NBBU collective agreement audit: for demonstrable compliance
Are you a member of the NBBU? Then you are obliged to apply the NBBU collective agreement. A collective labor agreement check shows that you are actually doing this. We check the most important elements of the CBA and report clearly on the status of your organization.
So you know where you comply and where improvements may be needed. That gives confidence to clients and the industry. This audit is only available to NBBU members.
Our approach to the NBBU collective agreement audit
On behalf of the NBBU, we carry out periodic collective agreement and membership criteria audits aimed at preventing discrimination. On average once every three years we revisit your organization. During the audit, we assess whether:
- The NBBU collective labour agreement for temporary workers is correctly applied.
- Policy aimed at preventing discriminatory requests is adequately set up and maintained
- The applicable membership criteria are met
Do you have questions or need clarification? Then we are at your service.
Expertise in checks within the flex industry
The NBBU (Nederlandse Bond van Bemiddelings- en Uitzendondernemingen) represents nearly 1,000 temporary employment agencies, payroll companies  and other intermediaries in the flex industry. As a member, you must comply with the correct application of the NBBU Collective Labor Agreement for uTemporary Workers. We check this on behalf of the union. Normec checks you on this. checks you on this.
Certainty, transparency and industry trust
With an NBBU collective labor agreement check you have demonstrable proof that your organization complies with the collective labor agreement and the set quality requirements.
What does this mean for you?
- You can show that you comply with the NBBU collective agreement.
- You demonstrate that you have a policy against discriminatory requests.
- You strengthen your position as a reliable partner in the flex industry.
- You increase the confidence of clients and candidates.
- You get clear insight into your own processes and areas for improvement.
You actively work on quality and reliability within your organization.
Working together on quality and equal treatment
The NBBU collective labor agreement audit is more than an obligation. It is an opportunity to show what your organization stands for: quality, transparency and equal treatment. Together we ensure that your organization continues to meet the requirements of today and tomorrow.
Working method
How does the NBBU collective labor agreement audit work?
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1.
Audit
We map out the current situation together, checking certain parts of the NBBU collective agreement.
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2.
Report
You receive a report from us based on the inspection 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 three years we audit your organization to make sure you are still complying with the rules of the NBBU collective bargaining agreement.
References
Want to know more about the NBBU collective bargaining agreement audit?
Frequently asked questions about the NBBU collective agreement audit
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The check is intended exclusively for NBBU member organizations.
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On average, your organization is audited once every three years.
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Among other things, we check the correct application of the NBBU collective bargaining agreement and the policy for preventing discriminatory requests.
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Yes, as an NBBU member you are obliged to cooperate with the periodic checks.
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You have demonstrable proof of compliance, which increases client confidence.
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Sure. Our experts are available throughout the process to answer questions and provide clarification.
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The elements below 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 a possible contact person and work address.
-The (general) job title and if available the job title according to the remuneration scheme of the client
-The job classification 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 NBBU Collective 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.