A daily briefing on European HR, labour law and compliance developments for SME HR teams across the EU, UK, Switzerland and the Nordics.
Top story: Netherlands overhauls flexible work with landmark act on zero-hours and temp contracts
The More Security for Flexible Workers Act (Wet meer zekerheid flexwerkers) passed the Dutch Senate on 7 July 2026, completing the most significant reform to flexible employment in the Netherlands in years. The act replaces zero-hours contracts, tightens the chain provision for fixed-term employment and strengthens protections for temporary agency workers.
The headline change: on-call contracts (zero-hours and minimum/maximum contracts) will be replaced by bandwidth contracts with a quarterly hour standard, where the maximum agreed working hours may not exceed 130% of the minimum. The chain provision is also tightened, with the current six-month interval after which a new chain of temporary contracts may begin being replaced by a three-year interval, making it significantly harder for employers to cycle workers through successive fixed-term contracts. For temporary agency work, phase A is shortened to 52 weeks and phase B to two years, and overall terms and conditions for temp workers must be at least equivalent to those of employees directly employed by the hirer.
Key compliance dates: equivalent terms for temporary agency workers take effect on 31 December 2026, while the bandwidth contract and chain provision changes follow on 1 January 2028.
What to do: Dutch employers relying on zero-hours or on-call contracts should begin planning the transition to bandwidth contracts now, even though the 2028 deadline offers some lead time. Businesses using temporary agency workers face a more immediate deadline: ensure that terms and conditions meet equivalence requirements by 31 December 2026. Review fixed-term contract strategies against the new three-year interval rule to assess the impact on workforce planning.
Also developing
Sweden: New work permit rules that took effect on 1 June 2026 are now fully operational, with the salary threshold updated to SEK 34,470 per month following Statistics Sweden’s mid-June median wage recalculation. Non-EU and non-EEA workers must now earn at least 90% of the national median salary to qualify, up from the previous threshold of SEK 29,680. 27 occupations, including healthcare, education and certain skilled trades, are exempt and face a lower threshold of 75% of the median. Comprehensive health insurance is now mandatory for stays of up to one year, and the Swedish Migration Agency can reject applications based on employer deficiencies such as tax irregularities. Penalties for non-compliance have doubled: SEK 118,400 per foreign national and SEK 236,800 for violations lasting more than three months. What to do: Employers sponsoring non-EU workers in Sweden should verify that all current and pending permit applications meet the updated salary threshold. Applications to extend an existing permit submitted before 1 December 2026 will still be assessed under the previous 80% threshold.
Austria: Reforms to the legal framework for freelance employees (freie Dienstnehmer), in force since 1 January 2026, have introduced statutory notice periods and collective bargaining access for the first time. Permanent service contracts with freelance employees now require a four-week notice period, rising to six weeks after two years, effective on the 15th or last day of a calendar month. Collective bargaining agreements may now extend to freelance employees if specifically included, giving them potential access to minimum wages, overtime pay and holiday entitlements. The changes apply only to new contracts from 2026 onwards; existing agreements are unaffected. What to do: Austrian employers engaging freelance employees should review all new service contracts against the updated notice period rules. If your sector’s collective agreement has been extended to cover freelance workers, check whether your current terms meet the new minimum standards.
UK: Two significant changes to employment dispute and workplace safety rules take effect this autumn. From 1 October 2026, the standard time limit for bringing most employment tribunal claims doubles from three months to six months; breach of contract claims remain at three months. From 30 October 2026, employers become liable for harassment of employees by third parties, including customers, clients and contractors, unless they have taken all reasonable steps to prevent it. This applies to harassment related to all protected characteristics, not only sexual harassment. What to do: Update record retention practices now: the longer tribunal window means potential claims can arise from events dating back to April 2026. For the third-party harassment duty, begin with a risk assessment covering all customer-facing roles. Update anti-harassment policies, train managers and front-line staff, and document the steps taken, as the “all reasonable steps” defence depends on having a credible prevention plan in place.
On the radar
Netherlands Platform Work Act consultation: Online consultation on the act transposing the EU Platform Work Directive closes 24 August 2026. The act introduces a legal presumption of employment for platform workers and restricts automated decision-making.
Netherlands legal presumption of employment (previously covered, update): The Act on the Legal Presumption of an Employment Contract Based on an Hourly Rate has been published as Staatsblad 2026/158. The 31 August deadline for the entry-into-force decree remains on track for a 1 January 2027 commencement.
Netherlands staff supply accreditation: The Provision of Personnel (Accreditation) Act (Wtta) requires all staff suppliers and temp agencies to register for the transitional scheme via the NAU from 1 November 2026, with full enforcement from 1 January 2028.
UK zero-hours contracts consultation (previously covered): Closes 25 August 2026.
UK electronic union balloting (previously covered): Takes effect 25 August 2026.
Spain flexible retirement (previously covered): Royal Decree 416/2026 takes effect 28 August 2026.
Ireland My Future Fund opt-out (previously covered): Window closes at the end of August 2026.
EU Platform Workers Directive (previously covered): Member states must transpose by 2 December 2026.
Sources
- Van Doorne: Dutch employment law legislative update, July 2026
- Safeguard Global: Sweden work permit rules 2026
- EY Sweden: new rules for labor immigration from June 2026
- Swedish Migration Agency: new rules for work permits now apply
- Jobbatical: 2026 Sweden work permit salary threshold guide
- Kinstellar: new legal framework for freelance employees in Austria
- Mondaq: new legal framework for freelance employees in Austria
- Littler: looking forward to October 2026, next phase of changes under the UK Employment Rights Act 2025
- VWV: time limits for employment tribunal claims set to double from October 2026
- Stephens Scown: protecting staff from third-party harassment, a practical guide for employers
Europe HR Compliance Pulse is an informational summary of publicly reported legal and regulatory developments. It is not legal advice. Always confirm obligations for your specific situation and market with a qualified adviser.
