Big changes are coming for freelancers (ZZP’ers) and businesses in the Netherlands. Starting January 1, 2025, the Assessment of Employment Relationships (Deregulation) Act, or Wet DBA, will finally be enforced. If you’re a self-employed professional or hiring one, it’s time to sit up and take notice. This law aims to draw a clear line between genuine independence and hidden employment structures – making compliance a top priority for all parties involved. 

A Wave of Uncertainty for Independent Professionals 

The numbers don’t lie—many independent professionals are already feeling the impact. According to the Dutch Chamber of Commerce (KVK), a staggering 21,000 professionals deregistered their businesses in December 2024 alone. That’s a 54% increase compared to the previous year. 

With stricter enforcement on the horizon, concerns around misclassification, unexpected tax liabilities, and fines are driving many self-employed professionals to reconsider their options. In response, some are turning to alternative solutions, such as working through employment agencies (uitzendbureaus) for added security and compliance. 

So, the big question to ask is, are you truly self-employed, or at risk of being classified as an employee? 

What Businesses Need to Know 

For employers, the Wet DBA introduces new responsibilities. The Dutch Tax Authorities are set to tighten their oversight on employment relationships, and the consequences of misclassification could be severe. 

Fines, backdated tax claims (up to five years), and reputational risks are all on the table for businesses that fail to comply. With the Dutch labor market already facing a talent shortage, businesses must act now to avoid disruptions. 

What should companies do next? 

  1. Clarify working relationships: Ensure that all contracts (overeenkomsten) clearly define the freelancer’s role and responsibilities. 
  1. Conduct internal audits: Regular reviews will help avoid potential misclassification. 
  1. Stay proactive: Keep up with regulatory updates and seek professional advice when in doubt. 

The Changing Future of Freelance Work 

The enforcement of the Wet DBA comes at a time when businesses are already navigating a tight labor market. Stricter compliance rules might discourage companies from engaging independent professionals, potentially shifting hiring trends towards permanent employment or agency contracts. 

For businesses, the challenge is finding the right balance: How do you ensure compliance while maintaining access to specialized skills and flexibility? 

How to Prepare for the Wet DBA 

Whether you’re an independent professional or an employer, now is the time to take action. Here’s how you can stay ahead of the curve: 

  • Stay informed: Keep track of the latest developments and regulatory changes. 
  • Review your agreements: Make sure contracts reflect the true nature of the working relationship. 
  • Plan for the long term: Assess how this shift might impact your hiring strategies or career choices. 

How Stafide Can Help 

The Wet DBA brings both challenges and opportunities for businesses. At Stafide, we help companies navigate these complexities by offering flexible Secondment (detachering) solutions. Whether you need highly skilled professionals for short-term projects or long-term placements, Stafide can offer a compliant and risk-free way to access top tech talent without the hassle of employment misclassification

With our deep understanding of the evolving labor market, Stafide ensures that businesses can stay compliant while continuing to leverage the expertise they need to thrive. 

Let’s build a compliant, future-proof workforce—partner with Stafide to find the right talent solutions for your business needs.