Equal Pay and Rates: What Will Really Change Under the WTTA?

The Principle: Equal Pay for Equal Work 

The Dutch Wtta builds on a principle that has existed for some time: a worker engaged through an external provider should receive compensation comparable to that of an employee performing a similar role within the client organization. This aligns with European regulations that have long applied to temporary agency workers, although these rules have not always been consistently enforced in practice. The objectives are threefold: creating fairer competition between providers, improving the protection of workers, and preventing arrangements that are primarily used to structurally reduce labour costs. 

What This Means in Practice

Equal pay goes beyond hourly rates alone. It also includes allowances, working hours, expense reimbursements, and collective labour agreement (CLA) provisions. The benchmark is the remuneration structure within the hiring organization. For the supply chain, this means: Suppliers that currently rely on lower labour costs as a competitive advantage may face greater challenges. Not everyone will need to increase rates, but profit margins could come under pressure. Clients will bear greater responsibility. Organizations that engage workers through non-certified providers, or that lack sufficient oversight of remuneration practices within their supply chain, may face increased risks—even when contractual arrangements suggest otherwise on paper.

Three Persistent Misconceptions 

“Everything will become more expensive.” 

Not necessarily. Costs may shift throughout the supply chain, but for organizations that already comply with equal pay principles, little will change. The impact will primarily be felt by arrangements that currently depend on structurally lower compensation levels. 

“Everyone will have to raise their rates.” 

Whether rates need to increase depends on the contractual model, sector, and position within the supply chain. A secondment provider already charging market-conform rates will experience the impact differently from an intermediary whose business model is driven by volume and margins. 

“This only affects staffing agencies.” 

This may be the biggest misconception of all. Consultancy and secondment services may also fall within the scope of the WTTA, depending on how the working relationship is structured and operates in practice. 

The Strategic Question Behind the Rate Discussion 

The conversation often focuses on rates, but the truly relevant question is different: how do you position your organization in a market where transparency and compliance are becoming the norm? Organizations that invest early in certified supply chains, clear contractual arrangements, and demonstrable compliance will build a competitive advantage. Those that wait risk finding themselves excluded from opportunities—not because of the legislation itself, but because clients will seek to reduce their own compliance risks.

What You Can Do Now

For suppliers, the priority is to map cost structures by contract type and identify any compensation gaps compared to the benchmark applied by the client organization. Contracts and commercial arrangements should be reviewed before the legislation comes into force.

For clients, the focus should be on gaining visibility into remuneration practices throughout the supply chain. This means being more selective when choosing certified suppliers and starting conversations early rather than waiting until the legislation takes effect.The WTTA is changing the rules of the game. Organizations that take it seriously today will gain an advantage over those still asking whether the market can survive it.

Would you like to know more about what is coming your way and which steps you should take? In our whitepaper (In Dutch), you can read, among other things, how SNA certification and the Wtta relate to each other.