Many organisations think that the Act on the Admission of the Provision of Workers (WTTA) is only relevant for employment agencies. That is a misconception. The law has a much broader scope and can also have implications for consultancy organisations, secondment companies, project organisations and businesses that occasionally assign staff to clients.
Since the WTTA was announced, many organisations have focused their attention on the obligations for employment agencies. Understandably so, as they form the most visible target group of the law. Yet there is a risk here. Organisations that do not see themselves as employment or secondment agencies often assume that the WTTA is not relevant to them. It is precisely that assumption that may lead to problems later on.
It’s not about your company description
Whether an organisation falls under the WTTA does not depend on the label it uses, but on the actual situation.
The central question is whether workers are being made available to another party. What matters here is who exercises daily management and supervision over the work activities.
The fact that activities are organised as projects does not automatically mean that the WTTA is irrelevant. When employees are in practice directed by the client, the law may still apply.
Secondment, consultancy and specialist deployment
In practice, we see that many organisations deploy professionals at client sites without considering themselves to be secondment companies. For example:
- consultancy organisations;
- IT service providers;
- engineering companies;
- project organisations;
- specialised advisory firms.
Precisely within these sectors it is important to assess how employees are deployed and who is actually responsible for day-to-day management.
Subletting is often overlooked
Another point of attention is subletting. Increasingly, organisations hire external specialists themselves and then deploy them at client locations. This means they can act as both hirer and lender at the same time. That makes the assessment more complex. Organisations must not only consider their own role, but also the entire chain in which personnel are deployed.
Start with the right question
The key question therefore is not: “Will we need an admission later?” But rather: “Could our way of working fall under the WTTA?”
A timely analysis of contracts, work processes and responsibilities prevents unpleasant surprises later on.
How prepared is your organisation?
The impact of the WTTA differs per organisation. The first step is therefore to gain insight into your current situation. Our specialists help organisations assess their work activities, contract structures and risks, so it becomes clear which actions are now needed to comply in 2027 and 2028.
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