Information on the laws and regulations

65+

The phase system of the Collective Labor Agreement for Temporary Agency Workers (CLA) offers the client more opportunities when hiring an employee. (see ‘additional options phase system'). However, for employees 65 years of age and older, there are even more favorable rules. The period in phase A that usually requires 78 weeks worked, is 130 weeks worked which means an employee whom is 65 years of age or older can work 6 and a half years with a client in the total phase system before an indefinite contract is required.

Extended rules also apply to employees over 65 years of age for successive employment. Regardless of the length of employment with the employer, a temporary worker whom is 65 years of age or older, can still work at least 52 weeks in phase A for the current employer through an agency.

Given the low premiums and very low risk, this can be an excellent option to keep an employee with the company before heading for retirement.

Collective Labor Agreement for Temporary Agency Workers (CLA)

Please find below the latest version of the Collective Labor Agreement for Temporary Agency Workers.

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Compensation and billing

The temporary worker sends in their timesheets to Projob. These can either be faxed, scanned through by e-mail or through our digital hour registration system. It is important that the correct rate is applied on the invoice for any over-time worked. The timesheet must be signed and approved by the direct supervisor or an authorized employee of the client. The compensation of the temporary worker takes place every Monday after which the client also receives a weekly invoice. The payment period of this invoice is 8 days.

Hirer's remuneration

From the first day of work all temporary workers fall under the hirer’s remuneration. This means that from that moment onwards, the temporary employee is entitled to a number of benefits that are applicable to the permanent staff in the same position, such as:

Salary that applies to permanent employees in the same position
Before a temporary worker begins a job, Projob will have already discussed the salary indication for the particular position.

ATV / ADV days (work time reduction)
Where applicable, ATV will be discounted in the wages of the temporary worker.

Bonuses for over-time, irregular hours and shift allowance
The premiums that apply for permanent staff will also apply for the temporary worker.

Initial and periodical wage increases
When the permanent staff receives a pay rise, the client is responsible for informing Projob of the salary increase of the temporary worker. The temporary worker is not entitled to a salary increase resulting from the collective labour agreement for temporary workers [CAO voor Uitzendkrachten]. Nota bene: the employer is also responsible for awarding any incremental payments.

Expenses
The net expenses payments that apply to permanent employees in the same function must also be paid to temporary workers, provided this is fiscally permissible.

Notice period

For an assignment that takes less than two months, you as the client, are required to give a notice period of 1 day to Projob. For an assignment that takes longer than two months, the notice period to Projob is 2 weeks.

Phase system

Projob uses the phase system for temporary workers. The phase system is part of the Flexibility and Security Act. The phase system ensures that the longer a temporary worker works for the same agency, the more rights they receive. The phase system according to the ABU (Federation of Private Employment Agencies) is made up of three phases: A, B and C.

Phase A lasts up to 78 worked weeks. After 26 weeks are worked, the temporary employee can start to save for pension. Phase B lasts four years in which a fixed-term contract may be offered for a maximum of 6 times. These contracts are always first discussed with the client before being offered to the temporary worker. In phase C, an indefinite contract is offered but this is also discussed with the client beforehand.

In phase A, B and C, if 26 weeks are not worked consecutively, the temporary worker will always have to start from the beginning of phase A again.

Phase system additional option

The phase system offers the client more opportunities when hiring an employee. A client can employ someone up to a maximum of 2 years before they are required to offer an indefinite contract. Within the phase system, this period is 5 and a half years (78 weeks worked in phase A and 4 years in Phase B). So within the phase system, the client has an extra three years and six months before an indefinite contract has to be offered compared to when the employee is hired by the client.

Reporting illness

When ill, the temporary worker is required to inform Projob by 09:00am. Projob then lets the worker know that they need to report their illness to the client in the event that they have not already done so. The Business Support department stays in touch with the temporary worker until they are fully recovered. The payment of sick leave hours is done partly by Projob. The client does not receive an invoice for the sick leave hours.

Successive employment

Successive employment is when a temporary employee is working at a company via Projob where he or she has worked before. Successive employment only applies to the same role that the employee had worked in before and if there is a break of less than six months between the time work at that company ended and the employee starts working at the company through Projob.
In the event of successive employment, Projob will find out which phase the temporary employee will start in in the phase system before the employee receives their wages.

Successive employment also takes place when the client offers a temporary employee a contract where he or she had worked in the same role through Projob. The client must take into account that he can offer the temporary employee a maximum of three contracts in a maximum period of two years. In this case the number of contracts that a temporary worker has received through Projob in accordance with the phase system also count for this.

Travel expenses

Projob reimburses travel expenses to the temporary worker as agreed with the client and by the rules set by the tax authorities. These travel expenses will then be billed directly to the client.

Terms & Conditions

Below you will find the PDF format of the most recent version of our Terms and Conditions.

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