Research confirms: suspicion of employment greater with lower hourly rate self-employed worker
The labor market is constantly evolving. In particular, the position of the self-employed remains a topic of debate, both in society and in politics. The question of whether a person may be hired as a self-employed person is not always easy to answer. Recent research by SEO Economic Research offers new insights: by looking at the characteristics and hourly rates of self-employed workers with business clients, this research shows that many of the characteristics of employee status occur in self-employed workers with low hourly rates. They are more likely to meet criteria that qualify them as employees. These are interesting insights and results in the context of bill Verduidelijking Arbeidsrelaties en Rechtsverm presumption (VBAR).
More characteristics of being an employee at low hourly rate
The SEO study focuses on the characteristics and rates of self-employed workers and identifies the extent to which they exhibit characteristics of employment. The main findings are:
- Self-employed workers with lower hourly rates are more likely to experience work-related management and organizational embedding, characteristics appropriate to an employment relationship.
- Depending on the method by which the hourly rate is calculated, between 15 and 28 percent of self-employed workers could fall under a legal presumption of employment at a rate of 32.24 euros per hour.
- In sectors such as construction, creative industries and business services, the risk of false self-employment is greater because many self-employed workers depend on one or a few clients.
The VBAR and the legal presumption of employment
The question of how to deal with a clearer distinction between employees and the self-employed is a recurring discussion in politics and society. The VBAR bill attempts to clarify the employment relationship on the basis of an assessment framework and by introducing a legal presumption of employment. The latter means that at an hourly rate of 33 euros or lower, it will be assumed more quickly that an employment contract exists. Although the VBA part of much criticism organizations, industry associations and political parties, the R (legal presumption of employment) has broad political and social support.
The SEO study shows that a significant proportion of those employed at low hourly rates are in a dependent and vulnerable position. This makes a proposal such as the legal presumption of employee status below a certain hourly rate a logical extension of the problems identified.
Sectoral differences and the importance of legal presumption
The risk of false self-employment is not equally high in all sectors. The SEO study shows that there are sectors where workers have structurally low hourly rates and these workers also show more indications of being employees. These sectoral differences underscore the importance of careful legislation and regulation. The legal presumption is a tool that can combat abuses, while leaving room for true entrepreneurs to remain self-employed. This is important to strike a balance between protecting workers with low hourly rates, on the one hand, and otherwise leaving room and freedom to be entrepreneurial.
Hiring smartly in a world that is changing at lightning speed - this is how you get a grip!
How do you keep control of hiring when everything is changing faster and faster? Simple: with better data, strategic hiring becomes a lot easier. During Nevi and HeadFirst Group's 'Grip op Inhuur' event, experts shared their insights, figures and practical experiences. "Combining knowledge is now more important than ever," said Rutger Treffers, Commercial Director at HeadFirst Group.
Just before the event, the news arrived: Europe wants to spend as much as 800 billion more on defense. Purchasers know what that means. In an economy already at full throttle, it will only make the job market tighter.
During the 'Grip op Inhuur' event of Nevi Zuidwest & Noordwest and HeadFirst Group it became clear once again how strongly global developments affect the labor market. One of the 160 buyers present in the HeadFirst Group theater in Hoofddorp put it aptly: 'Earlier I did not see the link between our work and the daily news, but now I realize how much influence it has on our industry.'
Jolanda ten Hoeve, procurement and contract manager at ECT Rotterdam, also underlined the importance of that broad perspective: "As a professional, you have to understand what is going on worldwide and what effect that has on your organization. Agility has become even more important, especially with geopolitical tensions and labor market tightness."
By closely monitoring these changes and responding strategically to the tight labor market, buyers can not only meet challenges but also create new opportunities.
One hundred and sixty buyers gathered for an interactive afternoon organized by HeadFirst Group and Nevi Southwest and Northwest. How do you maintain control over hiring in a landscape where speed and flexibility are increasingly important? The presentations offered valuable insights and practical tools for buyers to keep an overview in a world that is changing rapidly.
What's going on in the hiring market?
First, the numbers, because all the presentations during the afternoon were solidly based on data. Geert-Jan Waasdorp, director and founder at Intelligence Group: "The labor market is still running at full speed. With a labor market participation rate of 85%, things are looking good." But, he warned, the market did reach its peak. "It's cooling off a bit."
Moreover, the job market is full of uncertainties. Think "black swans" - rare, unexpected events you can't predict. Trump? Russia?
But there is another problem, according to Waasdorp. Despite the mountain of data, much remains invisible, especially around flexible work. For example, he recently (only) discovered that all TNO and CBS surveys are only in Dutch.
And that while 25% of working people in the Netherlands do not speak Dutch. From ASML employees to Polish migrant workers - a sizeable group remains completely outside the statistics as a result.
Numbers that count
Of course it was also about the law DBA, false self-employment and the bill VBAR. According to Sem Overduin, manager Public Affairs of HeadFirst Group, there is no need to get into a cramp: "Make sure you have an up-to-date hiring policy and keep your documentation in order. Record clearly why you make certain choices. And involve the key people in your organization: make sure they have a good understanding of the process and legislation."
According to Waasdorp, the lifting of the enforcement moratorium on the DBA law particularly affects the public sector. "There have never been so few public contracts."
Another striking trend in the freelance and secondment market: "In no sector is the wage gap as small as here. Entrepreneurship here seems to go hand in hand with emancipation." said Waasdorp.
How well organized is your external hiring?
Advisor on external hiring Paul Oldenburg held up a mirror to the buyers present during the day: how well is your external hiring regulated?
Too often the focus is on the short term, processes are inefficient and clear rate agreements are lacking. Oldenburg clearly showed how to approach sourcing strategy in a smarter way. How do you improve the sourcing strategy? How do you make clear agreements with agencies? How do you work together more efficiently and avoid risks?
Smarter hiring is not just about cost savings. A well thought-out hiring policy also ensures continuity and compliancy.

Strong asset - global data
In the afternoon, attendees could choose from several in-depth sessions. One zoomed in on the staffing industry: how do you combine continuity and flexibility without high costs? And how do you work smartly with your supplier in doing so?
Edward Norg, Randstad's operations director, gave a clear answer:
"We often only look at the rate, but that's just the tip of the iceberg. The real profit is underneath: less turnover and absenteeism, lower induction costs, effective pool management - a flexible group of employees that moves with customer demand - and smart data analysis."
Data-driven hiring strategy
During the workshop on the ICT hiring segment, HeadFirst Group dived into the power of a dynamic tiering structure. Which data points are really decisive when managing suppliers? The answer lies in a strategic approach. "Hiring is not a matter of ad hoc decisions, but of data-driven optimization," says Sam van de Kreeke. "By formulating clear business objectives in advance and continuously testing them against relevant data - such as rates, conversion and turnaround times - you will attract the right suppliers and increase the effectiveness of your hiring policy," adds Boy Kies.
Changes in global economy and labor market
"With data, companies can spot fluctuations and trends early and respond accordingly," said Lex van der Giessen of recruitment agency Sonsbach and one of the invitees.
"Yet the current global economy and geopolitical situation do not make it any easier," he adds. "Despite increasingly deep insights, sudden disruptions can have a major impact - both economically and in the labor market."
The key? Agility. Van der Giessen "A flexible shell makes your organization more resilient. Companies that work exclusively with permanent employees have less clout. Flexible workers actually offer the opportunity to adjust quickly and attract the right people at the right time."
Jolanda ten Hoeve, procurement and contract manager at ECT Rotterdam: "It was a very fascinating event, especially because the presentations were largely based on interesting numerical underpinnings. That gave a nice factual picture of the developments in the labor market."
SOURCE: ZiPconomy
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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
Working visit by Member of Parliament Thierry Aartsen (VVD) to HeadFirst Group
Retrieved from Monday 17 March welcomed HeadFirst Group welcomed VVD Member of Parliament Thierry Aartsen for a working visit. As spokesman within the VVD, Thierry Aartsen is responsible for the labor market and the self-employed dossier. During the working visit was developments on the labour market, the Belgian laws and regulations concerning hiring self-employed people and the challenges we face as HR service providers.service provider experience.
Firmly bitten into the file labor market and self-employment
Thierry Aartsen has in recent been firmly entrenched in the labor market and the self-employed. As a member of parliament, he is working hard for independent entrepreneurs, combating regulatory pressure and the consequences of unclear laws and regulations. In previous debates on the lifting of the enforcement moratorium on January 1, 2025, he has among other things, advocated a "soft landing" and a realistic and workable approach, in which enforcement does not lead to curtailment and uncertainty for clients and self-employed entrepreneurs.
The role of an intermediary and valuable data
Marion van Happen, CEO of HeadFirst Group, gave Thierry Aartsen a brief organization about the company and the role and added value of an intermediary in the labor market. Marion took Thierry through the different types of services and the challenges facing the industry. Next, Ton Sluiter, Manager of Data at HeadFirst Group, gave an in-depth presentation on the data we collect and developments and trends in the labor market. In te presentation Ton highlighted how the demand for self-employment is developing and what skills and which skills and knowledge are in demand.
The ihiring process, practical challenges Belgium
After the presentations, we took to the shop floor together. Led by Sem Overduin of the public affairs team, Aartsen got a behind-the-scenes look at the recruitment and contract management departments. This gave him the opportunity to ask more questions about the hiring process and gain insight into the challenges our colleagues face. For example, it remains complex to assess labor relations holistically and ensure proper and clear assignment descriptions. Furthermore, we dwelled on the questions colleagues receive from clients and freelancers. This led to a constructive exchange of ideas and possible areas for improvement.
We also discussed at length laws and regulations in Belgium regarding the hiring of self-employed workers. The Belgian Labor Relations Act is an inspiration; in fact, a separate law regulates the assessment of the working relationship between contractor and client. The discussion underscored the need for a sound and future-proof policy that does justice to the interests and needs of both self-employed workers and principals.

Continued dialogue
Thierry Aartsen's working visit to HeadFirst Group was valuable and provided scope for depth in the developments in the labor market and the zzp dossier. We appreciate the useful discussions that took place and will continue to use our data and knowledge in the future to contribute to a good and substantive public-society debate.contribute to a good and substantive public-social debate on the future of the labor market.
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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
WTTA debate: House of Representatives exposes tension between regulatory burden, implementation and protection of migrant workers
The Law toath terbeschikkingstelling of workers (WTTA) is supposed to curb abuses in the staffing industry, but, according to critics, threatens to grow into a huge bureaucratic web. During the plenary debate of this extensive bill on March 12, it became clear that Chamber members were divided on the balance between market regulation and the protection of migrant workers.
Despite broad political support, vmany concerns about implementation and regulatory burden
The debate, attended by representatives of VVD, SP, CDA, NSC, PVV, SGP, DENK, D66, BBB and GroenLinks-PvdA, revealed a variety of views and concerns. Aartsen (VVD) supported the law, but warned of the rising regulatory burden, calling the WTTA a form of "self-rising baking flour" - a reference to the risk that the bureaucracy will continue to feed itself and keep expanding. Rikkers (BBB) also expressed concerns in the debate about the broad scope of the authorization system and "what impact this could have on bona fide lenders.
Van Kent (SP), on the other hand, went full-on for a stricter framework, arguing that the law does not go far enough. He called for a higher and permanent security deposit to become 'rogue mediators' out of the market. Patijn, MP for GroenLinks-PvdA, concurred and emphasized that the Labor Inspectorate should play a larger and more active role in tracking down abuses. According to Patijn, the framework of standards is inadequate and both parties called for speed in introducing the bill.
Exception for sectors
Despite the broad support in the House of Representatives for stricter regulation, several MPs were concerned about the broad scope of the bill. For example, Ergin (DENK) came up with an amendment to exempt the top sports sector from the WTTA and Ceder (Christian Union) submitted an amendment to exempt social work companies from the WTTA. In the debate, MPs Boon (PVV) and Flach (SGP) asked for an exemption for highly educated personnel, for example.
In addition, the long bridging period was criticized: the law will not become (partially) operational until 2028 at the earliest, which, according to several parties, leaves room for abuse.
Admitting Authority in its own ministry
Minister Van Hijum defended the bill by pointing to ongoing explorations within the Ministry of Social Affairs and Employment (SZW). He emphasized that the admitting authority (TI), which oversees enforcement of the law, will be a new directorate within the ministry. Regarding enforcement during the transition period, Van Hijum stated that the TI will be, if all goes well, intends to pick up alerts and address abuses as early as 2028 when they are evident. A more comprehensive Cabinet response to the House of Representatives' concerns will follow within two weeks.
WTTA: from initiative to legislation
The WTTA was born out of a desire to better regulate the staffing industry and protect migrant workers. An important driver is the now widely supported report of the Roemer Commission on the position of labor migrants. The law introduces an admission requirement for labor intermediaries and employment agencies, whereby only certified parties may mediate personnel. This should counteract sham constructions, underpayment and poor housing.

Regulatory pressure
Although the objectives are widely supported, there is including from industry associations and market participants much criticism of the impact on the sector. Also hhe Advisory Committee on Regulatory Burden (ATR) also also pointed out in January to that the administrative burden and compliance costs are rising sharply. According to their calculations, the additional regulatory burden leads to an annual cost increase of 143 million euros for companies in the sector. This raises questions about the proportionality of the measures, the broad scope, regulatory burden and impact on the mediation sector.
What does this mean for the market?
The introduction of the WTTA dramatically changes the playing field for job placement services. The industry must consider:
- A mandatory admission scheme, whereby employment agencies, intermediaries and secondment agents are checked before they are allowed to operate.
- Mandatory security deposits, intended to prevent abuse, but at the same time are a barrier for smaller entrepreneurs.
- Intensified enforcement, with a greater role for the Labor Inspectorate and the new admitting authority (TI).
At the same time, the bill raises questions about feasibility, costs for companies and impact on the labor market. How to avoid that stricter rules lead, security deposits and higher implementation costs will have too much impact on bona fide companies, without actually improving the position of vulnerable migrant workers?
The discussion on the WTTA will continue to flare up in the coming months. In the week of March 24, the plenary debate will continue and in April 2025, the House of Representatives will receive a comprehensive letter from Van Hijum.
HeadFirst Group closely follows these developments and remains in conversation with MPs, policymakers and market participants
Do you have questions about the WTTA? Contact us here, at the bottom of the page, for advice.
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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
Danielle van Wieringen (Comité ZZP): "Self-employment is a right, not a loophole"
By collecting almost 12,000 signatures in just a few weeks, Comité ZZP has sent a powerful signal to politicians: enforcement on false self-employment is overshooting the mark and threatens the freedom of self-employed entrepreneurs. The fear among freelancers is growing, while clients are increasingly dropping out for fear of legal consequences.
How did this committee come into being? What drives them to get involved in this fight? And how do they prevent their advocacy from being seen as a licence for false self-employment? Oifik Youssefi of the public affairs team at HeadFirst Group spoke with Danielle van Wieringen, co-founder of Comité ZZP, about the impact of enforcement against false self-employment, the negative framing of self-employed workers and why the Netherlands is in urgent need of a simpler and fairer system.
Many business owners are speaking out about the state of laws and regulations these days, but how does a committee like this one come about?
The committee was formed by Peer Goudsmit and myself. We served on the board of the Labor Association and there is still an active group of people involved. When enforcement on labor relations was tightened January 1, 2025, there was a stir: should we do something with this? Peer and I had the most energy for that. The committee now consists of about ten people. Our goal is to make visible and audible what is going on among freelancers and to influence the political discussion. We had to start somewhere, so we started a petition.
Why did you feel called to participate in this?
It was actually an occasional action. Peer and I are both entrepreneurial and want to connect. We saw the need to take action and hook others up.
What do you personally notice about enforcement on false self-employment in your entrepreneurship?
I see that self-employed people are becoming more and more afraid. Clients stop hiring self-employed workers overnight, for fear of enforcement and lack of clarity in legislation. The framing around the self-employed is negative: we are being put away as cowboys and greedy people. That affects me personally. Since last year, I can only see this sentiment growing. It is becoming a self-fulfilling prophecy: if you keep labeling the self-employed as a problem, they will automatically become a problem.
What stories and signals do you hear from fellow entrepreneurs?
Duped people are increasingly approaching us. For example, a music school that depends on zzp teachers no longer dares to hire anyone for fear of the "embedding test. Or a sound engineer who now does not know how to arrange his social security because he has different types of assignments. The system has become too complicated.
Are you concerned about recent developments?
Yes. The policy feels increasingly oppressive and patronizing. Instead of encouraging entrepreneurship, in my view, it is being made more difficult. A healthy economy needs a strong flexible shell, but now it seems like the government is deliberately trying to reduce that shell.
Het comité stelt dat de wet DBA en de handhaving tegen schijnzelfstandigheid hun doel voorbijschieten. Wat is volgens u een beter alternatief?
I don't even know if false self-employment is really such a big problem. I do interim assignments and am sometimes hired temporarily, for example to replace someone on maternity leave; in this there is embedding. Why shouldn't that be allowed? I am in favor of tackling forced self-employment at the bottom of the market, but not against restricting the freedom of genuine self-employed people who consciously choose to be self-employedWe really need to get back to basics: clear and fair rules without unnecessary complexity.

How was the petition received by the House of Representatives?
The Chamber members were not surprised. They sense that there is unrest. This did get the conversation back on track a bit more.
Enforcement on false self-employment is justified in part as protecting vulnerable workers. How does the Committee ensure that their advocacy is not seen as facilitating false self-employment?
We are committed to a fair, simple solution that gives self-employed workers freedom of choice and protects vulnerable workers. The government must stop criminalizing self-employed workers. The problem is not in the self-employed themselves, but in the fact that our system is unnecessarily complex.
There has been criticism that some principals are exploiting the current lack of clarity to cut costs. How does the Committee respond to this?
If you make social premiums paid by default by contractors and simplify the system, that problem is solved. In other countries, such as Belgium and Scandinavia, social premiums are paid by default by contractors. In the Netherlands, the differences between contract types are far too great, making it unnecessarily complex.
What specific changes would you suggest to current laws and regulations? For example, what do you think of the VBAR bill?
The VBAR is yet another step in increasingly tightening labor relations, making it more difficult for the self-employed to be self-employed. This no longer fits the modern economy. Policymakers keep harking back to the labor law of 1907, but the labor market has completely changed in the meantime. We must accept that flexibility is here to stay.
The Supreme Court ruled in the Uber case that the "entrepreneurship" element should be given more weight in assessing the employment relationship. How is the Committee listening to that judgment?
I honestly found it a relief and recognition for being self-employed. I am an autonomous worker and would like to have the space to be able to do that carefree. The nearly 1.8 million self-employed people who consciously choose self-employment should be able to continue to do so.
You guys are talking about a BSN model as a solution. What does that entail?
The idea is simple: based on your BSN number, it reveals how much you earn per year. Based on that, a fixed percentage of social security contributions is withheld. This makes the system much more transparent and fair.
How do you prevent stopping enforcement from leading to structural abuse of false self-employment?
Enforcement should focus on real abuses, not on self-employed people who are voluntarily self-employed. The problem is that the law is now applied too generically.
The Lower House will soon debate the zzp dossier. What would you like to give the MPs?
Independent professionals are the lubricant of the economy. The flexible shell of the labor market is essential for innovation and agility. But if we continue to cling to outdated legislation, the Netherlands risks pricing itself out of the market. I worry about the VBAR: it feels like an oppressive, patronizing measure that does not do justice to the reality of entrepreneurship.
Will the Comité ZZP still draw attention to the upcoming zzp debate?
We came up with an action: #RuimteVoorZZP. The action is all about mobilizing the self-employed and their clients so that politicians see how important the self-employed are to the economy and innovation. We are calling on everyone to join in by posting a joint post on March 12, a 🍓 after their name and sharing personal stories. The goal is to influence legislation and ensure realistic and workable policies for the self-employed.

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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
Supreme Court: entrepreneurship is full criterion in assessing an employment relationship. What does this mean for the VBAR?
The Supreme Court's recent ruling in the long-running case between FNV and Uber continues the discussion about the assessment of a employment relationship on edge. The court ruled last week that in determining an employment relationship there is no order of precedence between the various criteria, as previously indicated in the now famous Deliveroo-judgment. This means that the element entrepreneurship must be taken into account equally, in addition to the criteria that point to an employment contract. The question is: What impact will this have on the Verduidelijking Beoordeling Arbeidsrelaties en Rechtsverm presumption (VBAR) bill?
Longer discussion about VBAR
The VBAR has long been the subject of debate, with strong criticism that the criterion entrepreneurship 'second-rate' is with respect to the criteria that indicate an employment contract. In the internet consultation (2023) citizens expressed serious concerns about the technical feasibility of the VBAR. Under the current system, the characteristics of employment and the degree of self-employment within the employment relationship. Only then are the entrepreneurial criteria that oversee the person himself (the so-called OP criteria) considered.
Entrepreneurship no longer 'second-class'
The Council of State in November 2024 already gave a critical reflection on the bill, concluding that the VBAR in its current form is not solution for the problems that the government want to solve and that the 'codifying valid law' not for greater clarity will provide. Furthermore, several experts in the field of labor law who previously critical have been critical of the VBAR. Thus argued professor labor law Stefan Sagel that in the current format of the VBAR the entrepreneurial criteria inappropriately wrongly subordinate are gemaakt at with respect to the criteria which belong to the employee status. Also Joost van Ladesteijn, lawyer labor law and partner at Vertex Legal, has on several occasions highlighted brought that 'the external entrepreneurship a full viewpoint is' and that there is "no rank exists between the different viewpoints and criteria when assessing an employment relationship'.
Future of the VBAR uncertain?
On Wednesday, March 12, the House of Representatives will debate the zzp dossier. Following the lifting of the enforcement moratorium on January 1, 2025 and the recent Supreme Court ruling in the FNV/Uber case, it promises to be an interesting period politically. Indeed, the impact of the Supreme Court ruling extends beyond just Uber drivers. The current structure of the VBAR will undoubtedly become a subject of discussion, partly because Minister Van Hijum (SZW) has indicated in previous debates to wait for the Supreme Court ruling.
The coming weeks will be decisive for the further course of the VBAR and the broader discussion on proposals to reform the labor market. Naturally, the Public Affairs team is closely following the political-social discussion.
As a result of this article or the Supreme Court ruling any questions? If so, please contact us at publicaffairs@headfirst.nl
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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
Lawyer Joost van Ladesteijn: "Too much attention is given to the hooligans on the job market instead of the supporters"
The enforcement moratorium expired as of Jan. 1, 2025, but there is still a lot of work to be done to move the (flexible) labor market forward. So says Joost van Ladesteijn, employment law attorney and partner at Vertex Legal. In conversation with Sem Overduin of HeadFirst Group, Joost discusses the importance of facts in a regularly sentiment-driven discussion about self-employed workers. Furthermore, Joost is critical of the role of the polder and has a clear vision of the position of the government in this dossier.
You are Top Voice on LinkedIn, active through various media and you are regularly on stage. Today is also not your first time here in Nieuwspoort. What are your motivations and motives for speaking out publicly about various political-social developments on the labor market and the self-employed?
First and foremost, I hope to contribute to the best possible debate for high-quality decision-making in the public interest. Form and content go hand in hand. The quality of the process determines the quality of the outcome. Take assessing a contract as a comparison: the manner in which the explanation phase, the data collection and the determination phase are carried out is essential to the qualification of the employment relationship. So to speak, a more careful explanation phase is essential to move the Netherlands forward sustainably and effectively. That means having a better discussion with each other and, above all, listening more and more broadly. With relaxation and with agility of mind. More objectivity will result in more balanced discussions around the zzp-dossier and the (flexible) labor market with as a consequence also things like more support.
The labor market faces major challenges. We are facing a tight labor market, there is an uneven playing field between different forms of contracts, and we also need to future-proof the social security system. You are critical of the government's role in the labor market file. Can you elaborate on this?
My concern is not specifically with the government, but with the role and place of all players on the playing field. We seem to be increasingly concerned with the hooligans rather than the supporters. In this regard, enforcement and oversight is essential for any system. I am in favor of an evaluation of all these different actors in the labor market. So that also means an evaluation of the role of the government, just when it is important. Each party now mainly sees itself as the way to solutions: the government, the EU, the SER, the market, regulators, industry associations, and so on. The government is increasingly claiming a prominent role. For example, several bills from the Ministry of Social Affairs and Employment have seen the light of day. This should be done with proper historical awareness. A conclusion from the past thirty years may be that legislation as a labor market instrument has been little successful and even counterproductive. The current operating model does not seem to learn sufficiently from the past and has difficulty in abandoning a path it has taken. Déjà vu's are inevitable.
What solution do you see for the labor market?
I see the solution in a recalibration of the Trias Politica, the doctrine of a balance of powers. New powers have been added, such as supranational organizations. The distinction between legislative, executive and judicial powers no longer suffices. More tension between the various (shadow) powers is required. Here "without friction no shine" applies.
Adequate "checks and balances" must therefore exist in this playing field, for example to prevent excessive entanglement between powers, already for the quality of decision-making. The human dimension should always be central to pluralism. Policy objectives can now too quickly take shape as a kind of 'hunt', where the end justifies the means.
You write that employment contracts are increasingly becoming a vehicle for government action. What exactly do you mean by that?
The labor contract has become over-regulated and therefore unattractive. It has become a vehicle to achieve all sorts of government objectives. There is, to quote Verburg, not only 'terrible flex', but also 'terrible fixed'. Barentsen and Sagel put it evocatively in the Chronicle of Social Law: 'How full can the Christmas tree of the labor contract be hung with protective balls before its branches start to creak?' 'Fixed less fixed' therefore deserves as much attention as 'flex less flex,' otherwise any proposed solution will remain symptomatic.
There has been much discussion about the VBAR bill, especially making the criterion of external entrepreneurship "subsidiary. Earlier, there has been political talk about cutting the bill into two separate parts, so that the legal presumption is separated from the clarification part. What is your opinion?
Like the Advisory Committee on Regulatory Burden (ATR), the Council for the Judiciary and the Advisory Division of the Council of State, I am critical of the VBAR bill. When in 95% of cases it would now be clear what the outcome of an assessment of whether an agreement should be considered an employment contract is, the best-case effect of the VBAR is non-significant. Better than splitting the VBAR is splitting civil and tax employment contracts. Inspectors can then work with laws and regulations in which they are pre-eminent long-time experts. You now notice discomfort among inspectors with an employment law test. Article 7:610 paragraph 1 of the Civil Code, which contains the definition of the employment contract, can then remain unchanged. Legal practice can handle this just fine. That may by now be obvious from case law.

Back to your area of law, employment law. What do you propose to improve it?
Labor law may be simpler, more effective and balanced for also more agility, innovation and customization, and thus addressing labor market tightness, labor productivity and business climate. This can be done by not setting government and collectivism on the one hand against the market and individualism on the other, but in a new balance with counterpowers with an independent position for labor law, detached from taxation and social security. Government activism starts where market activism stops and vice versa. The risk-rule reflex must be suppressed. In other words: through jurisdiction if possible, through legislation if necessary. Competition should be encouraged. So my additional advice would be to disentangle the privatized social security law from the labor contract. In addition, the 1945 preventive dismissal test should finally be abolished. Article 7:611 of the Civil Code, which regulates good employer and good employee relations, should be given a more emphatic key position. Bills such as Work Where You Want and Right to Inaccessibility then need not be tabled.
What is the role of the polder here?
here is also a role for the polder, but certainly not an exclusive one. Precisely broader listening than at present is essential. Large groups seem to be systematically missed. For example, the government always assumes broad support for proposed measures because plans are made in consultation with social partners. But structurally it appears that this broad support is precisely not there. Proposals fail in the House of Representatives or meet with resistance from all sections of society. This raises questions about the quality of decision-making, including its diversity and inclusiveness. It is striking that these are precisely the themes that the SER likes to discuss.
The polder is now not the ears of the labor market and does not sufficiently represent all social actors. There seems to be a need for an independent body alongside the SER, with people from commercial practice, which uses technology for direct forms of decision-making, not tied to political parties or particular organizations. This to ensure attention to freedoms, individual responsibilities, conflicting interests and flexibility. In the process, collective bargaining agreements have really fallen through. The material scope of collective bargaining agreements should be drastically reduced to the so-called hard core of working conditions, i.e. wages, working and rest times, occupational health and safety, vacations and equal treatment. The AVV review framework requires modernization. Respresentativeness requirements should be increased and unambiguous. All employees should vote on CLAs instead of a constituency. A maxim could be that more than 25% in employer contributions and/or subsidies affects a union's independence. Again, systemic reform should be put on the agenda.
Answers to preliminary questions by the Supreme Court in the case between Uber and FNV will soon follow. Exciting or not?
Indeed, the ruling is expected soon. If the Supreme Court goes along with the opinion of the Advocate General, then a kind of VBAR law situation may already arise: circumstances relating to the person of the worker himself will then be less important as a starting point than other factors in assessing whether a contract should be considered an employment contract.
However, I expect the Supreme Court to stick to the line it itself has set for the last few decades. The Deliveroo ruling highlights the Groen/Schoevers ruling from 1997 and the Participation Place ruling from 2020. This means: the sequentiality of the two-phase system, the Haviltex measure in the interpretation phase, which includes the social position as a party-specific circumstance, and the holistic test with as part of it that points of view should also be considered in mutual connection. The Supreme Court then does not go along with the Advocate General and external entrepreneurship is not accorded a "subsidiary", subordinate significance.
In the first quarter of 2025, the House of Representatives will again debate labor market policy and the zzp dossier. What do you want to give politicians?
The art of the manufacturable must be exchanged for an awareness of inherent limits. Less is now more. Start with the 5 km first, achieve initial success, and only then embark on a marathon of which even start and finish are now unclear.
The government must argue concretely, unambiguously and objectively, with quantifications, what trade-offs it is making, recognizably reflecting on all the facts and circumstances, recognizing that 100% compliance is unachievable and policy (to the extent required at all) thus amounts to risk management. Government should be above the parties and know the necessity of its own limitations, including that legislation is not a "multi-cloth." Agile in spirit, government should seek connection by engaging in conversation and listening for balances based on commonalities. Thus, man, which constitutes society, can also be measure of things, as painter and canvas.
It is now more than five years since the Borstlap Commission issued a robust report on labor market reforms. Is it now time for a revised version? A Borstlap 2.0?
The Borstlap Commission report is strongly ideological and can be interpreted as yet another typical product of the public sector. One can also take a completely different view of the content and necessary measures, but the report contains that different view to a limited extent. With also all the reports of all the members of the Borstlap Commission in the news on an almost daily basis, the views of the Borstlap Commission should really be known enough by now. It would be good if precisely others than members of the Boot Commission, the Borstlap Commission and the SER (MLT) were allowed to tell their stories, perhaps by a group from the commercial sector, all the more so given the limited successes in the labor market over the past few decades and we now really want to move forward. Remember also that the Borstlap Commission was mostly not followed by the previous minister. As mentioned, for me, labor law in particular can be more balanced, effective and simple. In my opinion, this cannot be achieved by setting government and collectivism on the one hand against the market and individualism on the other, as has been the case in recent decades, but in a new balance with an independent position for labor law. In this, freedom, and its protection, is essential. The guarantee of fundamental freedoms creates the possibility of self-development and self-actualization for everyone. This includes a Red Tape Committee, which removes all duplicate and unreadable rules (also for dealing with labor shortages and the issue of labor productivity). A 30% 'admin burden' starts to become normal. This has really gotten terribly out of hand in recent years. This should be more of a priority than a multi-hour bonus.
What do you hope for in 2025?
I hope for less ideology and more substantive debate. Numerous issues are currently not easily measurable and should have been eminently so as the basis of the foundation of any analysis. Put objectivity and facts at the center. This will improve the quality of the debate and will have a positive effect on the quality and implementation of decisions.

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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
Minister Van Hijum: Admitting Authority (TI) WTTA to be invested within the ministry itself
The Wet toelating terbeschikking van arbeidskrachten, better known as the WTTA, is an important step in the regulation of the temporary staffing sector and other personnel lenders. In a recently published parliamentary letter, Eddy van Hijum, the Minister of Social Affairs and Employment (SZW), announced that his own ministry will assume the role of admitting authority (TI). This decision follows an extensive search for a suitable implementer. How to proceed.
Why a new admitting authority?
First a bit of background: the WTTA bill dates back to 2023, in response to abuses in the staffing industry (underpayment, poor housing of migrant workers) and the Roemer Commission report. The law introduces an admission system for organizations covered by the Waadi. Under the new system, hirers may only operate in the market if they are authorized to do so.
It was originally intended that Justis, the screening authority of the Ministry of Justice and Security, would act as the admitting authority. However, Justis announced that it did not have the capacity to perform this complex task, partly due to the extensive supervisory and enforcement responsibilities that the WTTA entails. This was confirmed in various parliamentary documents and led to the need to postpone the introduction of the WTTA until further notice in late 2024. The Ministry of SZW is now taking over this task and establishing a new unit specifically responsible for implementing the law.
SZW's new role as admitting authority
The new special unit within the Ministry of Social Affairs and Employment will be responsible, as the admitting authority, for assessing applications for admission, suspensions and revocations of permits for hirers. The new unit must distinguish itself through careful decision-making, in which signals from the market, inspection reports from private inspection bodies and cooperation with system partners such as the Tax and Customs Administration play a major role.
Motions Cedar (CU) and Aartsen (VVD): focus on speed and cost control
The implementation of the WTTA has been heavily influenced by two motions recently passed in the House of Representatives:
- Motion Cedar: focus on speed
This motion emphasizes the need for the law to enter into force as soon as possible with a target date of July 1, 2026. The Minister of SSW indicates in the room letter that he shares this aspiration, but warns against rushing without diligence. A robust organization is needed to ensure that the admission system functions effectively from day one. The preparation and establishment of the TI will therefore be carefully carried out, with a schedule expected to be set this spring. - Archer motion : cost control for lenders
In his motion, Aartsen calls for keeping the costs associated with implementing the WTTA manageable, especially for smaller lenders. The minister responded in the parliamentary letter by indicating that the fees and inspection costs will be set proportionately and transparently. In addition, the fees will be differentiated by company size, which means that smaller lenders will be charged less than medium and large companies. An important commitment for Aartsen since it was originally intended to charge a 100,000,- deposit to joining parties.
How to move forward?
Van Hijum indicated in the parliamentary letter that he cannot yet comment on a definitive date for the law's entry into force. The TI must be given sufficient legal, financial and organizational resources to be able to perform its tasks and activities reliably and effectively. Logically, this process needs time. Van Hijum does indicate in the parliamentary letter that there will be more information on a new timeline for the implementation and execution of the WTTA in the first quarter of 2025.
HeadFirst Group's Public Affairs Team is keeping a close eye on developments. Should there be any questions about the WTTA, please contact us at publicaffairs@headfirst.nl.
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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
The political discussion about the VBAR, the Uber/FNV case and the future of the zzp file. What does all this have to do with each other?
The zzp dossier in 2024 can be described as a turbulent year. The year was marked not only by the approaching end of the enforcement moratorium, but also by the bill Verduidelijking Beoordeling Arbeidsrelaties en Rechtsvermoeden (VBAR). The Internet consultation in the fall of 2023 already caused many critical responses from industry associations, market parties and zzp organizations. Criticism of this bill actually only increased in 2024. Various political parties questioned questioned the usefulness and necessity of the VBAR and the Council of State came in November 2024 with the conclusion that the billoorstel will make a "limited contribution to tackling false self-employment. Earlier, the Advisory Board on Regulatory Burdens (ATR) also issued a strong advice. The bill received at that time a dictum 4 from this Board. In brief this means the following: the bill has fundamental objections and/or the substantiation is seriously deficient or lacking. A recently published report of the ATR shows that several billslen related to the labor market have similar dicta received in recent years.
Minister Van Hijum (Social Affairs and Employment) has been considering follow-up steps for some time. Earlier, Van Hijum indicated that he was waiting for the Supreme Court to answer preliminary questions in the FNV/Uber case. The answering of these questions could have major implications for the VBAR bill and the broader discussion of the zzp dossier. But why is this really the case? And why are FNV and Uber opposing each other at all? In this article, a chronological timeline and more text and explanation about the legal and social importance of this case.
2019: the first complaints from Uber drivers
In 2019, several Uber drivers are approaching union FNV with complaints about their working conditions. The drivers argue that Uber previous promises are not being kept. Bel promises about highre earnings, flexibility in working hours and independence appear to be inconsistent with reality. Instead, Uber determines drivers' rates, practices and working hours, which drivers say does not fit with self-employment status. These complaints led to driver actions and talks between Uber and the City of Amsterdam in mid-2019.
November 2020: FNV demands compliance with cab collective bargaining agreement
Trade Union FNV summons Uber to comply with the cab collective bargaining agreement, arguing that Uber is behaving as an employer. Uber refuses, arguing that it is merely a platform that brings supply and demand together.
September 2021: Rrealbank Amsterdam Declares Uber employer
On Sept. 13, 2021, Amsterdam court rules that Uber is an employer and must abide by cab collective bargaining agreement. This ruling is seen as a major victory for FNV and the drivers. However, Uber does not resign itself to the ruling and is appealing.
2022: The legal strategy of Uber And the "Uber files"
In 2022, it emerges that Uber is delaying legal proceedings and submitting dispensation requests not to be covered by the cab collective bargaining agreement. Moreover, the "Uber files" in July 2022 reveal how Uber tries to manipulate political and legal processes.

June 13, 2023: court hears appeal
On June 13, 2023, the Amsterdam Court of Appeal will consider whether Uber is an employer. The court states that more clarity is needed on the legal framework and decides to submit preliminary questions to the Supreme Court. This is because of the high social and legal importance of the issue.
Oct. 3, 2023: court asks preliminary questions
The Amsterdam Court of Appeal Is formulating questions for the Supreme Court on two key issues:
- The role of entrepreneurship in assessing employment relationships.
- The appropriateness of the AVV Act (Act on declaring collective agreements generally binding and non-binding) as the basis for the FNV's collective action. The Supreme Court's answers will influence not only this case but also future disputes about platform work.
September 30, 2024: opinion of attorney general
Attorney General (AG) Ruth de Bock will issue an opinion in late September 2024 in response to the preliminary questions raised. In hhe opinion the AG states that the viewpoint 'personal entrepreneurship' has only limited significance when assessing employment relationships. This point of view only comes into play when a review of the previous eight points of view from Deliveroo is inconclusive as to whether an employment relationship should be classified as an employment contract. The focus should be on the concrete working relationship as it is in the workplace. Behaviors of the worker in the economic sphere cannot therefore "tip the balance. According to the AG, that the personal entrepreneurship of the worker is of limited significance is in line with the draft VBAR bill and with the assessment framework developed by the CJEU for the demarcation between entrepreneurs and employees. The AG also confirms that the AVV Act is suitable for collective actions such as those of the FNV.
The Supreme Court is free to follow the AG's advice or not. In the Deliveroo judgment, the AG's conclusion was not followed and the Supreme Court came to the conclusion that all circumstances of the case weigh in when assessing the employment relationship. Joost van Ladesteijn, employment law attorney at Vertex Legal, came up with a critical reaction to AG De Bock's opinion.
What is at stake?
The Supreme Court's answers to the submitted preliminary questions are of great importance for the political discussion about the zzp dossier, the VBAR bill and assessing whether or not there is an employment contract. Thus, this has significance not only for cab drivers working through Uber, but for the broader discussion about self-employed workers and the flexible labor market.
If the Supreme Court goes along with AG De Bock's opinion, this will mean that an agreement will more quickly be regarded as an employment contract. Less importance will be attached to the point of view of 'personal entrepreneurship' when assessing an employment relationship. This is not in line with the Deliveroo judgment, where precisely "all circumstances of the case must be considered in connection with each other".
Should the Supreme Court not follow AG De Bock's advice, the "personal entrepreneurship" of the worker will weigh more heavily in assessing whether there is an employment contract. This will then be in line with the Deliveroo judgment, where the ninth point of view is a contraindication of employee status. This then has implications for the VBAR bill, because the so-called OP criteria (entrepreneurial criteria that look at the person himself) are secondary to the criteria that test for Employeehood (W) and Self-Employment (Z) which only look within the employment relationship.
The Supreme Court's answers to the preliminary questions are eagerly awaited by legal experts, policymakers, social partners and politicians. It will undoubtedly provide another chapter in the increasingly complex discussion of when an employment contract exists. In all likelihood, the Supreme Court will come out with answers in late January/early February.
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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl
Looking back at the 2024 zzp dossier: VVD MP Thierry Aartsen on "giving people the freedom to arrange their working lives themselves."
With enormous enthusiasm, VVD Member of Parliament Thierry Aartsen has gorged himself on the zzp-dossier over the past year, and with good reason: for him, too, as a politician, the end of the enforcement moratorium as of January 1, 2025 and the criticism of the Council of State on the bill Verduidelijking Beoordeling Arbeidsrelatie (VBAR), among others, means that the labor market is moving at a new crossroads. According to him, it is therefore really time to start a fundamental discussion about the labor market and the position of self-employed workers in that labor market. In conversation with Oifik Youssefi, of the public affairs team at HeadFirst Group, Aartsen shares his views on the freedom for workers to make their own choices, the importance of political renewal and the future of the Dutch labor market.
Your political contribution is very well received by many a zzp'end. Are you the savior of zzp'end Holland?
These are very big words, but I am very committed to them. I always say: I'm in politics to build a bridge between entrepreneurs and politics. It is badly needed, because political The Hague often looks at the world differently than how it actually is. There are now more than 1.5 million self-employed people who want to decide for themselves how, what, where, when and why they do certain work. They want to organize their own working lives. What I see is The Hague trying to put this group of working people into a mold they don't want to be in. Don't get me wrong: I am against forced self-employment, but I am equally against forced employment.
To what extent does this issue characterize you as a member of the Chamber?
I am a liberal. Give people room to arrange their working lives themselves. To me it is important that we get this right for this group of people who also just pay taxes and work very hard. In addition, this group needs good political representation, and I notice that the discussion is quite misconstrued about zzp'ers. Critics often say that the self-employed are eroding the social system. By the way, you can have a good discussion about that with each other. But if that were true, which I doubt, then you should regulate that properly and not question the freedom of movement and starting motives of the self-employed. For my part, I am trying to contribute a little to the discussion by clearly representing the position of the self-employed and putting their concerns in the spotlight in The Hague.
Politically, things got especially interesting starting in the summer, but how do you look back on the past year with regard to the zzp dossier?
It was a year of progress, but not without struggle. Indeed, before the summer, it was really quiet before the storm. As time passed, I caught more and more noises from zzp'ers about the expiration of the enforcement moratorium on January 1, 2025. Then, a week before the summer recess, I took the initiative to organize a roundtable discussion in the House of Representatives on this subject. After this roundtable discussion, on Thursday, September 5, things really broke loose and all my channels exploded with even more concerns and reactions from zzp'ers and clients. It is good that the zzp dossier is now more prominent on the political agenda. At the same time, we are really still in the early stages of our struggle: making sure that enforcement goes well by January 1, 2025. The fundamental discussion - that people are allowed to decide for themselves how they want to work - we are not yet conducting enough. That's the next step, as far as I'm concerned. And if we are going to have that discussion with each other, then of course the question of how we are going to organize this properly with each other, looking at taxation and the social security system, is also important.
You argued in one of your motions in September for a "soft landing" when the enforcement moratorium expires. What do you think that means?
Most importantly, the Tax Administration is going to enforce in a risk-oriented manner. This means focusing on obvious abuses such as forced self-employment and constructions with migrant workers working for low hourly rates. It is therefore also important that the Tax and Customs Administration and the Labor Inspectorate work together effectively. Furthermore, in the motion I also called for warnings to remain in place, and model agreements also remain effective. Those warnings are crucial to restore peace of mind among clients. Should an audit take place, you still have the chance to correct it neatly and adjust the situation. The model agreements also offer a certain amount of clarity after all, if you stick to them, of course. This will hopefully contribute to a soft landing. Finally, I must also be honest: for the past few years the VVD has been in government, and we also failed to fundamentally address this problem. Hence we are standing here now. While it is still possible, I want to make adjustments where possible. Not directly from 0 to 100.

In the responses you get from zzp'ers and clients, they will no doubt express concerns about enforcement on false self-employment, but what do you yourself expect the impact of enforcement in 2025 to have on the market?
I am optimistic. I think - and above all, I hope - that it will not be too bad. Working with the self-employed can and should be just fine. But I see the concerns growing more and more in the run-up to Jan. 1, 2025. So my appeal to clients is: keep your cool, stay calm and don't force people into salaried employment en masse (in short order). Don't use the lifting of the moratorium as an excuse to panic. Look at what can be done, arrange a job description neatly and in such a way that you can just keep working with self-employed people. Stick to the agreements you make with each other. I especially hope that we can keep that calm.
The Council of State has strongly criticized the VBAR and the More Secure Flexible Workers Act. In addition, the WTTA (admission system) and compulsory disability insurance for the self-employed have been postponed. Isn't the labor market package at risk?
Yes, absolutely. There is a huge lack of innovation, and that is precisely what is desperately needed. We have to fundamentally rethink the position of the self-employed and our labor market as a whole. We have to admit that flex has gone too far in some places. But fixed is also very much fixed, and we need to discuss that too. So about flex and permanent. The outline agreement mentions two laws: the WTTA and the VBAR. The VVD supports the WTTA. The outline agreement does state that 'the cabinet is free to continue with the VBAR'. That is different from going ahead and agreeing to it blindly. I, as the VVD, am highly critical of that VBAR. And not only the VVD, but many industry associations, zzp organizations and scientists with me. That is why I also asked the cabinet: consider splitting the law, then you can already start working on the legal presumption based on an hourly rate for the basis of the labor market. And compulsory disability insurance is just enormously complicated. As the VVD, we think the opt-out is very important. Without that opt-out, a compulsory regulation cannot come about as far as we are concerned. But we have to look beyond that. It is time for a modern approach that really supports the self-employed, without forcing them into a straitjacket.
In an earlier debate, you mentioned Belgium as an example. What specifically would you like to adopt?
The Belgian social system offers a better balance between freedom and responsibility. In Belgium, the entrepreneurship of the individual is also more central. Here in the Netherlands, when it comes to the self-employed, we get too bogged down in discussions about taxation and false self-employment, when we should be thinking much more fundamentally about the position of the self-employed, including the protection and responsibilities that arise from it. In Belgium you have more space and freedom to choose for yourself and the working relationship between self-employed and client is more clearly defined. At the same time, they take extra measures for sectors with low hourly rates and where the risk of vulnerable entrepreneurship is greater. I find these additional sectoral criteria logical and it prevents abuse.
In general, what do you think could be better in the Netherlands in terms of dealing with self-employed people?
The core is recognizing that there is a huge growing group of Dutch people who want freedom, who want to determine for themselves how they organize their working lives. We still try to deny that now by always referring to the labor law from 1907. In addition, we need to adapt our tax and social security system here to self-employment. If the argument is that the self-employed do not contribute enough to social security, say so honestly and have a discussion about it, but do not deprive them of their individual freedom to do business. The focus should also be on a separate legal form for the self-employed, something we have not yet seriously considered here. That way you can draw a clear dividing line between employees and the self-employed, without restricting them unnecessarily in how they organize their work. That is the innovation I see before me: clarity, freedom and a modern social system that fits the current labor market and is therefore also ready for the future.
What was your highlight this year?
The cabinet finally began to move toward a soft landing, and the House supported it. I was really happy about that, though.
And the low point?
The concerns of self-employed people I receive daily in my mailbox. That touches me very much. People who work hard and are now losing assignments because organizations no longer dare to take them on. That does strike me as a low point.
What are you looking forward to in 2025?
A fundamental discussion about how we deal with the self-employed. In recent years, politicians have not sufficiently succeeded in answering the question of how we want to deal with the self-employed in the labor market. We have left that question unanswered. We need to have a serious conversation about a contract-independent system. That is a nice dot on the horizon and an important goal for me. And finally, I look forward specifically to January 21. Then we as VVD will organize a townhall session on the future of the self-employed, together with our political leader Dilan Yeşilgöz. I think it would be great to talk to a large group of self-employed people about how they envision their future.
*This interview is part of a series, in which in recent weeks the Public Affairs team has interviewed several experts closely involved in issues surrounding the self-employed and the labor market. The series consists of six interviews, which will be published in the coming weeks.

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Sem Overduin
Public Policy & Affairs Manager
Sem.Overduin@headfirst.nl
Oifik Youssefi
Public Affairs Officer
Oifik.Youssefi@headfirst.nl
Maaike van Driel
Head of Legal
Maaike.vanDriel@headfirst.group
Thomas ten Veldhuijs
Senior Legal Counsel
Thomas.tenVeldhuijs@headfirst.nl