If you need short-term staff, you can hire them through a temporary employment agency or a staffing agency. But when does it pay to hire temporary workers? Flexibility and convenience are offset by higher costs. Find out about the advantages and disadvantages of using an employment agency and what the rules are.
One of the biggest advantages of working with temporary staff is flexibility You can hire an employee for as long as needed and you only pay for the hours worked, with a minimum of 3 hours. Many temps are available on call, which is handy in peak periods. And if the employee turns out to be unsuitable, you can say part with them immediately without notice (in Dutch).
At the same time, the flexibility that makes hiring a temp attractive is also a disadvantage. Not only you, but also the temporary worker can end the collaboration suddenly.
Staff shortages
A temping agency has an extensive network, and either a broad or a specific supply of workers. This means an agency can help when you cannot find permanent staff. You can also use a temporary employment agency to cover for workers who are ill, ensuring that all work can continue as quickly as possible.
Convenience versus cost
Employment agencies take the entire process around hiring and paying staff off your hands. They draft the job description, conduct the interviews, and take care of the complete payroll and personnel administration. The temporary employment agency also remains the legal employer. This means that you as a hirer do not have to continue paying wages if the temporary worker falls ill, drops out, or takes leave.
On the other hand, the amount you pay the agency is relatively high. You pay not only the temporary worker's gross salary, but also the agency's mediation costs and coverage of employer risks. In practice, this amounts to a payment of 2 to 3 times an employee's gross salary. The more qualified the temporary worker, the higher the hourly wage and mediation costs. Every employment agency charges its own rate, so it is a good idea to ask for several quotes
Hiring temporary workers
Does the position you are looking to fill have a long onboarding period? Then consider carefully whether it is worth it to hire someone who can leave at any time. If you want to start with a temporary worker but are worried about the costs, many temping agencies offer the option of taking over the temp free of charge after 6 months.
Choose the right agency
If you decide to work with temporary employees, choose an agency that meets the requirements of the Ministry of Social Affairs and Employment. To do so, check the following points:
1. Does the agency follow the Dutch Workers Allocation by Intermediaries Act (Waadi)?
This act states, among other things, that a temporary employment agency must have a Waadi registration in the KVK Business Register. With this measure, the government wants to combat illegal labour and the exploitation of workers. If a temporary employment agency is not properly registered in the Business Register, you also risk a fine as a hirer. Use the KVK Waadi check (in Dutch) to determine if the organisation you hire from is allowed to do so. This will help you avoid a fine.
2. Is the agency certified by Stichting Normering Arbeid (SNA)?
Temporary employment agencies can apply for an SNA quality mark. This mark ensures that you, as the hirer, are not liable if the agency does not pay sufficient payroll taxes and/or VAT. On the SNA website, you can check whether your temporary employment agency has this quality mark. You can also register for the SNA assessment service (in Dutch). It will inform you if anything changes in the certification of the temporary employment agency you do business with.
3. Does the agency follow all legal rules on hiring out workers?
Regularly check whether the temporary employment agency you do business with complies with all legal regulations Does the agency correctly apply the inlenersbeloning(hirer's remuneration, in Dutch)? Are the invoices correct? Do temporary workers have the right papers? But also, do you yourself follow all the rules? For example, have you drawn up a risk inventory and evaluation? Although most of the employer's obligations lie with the agency, you are liable if a temporary worker has an accident while working or falls ill because of the work. Use the Netherlands Labour Authority’s checklist for working with employment agencies (in Dutch) to make sure everything is in order.
