Dear Staff,
As of Jan. 1, 2026, there is a new collective bargaining agreement for temporary workers.
Until now, the “hirer’s remuneration” applied. That was based on a number of items that are mandatory to pay: e.g., hourly wages, ADV, allowances, overtime, travel expenses, periodicals, etc.
Starting in 2026, temporary workers will be entitled to a total package of working conditions equal or equivalent to that of permanent employees. In doing so, the collective bargaining agreement distinguishes between two types of working conditions: Primary and secondary working conditions.
- Essential conditions of employment: such as wages, benefits, working hours, breaks, vacation, overtime and allowances.
- Non-essential benefits: such as pension, training opportunities, additional leave or, for example, a leased car.
What changes practically for you?
- Fixed reservation rates disappear.
- Holidays and furloughs depend on what is in effect at the client.
- Net compensation should also be included in the calculation.
- So everything becomes more customized.
- For a small group of temporary workers, the new collective bargaining agreement may result in lower pay.
STIPP’s pension is going to be increased in 2026. So that’s the minimum pension that will apply to everyone.
The employer will pay more, but you as an employee will also pay a contribution. The total pension contribution will be 23.4% in 2026.
The employer pays 15.9% and the employee pays 7.5%.
We will let you know exactly what will change for you at the principal no later than early January.
You will understand that it is a lot of work to map out the full remuneration of all customers and translate it into a gross supplement if it cannot be paid out on a one-to-one basis. Think of e.g. a sports subscription that applies to permanent employees.
As soon as more information is available, we will inform you sooner.
Team Match Support
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