The regulations are changing significantly: 3 steps staffing agencies should take now

There's buzz, creaks, and shifts in the employment mediation industry. From the aging population and enforcement of the DBA Act on one hand to the opposing movement in the rise of Generation Z and the gig economy on the other. And from the VBAR Act to disability insurance (aov) for self-employed individuals to the TTA Act and the possible minimum rate of 33 euros. What do all these new regulations mean for staffing agencies and other intermediaries? In a new whitepaper, we lay it all out for you. Including 3 steps to take now. What are they? Here's a brief preview.

Step 1: Stay Informed

The added value of staffing agencies is no longer just about matching the right labor force to a job. It is also essential to stay several steps ahead of your clients and workers. You need to know exactly what's happening in the market and respond accordingly. This ensures the right match, which fully complies with all the rules. That way, your clients and freelancers don't have to worry about it, and you offer added value.

Generation Z is accustomed to everything being available on demand, including work.

No matter how many inspectors the Tax Office hires to enforce the DBA Act, there is still a need for flexible workers. For example, due to the aging population and a shortage of staff. Generation Z is growing up in a gig economy, and is used to everything being on demand, including work. Therefore, the relevance of staffing agencies does not disappear but changes and perhaps even becomes greater. That is, if you approach it correctly. That means ensuring, as a staffing agency, that you know exactly what's coming and what the consequences are for freelancers and clients so that you can respond effectively.

Step 2: Communicate

For clients and workers, the staffing agency is the specialist in the job market. It is crucial that you share this knowledge with your clients. This is even more relevant in these turbulent times. Keep them informed of important developments like the DBA Act. And help clients and workers with concrete tools, articles, or whitepapers. This way, you remove confusion and unrest and show that they are in the right place with you as a staffing agency. This gives confidence and certainty, bringing clients and workers back to you.

Step 3: Practice what you preach

You can go one step further to support your clients, namely by taking over the legal responsibility for the freelancers they hire. This way, the client knows that if they hire a freelancer through your agency, all rules are complied with. Hiring without worries, in other words. That is where you can really add value as a staffing agency.

Hiring without worries, in other words. That is where you can really add value as an agency.

You probably already use one or more systems or platforms for onboarding freelancers. Then automate the check on laws and regulations for freelancers. In the case of the DBA Act, for example, you check the duration and result of the assignment, the freelancer's rate, other clients, and also how the work is embedded in the organization. Are there new rules? Then you can relatively easily add them to your system. Very convenient for clients as they can continue to hire freelancers without hassle and with the assurance that everything is well organized. And if the Tax Office checks one of your clients about the hired freelancers? Then you can, in a flash, produce all requested documents on behalf of the client.  Easy!