The logistics industry in the Netherlands is changing a lot in 2026. The time of very flexible work rules in warehouses and transport places is over. The Netherlands Labour Authority (NLA) is now doing strong surprise checks. Also, a new law called Wet VBAR is making it harder for companies to use fake independent workers. Now, following the rules is not just a small job in the office. It is very important for the company to survive.
For managers and owners in logistics, the risks are very high. One mistake can bring big back payments for taxes. It can also lead to your company name being shown in public as a bad example. This article explains the main changes in 2026 in simple words. It helps you stay ready for the inspectors.
Netherlands Labour Authority (NLA) 2026 Enforcement Focus
The Netherlands Labour Authority (NLA) has made a plan for 2026. In this plan, they say logistics, transport, and moving companies are in the “high-risk” group. This means inspectors will not do normal checks anymore. They will use data to find problems and do special actions.
- National Flash Inspections (May 2026) Please remember this date. In May 2026, the NLA will start many surprise visits called “Flash Inspections”. These checks will happen without warning in transport and moving companies. The inspectors will look closely at work hours, rest times, and other social rules. They want to make sure workers are safe and treated fairly.
- Wet VBAR (Worker Relationship Clarification Act) This new law starts in July 2026. It says that if a worker earns less than €36 per hour, the law thinks they are an employee. The company must prove that the worker is really independent. For example, a delivery driver must show they have their own business, make their own choices, and do not follow company orders all the time. If the company cannot prove this, the worker is seen as an employee.
- Fair Labour Mobility Package This is an EU program that starts in 2026. It makes the European Labour Authority (ELA) stronger. Now, there will be more checks together with other countries. They will look for fake setups, especially with drivers from outside the EU. The goal is to stop cross-border labor problems and protect workers.
- NLA Reporting & Information Centre (MIC) The MIC is the place where people can report problems. In 2026, they use AI to read complaints and look at feelings in the reports. If a logistics place has many workers leaving or many complaints, it gets marked. Then, it gets checked first. This makes it easier for NLA to find companies with issues quickly.
2026 Employer Compliance and Employment Standards
From January 1, 2026, the lowest pay in the Netherlands is higher. Logistics companies must change their payment systems to follow these new rules.
- Statutory Minimum Hourly Wage (€14.71) Now, every worker who is 21 years or older must get at least €14.71 gross per hour. This is about 2.15% more than at the end of 2025. This change affects many jobs like people who pick orders in warehouses or load trucks. Companies need to check all salaries and raise them if needed.
- Equivalent Remuneration (ABU/NBBU CLA) The rule “Equal Pay for Equal Work” is very strong now. If you use workers from temporary agencies, they must get the same pay, bonuses, and holidays as your permanent workers. This starts from the first day of work. The value of the whole package must be the same.
- Zero-Hour Contract Abolition The old zero-hour contract, where workers get called only when needed with no fixed hours, is finished. In 2026, companies must use “Basic Contracts” instead. These contracts give a minimum number of hours that are guaranteed. The schedule must be predictable. There is a “bandwidth” rule. For example, if you promise 10 hours, you can ask for up to 13 hours at most (this is 130% bandwidth).
- MIEP (Model Inquiry Equitable Pay) Logistics companies that use staffing agencies must share their salary information with them. This is done through the MIEP system. If you do not share your internal pay scales, it breaks the ABU or NBBU agreements. This helps make sure temporary workers get fair pay.
Also Read: UAE Security Guard Jobs: Employer Compliance Inspections and Legal Rules 2026
Supply Chain Transparency and Digital Compliance
In 2026, following rules means using digital tools. Old paper records are not enough for inspectors or other checks.
- EU Pay Transparency Directive By June 2026, all companies must check their pay systems. They must make sure pay is fair for men and women (gender-neutral). When you put a job ad, you must show the salary or a clear range. Job seekers must see this information before the first interview.
- Digital I-94 / A1 Posting Verification If your company uses drivers from other countries, you need digital systems to check A1 forms and social security papers in real time. This stops problems with illegal work. Paper copies alone are not good enough anymore.
- GACS Software Mandate If your warehouse uses more than 290 kW for cooling or heating, you must have special software called Global Automation & Control Systems (GACS). This software checks energy use. It connects labor rules with environment rules.
- CSRD (Corporate Sustainability Reporting Directive) Big logistics companies must now report more details in their yearly reports. They need to show information about “Social Capital”. This includes how many safety accidents happen and how diverse the workers are (for example, number of women, different nationalities, etc.).
Compliance Risks and Corrective Measures
If an inspector finds a problem, the NLA acts fast and makes it public.
- Worker Misclassification (Schijnzelfstandigheid) This is the biggest danger. Many companies call workers “independent” or ZZP, but the law sees them as employees. The NLA and tax office are checking this very hard. If they change the classification, the company must pay back social security and taxes for many years.
- Remedial Sanction (Herstelsanctie) When a problem is found, the NLA gives a “repair order”. You get a short time to fix it. If you do not fix it, you get a big fine right away. The fine can be more than €10,000 for each worker.
- Public Disclosure In 2026, there is a “naming and shaming” rule. If your company breaks serious labor laws, your name goes on the NLA website. Many customers stop working with you after this.
- Asset-Based Quota Scheme Companies with 25 or more workers must hire a certain number of people with disabilities. If you do not meet the quota in 2026, you pay a fine for each missing position.
- 2026 Logistics Compliance Strategy Tip Check your ZZP drivers right now. Do not wait until July for the Wet VBAR law. The tax office started strict checks again from January 1, 2026. If your freelance drivers use your routes, wear your clothes, and use your tools, the law says they are employees. Change them to basic contracts today. This can save you from a very bad inspection in May.
Disclaimer: This article is only for information and learning. Please always check the latest details from official places like Business.gov.nl or the Netherlands Labour Authority (NLA) before you make any decisions about rules or laws.