Flex Worker Security Act: What Changes for On-Call and Flexible Contracts?
Not legal advice — consult an employment lawyer or HR adviser for your specific situation.
The Dutch parliament approved the Wet meer zekerheid flexwerkers (Wmz) on 12 May 2026. The law directly affects how you deploy on-call workers, how many hours you may schedule, and which employment conditions you must offer. If you already work with flexible contracts, now is the time to get your administration and workforce planning in order — the first provisions take effect on 31 December 2026.
What Does the Wmz Cover?
The Wmz bundles several measures designed to give flexible workers more income security and predictable working hours. Three main pillars:
On-call limits Employees may refuse calls that exceed a set maximum. If you structurally schedule more hours than the contract specifies, you are required to offer a contract that reflects the actual average hours worked. A 12-hour contract while consistently working 25 hours will no longer be acceptable without consequences.
Equal employment conditions for flex workers Equal pay for flex workers was already implied by European case law, but the Wmz now enshrines this principle for all employment conditions in Dutch legislation — including allowances, pension accrual, and holiday entitlement. This provision takes effect on 31 December 2026.
Stricter rules on temporary contracts and agency work The law also introduces tighter frameworks around fixed-term contracts and agency arrangements. Full implementation is expected across 2026–2027; check rijksoverheid.nl for the latest status.
Please note: this article is based on sources available up to July 2026. Legislative details may still change. Always verify official publications in the Dutch Staatsblad.
What Does This Mean for Your Workforce Planning?
Imagine you run a hospitality business with ten on-call staff. Every Saturday you call in five of them for a six-hour shift — consistently, week after week, for months. Under the Wmz, this situation may trigger a requirement to offer those employees a contract matching their average hours. Failing to do so risks fines and backdated claims under the law.
That requires reliable hours data. How many hours does each person work on average per week? When does scheduling cross into 'structural' territory? Without accurate time tracking, you cannot answer those questions — let alone demonstrate compliance during an inspection.
| Obligation | Effective date | Action required |
|---|---|---|
| Respect on-call limits | 2026–2027 (phased) | Log on-call hours per employee |
| Contract adjustment for excess hours | 2026–2027 (phased) | Monitor average hours worked |
| Equal employment conditions | 31 December 2026 | Compare flex vs. permanent terms |
| Stricter agency rules | 2026–2027 (phased) | Verify contract type and pay parity |
For guidance on structuring your time tracking reliably, see Time tracking for your team: how to do it efficiently.
For a broader view of your 2026 employer obligations, our Payroll Compliance 2026 overview is a good starting point.
Try PrikKlokPlus free and track your flex hours automatically
How to Prepare Your HR Administration
Three practical steps to get ready:
1. Map your contract types Which employees are on-call? What hours are contractually fixed, and what do they actually work on average? This distinction will underpin every compliance assessment.
2. Record hours per employee, per contract type Detailed hours data lets you demonstrate that you remain within on-call limits — or identify when a contract adjustment is needed. A digital time tracking tool with a calendar view gives you that insight instantly. See the Feature spotlight: Hour logging & calendar view for a practical look at how this works.
3. Compare employment conditions now The 31 December 2026 deadline for equal employment conditions may feel distant, but a thorough review of allowances, leave, and pension takes longer than expected. Start before summer.
If you are also responsible for managing employee absence, it is worth reviewing your absence registration obligations at the same time.
Is Time Tracking Legally Required for Flex Contracts?
The Wmz does not prescribe a specific registration format. However, to demonstrate that you respect on-call limits and identify structural excess hours, you need reliable hours data — making solid time tracking practically indispensable. For more background, read Is time tracking legally required in the Netherlands?.
Conclusion
The Wmz changes the rules for anyone working with on-call staff, temporary contracts, or agency workers. The message is simple: without accurate time records, you cannot prove compliance. Get your time tracking in order today — so 31 December 2026 brings no surprises.
Frequently Asked Questions
Does the Wmz apply to freelancers (ZZP)? No. The Wmz applies to employees on flexible employment contracts — on-call workers, temporary staff, and agency workers. Freelancers fall outside its scope. Separate enforcement rules under the DBA Act do apply to freelancers; see our article on Dutch DBA Act 2026.
When must I offer an on-call worker a fixed number of hours? According to the Wmz, you are required to offer a contract adjustment when an employee structurally works more hours than their contract specifies. The precise definition of 'structural' will be clarified in implementing regulations — monitor rijksoverheid.nl for the final text.
What must I do before the 31 December 2026 deadline? According to the Wmz, by 31 December 2026 the employment conditions of your flex workers must be equalised with those of permanent employees in comparable roles. Review allowances, holiday entitlement, and pension arrangements, and document any adjustments in writing.
Which software helps me monitor on-call limits? A time tracking tool that logs hours per employee and contract type gives you immediate visibility into average hours worked and deviations from the contract. PrikKlokPlus offers this functionality as standard.
Get your time tracking in order today
The Wmz demands reliable hours data. PrikKlokPlus records hours per employee and contract type — clear, always up to date.