ABU CLA inspection: for reliable temporary employment agencies
Are you a member of the ABU or do you want to become a member of this sector organization? Then you are obliged to comply correctly with the collective labor agreement for temporary workers. With an ABU collective labor agreement check you demonstrate that your organization complies with the applicable collective labor agreement rules and the associated membership criteria.
Normec carries out these checks on behalf of the ABU. We assess your organization on various components and provide clear feedback. You can count on a fast and efficient working method so that you can show results in the short term.
Our approach to the ABU collective labor agreement audit
The aim of the ABU collective labor agreement inspections is to determine whether the companies affiliated to the ABU correctly comply with the collective labor agreement for temporary workers with respect to specific articles. In addition, we check whether you meet the membership criteria, including policies aimed at preventing discrimination.
We carry out these checks periodically at organizations that are already affiliated with the ABU or wish to join. On average, we check your organization once every two years.
Normec as an experienced knowledge partner
Normec has extensive experience in performing ABU collective bargaining checks. We know the requirements of the ABU and understand what they mean in practice for temporary employment organizations, large and small.
We work carefully, independently and professionally. You receive a clear assessment that allows you to focus on compliance and quality.
In concrete terms, this means for you:
- You show that you apply the ABU collective labor agreement correctly.
- You show that you have established, implemented and maintain a policy to prevent discrimination.
- You increase the confidence of clients and other stakeholders.
- You get clear insight into areas for improvement within your organization.
- You substantiate your (future) ABU membership with an independent assessment.
Future-proof temporary employment agency
By periodically checking your compliance with the ABU collective labor agreement and membership criteria, you invest in quality and continuity. An ABU collective labor agreement audit by Normec shows that you take responsibility. For your employees, your clients and the industry as a whole. This is how you build a future-proof organization together with us.
Working method
The 3 steps of the ABU CBA audit
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1.
Audit
We map out the current situation together with you, checking certain parts of the ABU CBA.
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2.
Report
You will receive a report from us based on the audit in which the various components for your company are assessed. We also report where improvement is needed.
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3.
Frequency
Usually once every two years we audit your organization to make sure that you are still correctly complying with the ABU collective labor agreement.
Want to know more about the ABU collective bargaining agreement audit?
Frequently asked questions about ABU collective labor agreement audit
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On average, the audit takes place once every two years. This may vary depending on agreements and circumstances.
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If you are a member of the ABU or wish to become one, you are obliged to cooperate in periodic checks for compliance with the collective labor agreement and membership criteria.
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We assess whether you correctly apply the Collective Labor Agreement for Temporary Workers to the articles prescribed by the ABU and test whether you meet the membership criteria, including the prevention of discrimination.
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You show that you meet strict quality requirements and that you are a reliable partner within the temporary employment industry.
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We work efficiently so that you have clarity on the results and any areas of concern within a short period of time.
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-The following elements must be confirmed in writing to the temporary worker in accordance with Article 16(7) if they apply. In case of changes, during the posting, this must also be confirmed in writing.
-The expected starting date.
-The name and contact details of the client, including any contact person and work address.
-The (general) job title and, if available, the job title according to the principal's remuneration scheme.
-The job grade and step according to the remuneration scheme of the client if available
-The agreed working hours
-If applicable, the probable end date of the posting
-The collective agreement/remuneration scheme
-The gross actual (hourly) wage
-The applicable adv compensation
-The applicable surcharges for overtime and/or shifted hours;
-The applicable allowance for irregularity (including holiday allowance and allowances for physically demanding conditions);
-The applicable shift bonus
-The applicable travel allowance
-Other applicable expense allowances.
-The applicable compensation for travel hours or travel time associated with work
The above obligations are based on the ABU Collective Labor Agreement for Temporary Workers (valid until December 31, 2025).
From January 1, 2026, this obligation changes and applies that the temporary employment agency must confirm in writing to the temporary worker with each posting at least the following information:
a. The expected effective date of the posting;
b. the principal's name and contact details, including any contact person and the work address;
c. the (general) job title and, if available, the job title according to the principal's remuneration scheme;
d. the job classification and step according to the client's remuneration scheme if available;
e. the agreed working hours;
f. if applicable, the probable end date of the posting;
g. which collective agreement/remuneration scheme applies at the principal's;
h. the gross (hourly) wage; and
i. the applicable terms and conditions of employment. -
The private employment agency is obliged to spend at least 1.02% of (the sum of) the actual wage of temporary agency workers working in phase A on promoting the sustainable employability of the temporary agency worker each year. The spending takes place no later than in the calendar year following the year to which the spending obligation applies.
The temporary employment agency shall pay the portion of the 1.02% that is not spent on promoting sustainable employability of the temporary employee to the DOORZAAM foundation. The remittance of the non-spent part of the 1.02% takes place no later than two years after the year to which the spending obligation applies.
The spending obligation, including any remittance, is accounted for annually in a specific paragraph in the annual accounts or in an auditor's report. At the request of the SNCU, the temporary employment agency provides the annual accounts or auditor's statement to the SNCU.
The spending obligation and/or accounting can also take place at the level of the group of temporary employment agencies. Group means the group as referred to in Section 2:24b of the Netherlands Civil Code.
The above obligations are based on the ABU Collective Labor Agreement for Temporary Agency Workers (valid until December 31, 2025).
From January 1, 2026, this system changes. There will no longer be a fixed spending obligation of a percentage of the wage bill for sustainable employability. Instead, the principle of equivalent working conditions will be adhered to.
This means that the temporary worker is entitled to terms and conditions of employment that are at least equivalent to those of employees employed by the client in an equal or equivalent position, including arrangements in the area of sustainable working and living.
Pursuant to Article 34 of the collective labor agreement, the temporary employment agency may, within this equivalence of the total terms and conditions of employment as referred to in Article 21, choose to offer the temporary worker one or more alternative sustainable working and living arrangements instead of the arrangements that apply in the client's place of employment, provided that they are equivalent overall.