exclusively with permanent contracts.

The housing market will remain relatively stable. The fundamental shortage of housing will not disappear in a year or two, meaning pressure on prices will remain. A slowdown in growth rate to 3-4 percent is possible, but a drastic price drop is unlikely. For employers, the problem of worker accommodation will remain current, despite new premises appearing.

Labour market dynamics will probably remain high. The number of 146 thousand people transitioning from unemployment to employment may decrease slightly, but not dramatically. Unemployment may increase to 4.5-5.0 percent by year’s end, but the number of vacancies in key sectors will remain high due to structural shortages.

What does this mean specifically for companies? First of all, it’s worth choosing flexible employment through staffing agencies instead of immediately hiring everyone on permanent contracts – this allows quick adjustment to changes in orders without painful cuts.

At the same time, one cannot wait with folded arms: when a good candidate appears, you must act quickly, because tomorrow they may already be working for the competition. You should also take care of people who already work in companies. In times when 146 thousand people change jobs monthly, an experienced worker who knows your processes and doesn’t plan to leave is worth their weight in gold.

Summary

The Dutch economy in the first quarter of 2026 presents itself as a series of paradoxes requiring strategic thinking and a flexible approach. Consumer confidence fell to minus 30 points with particular pessimism regarding economic prospects and reluctance towards large purchases. At the same time, the housing market shows resilience, with prices rising to an average of 487,768 euros and transaction growth of 8 percent, driven by a fundamental housing shortage.

The labour market shows the most striking paradox: despite unemployment rising to 4.1 percent, as many as 146 thousand unemployed found work in February, testifying to the extraordinary mobility of the Dutch labour market. This high turnover creates both challenges and opportunities for employers.

In the face of conflicting signals, flexibility in human resource management has become a necessity. Intraservis responds to every dimension of flexibility through fast international recruitment, full accommodation support, flexible employment models, and assistance with formalities and legal compliance. Long-term partnerships translate into lower turnover and better candidate matching.

Forecasts indicate a prolonged period of uncertainty, with oscillating consumer confidence, stable housing prices, and continuation of high labour market dynamics. Success strategies require careful cost management, a proactive approach to recruitment, and investment in employee relationships.

The Dutch paradox of 2026 will not disappear quickly, but companies that adapt through a flexible approach and cooperation with professional partners such as Intraservis have a chance not only to survive this difficult period but to emerge from it strengthened.

FAQ

Why is consumer confidence falling despite rising housing prices? Consumer confidence reflects general sentiment about the economic future, while housing prices are driven by a fundamental housing shortage in the Netherlands. People may be pessimistic about the economy, but still need somewhere to live, and investment in real estate is perceived as safe long-term.

How is it possible that unemployment is rising while 146 thousand people find work monthly? It’s a matter of labour market flows. At the same time as 146 thousand unemployed find work, 121 thousand employed lose their jobs, and 136 thousand enter the market from economic inactivity. If more people lose work or enter the market than find employment, unemployment rises despite high hiring numbers.

What does falling consumer confidence mean for my company? Consumers will be more cautious in spending money, especially on large purchases. Companies should expect lower demand and prepare for unpredictable order patterns. This is a good time for flexible employment models that allow quick cost adjustment to actual demand.

Why are high housing prices a problem for recruitment? With an average price of 487,768 euros, workers, especially young people or those with families, have difficulty finding affordable accommodation. Even with competitive wages, high living costs can discourage candidates. This makes accommodation assistance a key element of effective recruitment strategy.

What are the main advantages of cooperating with Intraservis in the current situation? Main advantages are speed of international recruitment, solving the accommodation problem with high housing prices, flexibility of employment models allowing cost adjustment to variable demand, and comprehensive assistance with formalities and compliance with Dutch labour law. In times of uncertainty, these benefits are particularly valuable.

Will the economic situation worsen in the coming months? Forecasts indicate a prolonged period of uncertainty, but not dramatic deterioration. The labour market will remain dynamic, and in key sectors worker shortages will persist. Companies that maintain flexibility and proactively manage human resources can use this period as an opportunity to strengthen their competitive position.

The year 2026 started with moderately positive signals for the Dutch market. The hospitality and hotel industry ended the fourth quarter of 2025 with a 3.2 percent increase. Retail trade recorded a turnover growth of 2.2 percent in January, and inflation stabilized at 2.4 percent in February. Despite these figures, business sentiment remains cautious. Data published by the Dutch statistics office CBS shows not only the current state of the economy, but also growing staffing challenges in key employment sectors.

Table of Contents

1. Inflation Under Control – Stable Consumer Market
2. Retail Trade Gains – Rising Demand for Personnel
3. HoReCa Industry: Turnover Growth, Business Pessimism
4. Staffing Challenges of the Dutch Labor Market
5. How Intraservis Supports Dutch Employers
6. Summary
7. FAQ – Frequently Asked Questions

Inflation Under Control – Stable Consumer Market

The latest CBS data shows that inflation in the Netherlands was only 2.4 percent in February 2026. This is maintaining the same level as in the previous month, and the stabilization is very good news. Especially if we go back to 2022/2023, when inflation could reach even 14.5 percent. Returning to a level close to the European Central Bank’s target is a signal that price pressure on households has significantly decreased. This also means that the consumption possibilities of people living in the Netherlands have increased. This also applies to the condition of enterprises operating in sectors serving consumers.

Detailed analysis shows varied pace of price growth in individual product categories. The highest price jump was recorded in services, which amounted to 4.2 percent year-on-year, while for food and beverage prices we’re talking about an increase of 1.4 percent. Particularly interesting are energy prices, including motor fuels. Compared to the previous year, they hardly changed at all, which is a huge difference considering the increases observed at the peak of the energy crisis.

IInflation stabilization is hugely important for the labor market, especially for sectors such as retail or hospitality. It is in these sectors that wages constitute a significant share of operating costs, and employers over recent years have had to raise salaries to keep up with rising living costs and maintain competitiveness in the fight for workers.

Retail Trade Gains – Rising Demand for Personnel

Turnover in Dutch retail trade increased by 2.2 percent in January 2026 compared to January of the previous year, with sales volume, adjusted for price changes, increasing by 1.2 percent. This growth, although moderate, shows that consumers in the Netherlands maintain a certain level of confidence in the economy and are willing to spend money despite earlier turbulence related to high inflation.

It’s worth noting that the food sector recorded a turnover increase of 2.6 percent, but supermarkets did better than specialist stores. Large chains increased their turnover by 3.2 percent, while smaller stores recorded a decline of 0.9 percent. This situation shows that consumers are still looking for savings, and due to economies of scale, prices in large-format stores are significantly lower.

In the non-food sector, sales at the level of 1.9 percent were recorded. The biggest increase was recorded by consumer electronics stores, as their turnover increased by as much as 10.8 percent. Good results were also recorded by personal care product stores (+8.9 percent) and footwear stores (+4.1 percent). Importantly, the fastest-growing segment of Dutch retail trade, namely online trade, also continued its upward trajectory. It increased its turnover by 3.6 percent in January 2026, with online sales of food and personal care products growing particularly dynamically, by as much as 7.0 percent.

How should the labor market read this data? It means growing demand not only for workers in traditional brick-and-mortar stores, where salespeople, cashiers and shift managers are needed, but also for staff in logistics centers and warehouses serving online trade, where manual workers are involved in order picking, product packaging and logistics system operation.

HoReCa Industry: Turnover Growth, Business Pessimism

The Dutch hospitality and hotel industry can also be pleased with growth. In its case, turnover increased by 3.2 percent compared to the same period last year. However, it should be noted that this result is the result of differentiated trends in individual segments of the industry.

Catering services did significantly better than the accommodation sector, recording a turnover increase of 4.2 percent, while in the case of the accommodation sector, this increase was only 0.5 percent. The highest growth in the catering segment was recorded by catering services and canteens (6.2 percent), which shows that both private companies and public institutions have returned to regular use of external catering services after the period of restrictions related to the pandemic.

Fast food restaurants increased turnover by 4.7 percent, traditional restaurants recorded growth of 3.7 percent, and cafes and bars recorded growth of 2.6 percent (source). The accommodation sector presents a more complex picture, where the increase in hotel turnover by 2.3 percent was almost completely offset by a decline of 4.2 percent in the holiday rental and camping segment.

Despite the increases shown above, sentiment in the hospitality and hotel industry is not optimistic. This is shown by the business confidence indicator in the sector, which fell from minus 8.4 at the beginning of the fourth quarter of 2025 to minus 12.0 in the first quarter of 2026. This pessimism of entrepreneurs is primarily due to negative expectations regarding economic prospects for the next three months and growing concerns about the availability of qualified staff and rising costs, especially in terms of wages.

Staffing Challenges of the Dutch Labor Market

Turnover growth in retail trade and the HoReCa industry directly affects greater demand for workers. Taking into account the current state of the Dutch labor market, entrepreneurs are aware that this will be a huge challenge for them.

The Netherlands has been struggling with a structural shortage of labor for many years. This is influenced by many factors, including: demographics, low unemployment, low birth rate, high employment rate of people of working age and much more. This means that the pool of available workers is small and continues to shrink.

Industries definitely more exposed to staffing problems include retail trade and the HoReCa industry. This is due to the fact that these industries offer relatively worse remuneration compared to other sectors of the economy and require work at unpopular hours, including evenings, weekends and holidays. One should also remember the very high turnover among employees.

In times of low unemployment and a competitive labor market, it is increasingly difficult to find candidates willing to work in positions such as waiters, cooks, cashiers or warehouse workers. The solution to the problem of labor shortage may be obtaining workers from other countries such as Poland, Romania or other countries of Central and Eastern Europe. People from these countries have for years been an important part of the workforce in Dutch hospitality and trade, contributing to maintaining the operational continuity of companies.

How Intraservis Supports Dutch Employers

In response to the growing staffing challenges of the Dutch labor market, Intraservis offers comprehensive solutions for employers in the retail, hospitality and hotel, logistics and other sectors. As a specialized employment agency operating in both Poland and the Netherlands, Intraservis understands the specifics of both markets and can effectively connect the needs of Dutch employers with the aspirations and competencies of workers from Central and Eastern Europe, who are looking for attractive employment opportunities in the stable legal and economic environment that is the Netherlands.

Intraservis services include a full range of support, from defining the employer’s staffing needs, through recruitment and selection of suitable candidates, to support in the relocation process, administrative formalities and integration of employees in the new workplace. For Dutch employers, this means the possibility of quick and effective filling of vacancies without having to invest time and resources in building their own recruitment channels abroad, and Intraservis ensures that the workers provided have appropriate qualifications, are motivated to work in the Netherlands and receive the necessary support in terms of accommodation and adaptation to life in a new country, which significantly increases the probability of long-term employment and reduces turnover.

For workers from Poland and other countries, cooperation with Intraservis means access to legal employment in the Netherlands, competitive pay conditions in line with Dutch standards, support in finding housing and assistance in completing all formalities related to registration, insurance and opening a bank account.

Intraservis services become particularly important for employers who see growing demand for their products and services. Business owners need certainty that they will be able to secure an adequate number of workers to serve customers, prepare meals, manage warehouses and fulfill orders. Thanks to cooperation with Intraservis, they have the opportunity to scale employment in response to changing business needs, without the risk associated with lack of staff at key moments of the year, such as the summer season in tourism or the pre-Christmas period in retail. At the same time, they have a guarantee that all legal and administrative aspects related to the employment of foreign workers are professionally managed in accordance with the applicable provisions of Dutch labor law.

Summary

The Dutch consumer market in 2026 shows signs of stable growth, with inflation staying at a controlled level of 2.4 percent, retail turnover growing by 2.2 percent and the HoReCa industry increasing revenues by 3.2 percent in the fourth quarter of 2025. These are very positive economic indicators that show that the Dutch consumer still trusts economic stability and is willing to spend money. This in turn creates development opportunities for entrepreneurs.

It is worth remembering that this growth also means new staffing challenges that business owners must deal with. The shortage of workers in the Dutch labor market is becoming increasingly acute for employers in hospitality, hotels and retail. This is a real problem, and it is deepened by concerns about rising operating costs, which can lead to blocking enterprise development.

In this context, cooperation with specialized employment agencies, such as Intraservis, becomes a key element of human resource management strategy for Dutch employers. Thanks to the possibility of quick and effective acquisition of qualified workers from abroad, while ensuring comprehensive support in terms of relocation, integration and handling of administrative formalities, companies can fully exploit market growth potential and build competitive advantage in times of structural labor shortage.

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FAQ – Frequently Asked Questions

What is the current inflation rate in the Netherlands?

According to CBS data, inflation was 2.4 percent in February 2026. This is a significant improvement compared to the peak of 14.5 percent in September 2022. Inflation stabilization means greater predictability for employers in planning wage budgets.

Which retail sectors are growing the fastest?

Consumer electronics trade is growing the fastest (increase of 10.8 percent) as well as personal care products (8.9 percent). Online trade increased turnover by 3.6 percent, with online food sales increasing by 7.0 percent.

Why are HoReCa entrepreneurs pessimistic despite turnover growth?

The business confidence indicator fell from minus 8.4 to minus 12.0, despite a 3.2 percent increase in turnover. Entrepreneurs fear a slowdown in demand, rising wage costs and difficulties in recruiting workers.

What are the biggest staffing challenges for Dutch employers?

The main problem is a structural shortage of labor resulting from an aging society and low birth rate. The HoReCa industry and retail trade suffer particularly from low wages, unpopular working hours and high turnover.

How can Intraservis help Dutch employers?

Intraservis offers comprehensive recruitment of workers from Poland and other Central and Eastern European countries, support in relocation and administrative formalities and assistance in integration. Employers can quickly fill vacancies, and workers receive support in accommodation and adaptation.

Do foreign workers receive the same wages as local workers?

Yes, all workers employed by Intraservis receive remuneration in accordance with Dutch legal and industry standards, complying with minimum wage rates and conditions specified in collective labor agreements.

In 2026, temporary work in the Netherlands is strongly dependent on workers who were born outside the country. This is a consequence of trends that were visible in previous years. Data published by CBS show that more than half of the positions provided through temporary work were filled by migrants.

Table of contents

1. Scale and significance of the phenomenon
   
2. Key factors and data
   
3. Structure of workers’ origin
   
4. Short length of stay and its consequences
   
5. Challenges and problems
   
6. Expert analysis
   
7. Recommendations and solutions
   
8. FAQ

Scale and significance of the phenomenon

In order to fill labor shortages in the economy, the Netherlands has largely based its system on the temporary work sector. In 2024, more than 2.3 thousand employment agencies were actively operating, which together provided around 407 thousand jobs.

Considering the scale, we can conclude that temporary work does not only serve as a supplement to the market, but is its important element and finds application especially in areas requiring uninterrupted staffing and high organizational flexibility.

The importance of this sector lies not only in the number of jobs offered, but in its systemic function. TTemporary work in the Netherlands increasingly acts as a labor market buffer. It absorbs tensions caused by labor shortages, volatile demand and cost pressure. Thanks to this, it is possible to maintain the continuity of production and logistics processes even in conditions of low unemployment and limited availability of local workers.

Among temporary workers themselves, as many as 52.4% were workers born outside the Netherlands, and in the entire sector – counted together with agency administrative staff – this share amounted to 44.4%. To illustrate the scale of the phenomenon, one can go back to 2010, when this share was 27.2%. In a relatively short time, a large increase was recorded, which indicates that the temporary work sector has become an area of particularly strong internationalization of the labor market, significantly outpacing the pace of changes observed in the entire economy.

Looking at this from a macroeconomic perspective, we can conclude that the consequence is a strong dependence of many industries on the efficient functioning of temporary work. This sector has ceased to be a tool allowing for a quick response in the event of sudden increases or seasonality, and has begun to gain increasing importance. We have reached a point where the economy, through temporary employment agencies, absorbs a significant part of the additional labor supply.

Considering the scale, it is not surprising that changes occurring in the temporary work sector significantly affect other industries. Problems with the availability of workers, rising employment costs or organizational conditions will affect the entire supply chain. As a result, temporary work in the Netherlands is not only a barometer of tensions in the labor market, but one of the main factors influencing the country’s economic stability. This confirms how temporary work Netherlands foreign-born workers have become essential to economic stability.

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Key factors and data

Changes and the impact of the temporary work sector on the overall picture of the economy in the Netherlands are not the result of a crisis or a one-time shock. It is a combination of factors that have been gradually accumulating. Ultimately, temporary work has become the area where tensions and problems appear the fastest and in the most pronounced way. The data clearly show that temporary work Netherlands foreign-born workers are a structural solution, not a short-term fix.

The greatest importance is the correlation between the demand for labor and the profile of the currently available workforce. The greatest demand is for filling positions requiring availability, physical and shift work, while the qualification structure of local workers increasingly poorly matches these needs. As a result, the temporary work sector plays the role of an adaptive mechanism that enables companies to function despite the growing mismatch in the labor market.

Labor market pressure and structural mismatch

Due to the tight labor market, companies increasingly report problems filling vacancies using local resources. The biggest difficulties occur in agriculture, distribution centers and industry, i.e. in sectors where the number of job offers significantly exceeds the number of candidates willing to take up work. For this reason, international recruitment becomes a necessity if a company wants to maintain its current volume or increase it.

Another problem is the mismatch of qualifications to the nature of available positions. As emphasized by the chief economist of the statistical agency Peter Hein van Mulligen:

“Dutch workers are often too highly educated for the available jobs, so employers then still have to look abroad.”

This means that the labor market problem does not boil down solely to the number of workers, but to the structure of labor supply. The high level of education of the local workforce does not always correspond to the demand for specific types of work. In such conditions, temporary work becomes a natural channel for acquiring workers from abroad, and its importance systematically grows.

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Structure of workers’ origin

A significant majority of temporary workers in the Netherlands are people born in Europe. The largest group consists of Poles, whose number is around 82.5 thousand. The next places are occupied by Romania, Ukraine and Bulgaria, which together fill around 66 thousand temporary jobs. Workers from outside Europe filled over 20 thousand positions.

Although wage differences between Western and Central-Eastern Europe are beginning to blur, workers from this region are characterized by greater mobility and willingness to take up work below their qualifications. Thanks to this, companies gain access to a theoretically stable personnel base. Theoretically, because competition between destination countries for the same candidates continues to grow. In the longer term, this increases pressure on working conditions, living costs and the quality of employment organization.

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Short length of stay and its consequences

Contemporary temporary work in the Netherlands is characterized by a short length of stay of a significant part of workers. According to CBS data, over 67% of temporary work is performed by people staying in the country for less than two years. This means that significant parts of many industries operate based on workers at an early stage of adaptation, often without long-term plans related to the Dutch labor market.

From an organizational perspective, a short length of stay changes the way entire teams function. Workers who are just learning work realities, procedures and organizational culture need more support and clear frameworks for action. At the same time, companies must take into account that investment in adaptation does not always translate into long-term cooperation. As a result, the temporary work sector operates in conditions of permanent “workforce liquidity,” which becomes its permanent feature rather than an exception.

Short length of stay also affects workplace relationships. Teams are reconfigured more often, and continuity is sometimes interrupted. This translates into a greater burden on permanent employees and shift leaders, who must constantly onboard new people and somehow compensate for the lack of experience. On the organizational scale, this leads to an increase in indirect costs that are difficult to capture in simple employment calculations.

High turnover as a systemic feature

When an employee’s stay is short-term, turnover is a recurring phenomenon and has a systemic character. This is a consequence of an employment model based on high mobility, and not merely the effect of dissatisfaction or wage levels elsewhere. Since many people treat temporary work as a transitional stage, this limits the possibility of building long-term team stability.

Of course, this affects the way the company functions and its results. Due to constant turnover, periods appear in which the company operates with reduced productivity, there is a greater risk of errors, and a need to involve permanent employees in training new ones. In such conditions, the key factor of success is not the number of available workers, but the company’s ability to operate in conditions of constant change.

This situation also affects the perception of temporary work by workers. This type of employment is for people more an opportunity for quick earnings than an element of building a stable career path. As a result, temporary work in the Netherlands increasingly clearly functions as a market segment based on short employment cycles, the consequences of which are felt not only at the level of individual companies, but of the entire economy.

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Challenges and problems

International worker mobility is a model whose structure has significant tensions. Thanks to this solution, enterprises can quickly respond to staff shortages, but must also face greater employment complexity. In 2026, challenges related to responsibility in the chain of intermediaries, the organization of accommodation and transport, and communication in a multilingual environment are particularly visible.

Companies compete for short-term workers, and because many of them are present in the country, even small deviations from a migrant’s expectations may result in their departure. The effect of this state of affairs is that companies operate in a mode of continuous recruitment, and their ability to maintain stability depends more on HR activities than on the availability of candidates.

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Expert analysis

From the perspective of Intraservis experts, CBS data only confirm what has long been said in the context of the Netherlands. Temporary work is currently a permanent element of the labor market structure, which is strongly dependent on labor migration. Competitive advantage therefore lies not only in the quick acquisition of workers, but also in the ability to properly onboard them, create appropriate conditions for them and retain these people within organizational structures.

Although pay rates of course significantly influence the choice of workplace, schedule predictability, clear rules, good communication and organizational support determine whether an employee stays with a company. This is probably the most important factor when the market operates in a model in which employees work for short periods in selected places.

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Recommendations and solutions

In 2026, companies using temporary work should treat it as a process, not a one-time reaction to labor shortages. This means the need to organize onboarding, standardize communication and exercise real quality control over recruitment partners. Where these elements are consistent, turnover decreases and temporary work fulfills its stabilizing function.

From the perspective of the market and public institutions, regulatory predictability is of great importance. Because the scale of the share of workers born abroad in the temporary work sector is very large, even small changes in regulations may have wide economic consequences.

CBS data clearly show that temporary work in the Netherlands is to a very large extent based on foreign workers and that this is a long-term trend. In these realities – in 2026 and probably every subsequent year – the key challenge for companies will be retaining employees in the workplace, not merely finding them.

If your company uses temporary work or plans international recruitment, contact Intraservis experts. Our company specializes in recruitment, coordination, legalization and payroll and HR services. Thanks to our support, you will reduce turnover and increase employment predictability. Any long-term strategy must recognize that temporary work Netherlands foreign-born workers will remain central beyond 2026.

FAQ – frequently asked questions

Why does temporary work Netherlands foreign-born workers rely so heavily on migration?

Because the labor market is structurally tight and local labor supply does not meet demand in sectors such as logistics, agriculture and industry.

Is the high share of foreigners in temporary work a temporary phenomenon?

No. CBS data show a systematic increase in this share since 2010, indicating a permanent structural change.

Which countries do most temporary workers come from?

The largest group consists of people born in Poland, followed by Romania, Ukraine and Bulgaria.

How does a short length of stay affect employment stability?

It increases turnover and the importance of the quality of onboarding and work organization in the initial period of employment.

What is the biggest challenge for companies in 2026?

Maintaining operational stability with high worker mobility and growing organizational complexity.

How can companies reduce turnover?

By providing predictable conditions, consistent onboarding and clear communication, which are more important than the pay rate alone.

Food waste labour shortages Netherlands reveal that losses occur across the entire food supply chain, not only at consumer level. Doing so makes it clear that the problem arises across the entire supply chain. According to research institutions, a very large share of losses occurs much earlier than might be expected. Using the Netherlands as an example, it can be observed that this often happens at the very beginning of the process and is frequently caused by a shortage of labour. The problem is most evident in sectors where work is seasonal, time-intensive, and difficult to fully automate. As a result, a lack of workers translates directly into the scale of food waste in the Netherlands, despite high levels of production and sustained market demand.

Table of Contents

1. Overproduction of food and real operational constraints
2. Staff shortages in the Netherlands – data and market trends
3. Agriculture and the agro-food sector as areas of particular risk
4. Food waste as an effect of labour constraints
5. The role of foreign workers and employment agencies
6. FAQ

1. Overproduction of food and real operational constraints

At the outset, it is worth noting that Dutch agriculture is characterised by exceptionally high efficiency on a European scale. Under favourable weather conditions, harvest volumes may significantly exceed long-term averages. This seemingly positive situation quickly exposes a fundamental weakness within the system. Once an entrepreneur realises that the available workforce is insufficient to process harvested food on time, production volume becomes a secondary concern. The relatively short shelf life of agricultural products, particularly fruit and vegetables, requires immediate action at the stages of harvesting, sorting, and initial processing.

Seasonality of harvests and time pressure

Due to the seasonal nature of agricultural production, demand for workers occurs within short and extremely intensive periods. At specific moments, labour demand increases sharply, and when labour markets such as that of the Netherlands are already experiencing structural shortages, operational difficulties inevitably arise. If workers are not available at the right moment, even minor delays can result in significant quality losses and, subsequently, quantitative losses. Losses generated at this stage of the supply chain are irreversible and cannot be compensated for later through logistics or commercial operations.

Weather variability further intensifies this pressure. Harvest windows are sometimes shorter than anticipated, which increases the need for workforce flexibility. A lack of workers at critical moments leads to crops being left in the fields or harvested too late, when product quality no longer meets commercial standards. From the perspective of businesses, this results not only in financial losses but also in wasted natural resources, energy, and labour inputs. Over time, this dynamic reduces the efficiency of the entire agri-food sector and increases its vulnerability to market fluctuations.

2. Staff shortages in the Netherlands – data and market trends

The lack of a sufficient number of workers has become a permanent feature of the Dutch economic landscape. Data from the Netherlands Business Survey indicate that approximately two-thirds of companies operating in the Netherlands experience staffing difficulties, with the scale of the problem varying by company size. Larger enterprises report labour shortages more frequently than smaller ones, which has direct implications for sectors reliant on high production and processing volumes. This confirms that food waste labour shortages Netherlands represent a structural economic risk.

In response, companies adopt a range of strategies aimed at mitigating workforce shortages. In practice, however, not all of these approaches deliver immediate results, particularly in sectors requiring physical labour. Investments in automation are often intended to improve productivity and make jobs more attractive, yet their impact is gradual and does not address urgent labour gaps. Consequently, some businesses choose to reduce production levels to match available staffing capacity, effectively limiting operations despite existing demand.

Demographic trends further exacerbate this situation. An ageing population combined with a declining number of individuals willing to undertake physically demanding work creates a persistent labour gap within the Dutch labour market. This shortage persists even during periods of economic slowdown, indicating that it is structural rather than cyclical. In sectors such as agriculture and food processing, this reality means that labour shortages in the Netherlands represent a long-term operational risk that continues to affect production capacity and food availability.

3. Agriculture and the agro-food sector as areas of particular risk

Agriculture and the agro-food sector are among the industries most exposed to the consequences of labour shortages. This vulnerability stems from both the nature of the work and the organisation of production processes. Agricultural production and food processing depend on tasks carried out within strictly defined time windows, often determined by weather conditions and biological growth cycles. This limits flexibility in rescheduling operations, and any delay can result in quality deterioration and volume losses. Unlike many other sectors, the agro-food industry cannot simply compensate for missed work at a later stage without compromising the final product.

Foreign recruitment as a response to labour deficits

According to Statistics Netherlands, companies operating in agriculture, forestry, and fishing are more likely than those in other sectors to identify recruitment from abroad as a key strategy for addressing workforce shortages. In the Netherlands Business Survey conducted in April 2025, 23 percent of firms in this sector indicated that they recruit workers from outside the country, the highest proportion among all analysed industries. These findings show that reliance on foreign workers in the Netherlands is not a temporary solution but a permanent element of the agro-food operating model.

Structural dependence on seasonal work

The agro-food sector’s dependence on seasonal labour is structural. While technology supports sorting, packaging, and logistics, it cannot fully replace human labour during harvesting and quality selection of fresh products. International analyses confirm that the sector relies heavily on temporary and migrant workers who enable production continuity during peak periods. Without access to seasonal workers, companies face increased food losses, supply-chain instability, and reduced ability to respond to fluctuations in supply and demand.

4. Food waste as an effect of labour constraints

According to data from the Netherlands Nutrition Centre, food losses are not solely the result of consumer behaviour but occur to a large extent during production, processing, and distribution stages. Workforce shortages prevent companies from fully utilising production capacity even when demand is high. As a result, part of the output is discarded or never enters commercial circulation. In practice, food waste labour shortages Netherlands directly limit the ability to process food on time.

The Netherlands Nutrition Centre clearly highlights this issue, stating:

“Food waste occurs throughout the food supply chain, from primary production to consumption, with a significant share arising before food reaches the consumer.”

This observation confirms that a substantial share of food loss in the supply chain arises at stages highly dependent on labour availability. Even minor staffing gaps can therefore lead to disproportionately large losses, particularly in the case of perishable goods requiring rapid handling.

An additional factor increasing food waste is the need to align production with available labour resources. CBS data show that companies increasingly limit their activities to levels manageable with their current workforce (CBS, Netherlands Business Survey, April 2025). While such decisions may be rational from an operational perspective, they contribute to systemic food waste and economic value loss, while also increasing environmental pressure through inefficient use of resources.

5. The role of foreign workers and employment agencies

When labour shortages become structural, the role of professional employment agencies gains systemic importance. Cooperation with an employment agency in the Netherlands is no longer a short-term solution but an integral part of labour-market functioning, particularly in sectors sensitive to seasonality and time pressure.

Foreign workers play a crucial role in stabilising operations by enabling companies to respond flexibly to fluctuating labour demand. During peak harvest periods or increased processing activity, access to additional workforce resources determines whether food is harvested, processed, and delivered to market on time. Without such flexibility, companies are forced to reduce production or utilise only part of their output, directly increasing food waste.

Employment agencies are responsible not only for recruitment but also for managing the entire employment process. In the case of Intraservis, this includes workforce planning, legalisation of residence and employment, transport and accommodation arrangements, and ongoing operational support. Such temporary staffing solutions allow companies to focus on core activities while significantly reducing the risk of disruptions caused by staffing shortages.

To limit food waste, the ability to respond quickly to changing production conditions is essential. Seasonal cycles, demand fluctuations, and weather variability require flexible employment models that cannot be sustained through the local labour market alone. Legally employed foreign workers help maintain operational continuity during periods of peak pressure.

Labour-market experts emphasise that demographic trends will further increase the importance of employment agencies. An ageing population, declining interest in physically demanding work, and rising expectations regarding working conditions make workforce shortages in the agro-food sector a lasting challenge. In this context, the absence of foreign workers would not only increase production costs but also exacerbate food waste.

Without intervention, food waste labour shortages Netherlands will continue to intensify across the agri-food sector. From a long-term perspective, strategic cooperation with employment agencies improves production planning and reduces the risk of unexpected downtime. This enhances process predictability, enables better use of production capacity, and supports sustainable development by reducing waste of natural resources and labour.

Food waste in the Netherlands increasingly results from persistent labour-market constraints that limit companies’ ability to manage production efficiently. Flexible workforce management, including access to foreign labour, is therefore a key factor in reducing losses throughout the agri-food supply chain.

FAQ – most frequently asked questions

1. Why do food waste labour shortages Netherlands persist despite high agricultural efficiency?

Because in many cases there is a lack of workers able to harvest, process, and pack products within short, seasonal time windows.

2. Does a lack of workers really affect the scale of food losses?

Yes. Workforce shortages cause operational delays that, for fresh products, result in irreversible losses.

3. Which sectors are most exposed to this problem?

Agriculture, food processing, and logistics, as they rely on seasonal labour and have limited automation potential.

4. Why do companies not solve the problem solely through automation?

Automation improves efficiency but does not replace physical labour required for harvesting, sorting, and packing fresh products.

5. What role do foreign workers play in the agro-food sector?

They provide critical labour capacity that enables production continuity during periods of peak demand.

6. Can flexible employment reduce food waste?

Yes. Access to temporary workers allows faster responses to production variability and reduces losses at early supply-chain stages.