[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fnieuws\u002Fnieuws-2026\u002Fwerk-inkomen-en-arbeidsrecht-in-2026-wat-verandert-er-dit-jaar":3,"menu:\u002Fnl-nl:":71,"sites:htmlblocks":315,"footer:nl-nl":1513,"subsites":1593,"cite-subsites":5156,"suggested:nl-nl":5633,"cite-footer:nl-nl":5639},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":25,"body_blocks":33,"call_to_action":39,"categories":46,"labels":59,"show_author_info":60,"show_table_of_contents":60,"owner":61,"related_pages":68,"related_sites":69,"in_subsite":60,"contact_page_url":7,"banner_message":70},36844,"werk-inkomen-en-arbeidsrecht-in-2026-wat-verandert-er-dit-jaar","Werk, inkomen en arbeidsrecht in 2026: wat verandert er dit jaar?",null,"\u003Cp>3 januari 2026 - Een nieuw jaar betekent ook nieuwe regels over werk, arbeid en pensioen. In 2026 zien we voor het eerst wat de gevolgen zijn voor de pensioenfondsen die zijn overgestapt naar het nieuwe pensioenstelsel. Ook stijgen zowel het minimumloon als de thuiswerkvergoeding.\u003C\u002Fp>","","\u002Fnl-nl\u002Fnieuws\u002Fnieuws-2026\u002Fwerk-inkomen-en-arbeidsrecht-in-2026-wat-verandert-er-dit-jaar","pages.newspage","nl_NL","\u002Fcms\u002Fpages\u002F36844\u002Fedit\u002F",[15,18,21,24],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Nieuws en verhalen","nieuws",{"title":22,"slug":23},"Nieuws en Verhalen 2026","nieuws-2026",{"title":6,"slug":5},{"title":6,"description":9,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":17,"created_at":31,"last_modified_at":32},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fnieuws\u002Fnieuws-2026\u002Fwerk-inkomen-en-arbeidsrecht-in-2026-wat-verandert-er-dit-jaar\u002F","index, follow","website","summary_large_image","2026-03-19T17:19:53.605652+01:00","2026-03-20T13:26:20.697385+01:00",[34],{"type":35,"data":36},"text_block",{"content":37,"variant":38},"\u003Cp>In het Chinese jaar van het Paard kan de fiscus boetes gaan opleggen voor schijnzelfstandigheid. De regels over loonkostenvoordeel voor mensen met een afstand tot de arbeidsmarkt veranderen, en ook doen werkgevers er goed aan zich voor te bereiden op de nieuwe wetgeving over loontransparantie, die per 1 januari 2027 in moet gaan. Tot slot liggen er nog een aantal andere wetsvoorstellen op tafel, die misschien in 2026 in zullen gaan. \u003C\u002Fp>\u003Cp>Loonwijzer.nl praat je weer helemaal bij, zodat jij met een gerust hart het nieuwe jaar tegemoet kunt.  \u003C\u002Fp>\u003Ch3>INDEXERING MINIMUMLOON: € 14,71 PER UUR \u003C\u002Fh3>\u003Cp>Zoals ieder halfjaar wordt ook per 1 januari 2026 het minimumloon geïndexeerd op basis van de gemiddelde cao-loonstijging. Alle minimumloonbedragen stijgen met 2,16%. Het wettelijk minimumuurloon voor volwassenen komt daarmee op bruto € 14,71, zo’n € 2.303,59 per maand bij een 36-urige werkweek. \u003C\u002Fp>\u003Cp>Alle actuele minimumloonbedragen vind je in onze \u003Ca href=\"https:\u002F\u002Floonwijzer.nl\u002Fsalaris\u002Fminimumloon-check\" rel=\"nofollow noopener\" target=\"_blank\">\u003Cb>Minimumloon Check\u003C\u002Fb>\u003C\u002Fa>. Ook de aan het minimumloon gekoppelde uitkeringen, zoals de bijstands-, WGA- en WW-uitkering, worden geïndexeerd. \u003C\u002Fp>\u003Ch3>NIEUWE UITZENDCAO GEEFT UITZENDKRACHTEN RECHT OP GELIJKWAARDIGE ARBEIDSVOORWAARDEN\u003C\u002Fh3>\u003Cp>In de nieuwe \u003Ca href=\"https:\u002F\u002Floonwijzer.nl\u002Farbeidsvoorwaarden\u002Fcaowijzer?utm_source=WageIndicator+Newsletters&utm_campaign=94bb2c4fda-EMAIL_CAMPAIGN_2025_01_02_05_32_COPY_01&utm_medium=email&utm_term=0_-4ba204667d-&mc_cid=94bb2c4fda&mc_eid=UNIQID\" rel=\"nofollow noopener\" target=\"_blank\">\u003Cb>uitzendcao\u003C\u002Fb>\u003C\u002Fa> krijgen uitzendkrachten vanaf 1 januari 2026 recht op arbeidsvoorwaarden als ‘gewoon’ personeel dat hetzelfde werk doet. Daarmee loopt de uitzendcao al vooruit op de aankomende Wet ‘Meer Zekerheid Flexwerkers’, die op zijn vroegst op 1 januari 2027 in werking treedt. Waar het nu nog mogelijk is om in de cao andere afspraken te maken, bepaalt deze nieuwe wet dat alle uitzendkrachten hier recht op hebben.\u003C\u002Fp>\u003Cp>Gelijkwaardige arbeidsvoorwaarden wil zeggen dat de waarde van het totale pakket aan arbeidsvoorwaarden gelijk is aan dat van het reguliere personeel. Niet elke voorwaarde hoeft dus precies hetzelfde te zijn, maar als je alles bij elkaar optelt, moeten uitzendkrachten wél evenveel krijgen als eigen personeel. Meer informatie hierover vind je op \u003Ca href=\"https:\u002F\u002Fwww.wijzerbelonen.nl\u002F?utm_source=WageIndicator+Newsletters&utm_campaign=94bb2c4fda-EMAIL_CAMPAIGN_2025_01_02_05_32_COPY_01&utm_medium=email&utm_term=0_-4ba204667d-&mc_cid=94bb2c4fda&mc_eid=UNIQID\" rel=\"nofollow noopener\" target=\"_blank\">\u003Cb>www.wijzerbelonen.nl\u003C\u002Fb>\u003C\u002Fa>\u003Ca href=\"https:\u002F\u002Fwww.wijzerbelonen.nl\u002F?utm_source=WageIndicator+Newsletters&utm_campaign=94bb2c4fda-EMAIL_CAMPAIGN_2025_01_02_05_32_COPY_01&utm_medium=email&utm_term=0_-4ba204667d-&mc_cid=94bb2c4fda&mc_eid=UNIQID\" rel=\"nofollow noopener\" target=\"_blank\">.\u003C\u002Fa>\u003C\u002Fp>\u003Ch3>ALLE VERANDERINGEN VOOR ZELFSTANDIGEN\u003C\u002Fh3>\u003Cp>Ook zzp’ers krijgen te maken met een aantal veranderingen. Het belangrijkste is dat de Belastingdienst vanaf 1 januari 2026 boetes kan opleggen als er sprake is van schijnzelfstandigheid. Zowel de (schijn-)opdrachtnemer als opdrachtgever kunnen een boete krijgen. Vóór het kerstreces heeft het kabinet echter besloten dat boetes alleen worden opgelegd bij opzet of grove schuld, zodat de handhaving toch minder streng wordt dan verwacht. Dat betekent dat de meeste welwillende werkgevers en werkenden waarschijnlijk nog niet zullen worden beboet.\u003C\u002Fp>\u003Cp>Daarnaast wordt de Wet VBAR waarschijnlijk op 1 juli 2026 ingevoerd. Deze wet moet duidelijker maken wanneer iemand als zelfstandige kan werken. Bovendien introduceert het wetsvoorstel een wettelijk vermoeden dat iemand werknemer is, als zijn uurtarief onder een bepaald minimum ligt (in 2025: € 36 per uur; in 2026: waarschijnlijk € 38 per uur). Verdien je minder dan het minimum, dan kun je bij de rechter claimen dat je onder het arbeidsrecht valt, tenzij de werkgever het wettelijk vermoeden kan weerleggen. Dit kan hij doen door te bewijzen dat er sprake is van een overeenkomst van opdracht. Weten wanneer je als zelfstandige kan werken? Bekijk dan ook de \u003Ca href=\"https:\u002F\u002Floonwijzer.nl\u002Fcarriere\u002Fcopy_of_eigenbaaswijzer\u002Ftarief-check?utm_source=WageIndicator+Newsletters&utm_campaign=94bb2c4fda-EMAIL_CAMPAIGN_2025_01_02_05_32_COPY_01&utm_medium=email&utm_term=0_-4ba204667d-&mc_cid=94bb2c4fda&mc_eid=UNIQID\" rel=\"nofollow noopener\" target=\"_blank\">\u003Cb>Loonwijzer zzp-check.\u003C\u002Fb>\u003C\u002Fa>\u003C\u002Fp>\u003Cp>Tot slot daalt de zelfstandigenaftrek verder, naar € 1.200 per jaar (in 2025 was het nog € 2.470 per jaar). Dit is in lijn met het eerdere besluit om de zelfstandigenaftrek stapsgewijs af te bouwen. \u003C\u002Fp>\u003Ch3>THUISWERKVERGOEDING STIJGT NAAR € 2,45 PER DAG\u003C\u002Fh3>\u003Cp>Thuiswerkers kunnen in 2026 een iets hogere vergoeding ontvangen: vanaf 1 januari mogen werkgevers maximaal € 2,45 per dag belastingvrij vergoeden. Dit was in 2025 nog € 2,40 per dag.  \u003C\u002Fp>\u003Ch3>PENSIOENUITKERING VAN VEEL GEPENSIONEERDEN STIJGT DOOR OVERSTAP NAAR NIEUW STELSEL\u003C\u002Fh3>\u003Cp>Met ingang van het nieuwe jaar zijn al 24 pensioenfondsen overgestapt op het nieuwe \u003Ca href=\"https:\u002F\u002Floonwijzer.nl\u002Fsalaris\u002Fpensioen?utm_source=WageIndicator+Newsletters&utm_campaign=94bb2c4fda-EMAIL_CAMPAIGN_2025_01_02_05_32_COPY_01&utm_medium=email&utm_term=0_-4ba204667d-&mc_cid=94bb2c4fda&mc_eid=UNIQID\" rel=\"nofollow noopener\" target=\"_blank\">\u003Cb>pensioenstelsel\u003C\u002Fb>\u003C\u002Fa>, waaronder de pensioenfondsen Zorg&Welzijn en Metaal&Techniek. Kort gezegd: In dit nieuwe pensioenstelsel krijgen werknemers een individueel potje. Ook wordt de pensioenuitkering meer gekoppeld aan de beleggingsresultaten. Gaat het goed op de beurs, dan krijgen gepensioneerden sneller een hogere uitkering. Als het slecht gaat, wordt hun pensioen ook sneller gekort. \u003C\u002Fp>\u003Cp>\u003Ca href=\"https:\u002F\u002Fnos.nl\u002Fartikel\u002F2596766-pensioenuitkering-fors-omhoog-door-overstap-nieuw-stelsel-soms-wel-20-procent-erbij?utm_source=WageIndicator+Newsletters&utm_campaign=94bb2c4fda-EMAIL_CAMPAIGN_2025_01_02_05_32_COPY_01&utm_medium=email&utm_term=0_-4ba204667d-&mc_cid=94bb2c4fda&mc_eid=UNIQID\" rel=\"nofollow noopener\" target=\"_blank\">\u003Cb>Pensioenadviseur AON heeft in opdracht van de NOS\u003C\u002Fb>\u003C\u002Fa> berekend dat de overgang naar het nieuwe pensioenstelsel een gemiddelde stijging van 13 procent oplevert. De stijging komt doordat pensioenfondsen in het nieuwe systeem minder buffers hoeven aan te houden. De reserves die hierdoor vrijkomen, kunnen éénmalig extra aan de pensioenen worden toegevoegd. \u003C\u002Fp>\u003Ch3>REGELS OVER LOONKOSTENVOORDEEL WORDEN AANGEPAST\u003C\u002Fh3>\u003Cp>De regeling voor loonkostenvoordeel is een tegemoetkoming voor werkgevers die mensen met een afstand tot de arbeidsmarkt in dienst hebben. Bijvoorbeeld werknemers met een arbeidsbeperking. Per werknemer kunnen werkgevers kunnen daar tot een paar duizend euro per jaar voordeel voor krijgen. \u003C\u002Fp>\u003Cp>In 2026 wordt deze regeling aangepast. Het loonkostenvoordeel voor mensen met een arbeidsbeperking wordt uitgebreid. Dit voordeel gold tot 2026 alleen voor de eerste drie jaar, maar geldt vanaf nu tijdens de hele periode dat een werknemer met een arbiedsbeperking in dienst is. Bovendien is het niet meer nodig om een doelgroepverklaring van het UWV te krijgen. De uitbreiding hangt samen met de banenafspraak uit het sociaal akkoord, op grond waarvan werkgevers verplicht zijn meer werknemers met een arbeidsbeperking aan te nemen. \u003C\u002Fp>\u003Cp>Tegelijkertijd wordt het loonkostenvoordeel voor ouderen (56-plussers) beperkt: vanaf 1 januari 2026 geldt het alleen nog voor ouderen die vóór 1 januari 2024 in dienst waren. \u003C\u002Fp>\u003Ch3>WET LOONTRANSPARANTIE: GOED VOORBEREID IN 2026\u003C\u002Fh3>\u003Cp>De Wet Loontransparantie zou volgens de Europese regels op 7 juni 2026 in werking moeten treden, maar dit is uitgesteld naar 1 januari 2027. Toch doen werkgevers er goed aan om zich al op deze nieuwe wet voor te bereiden. Het heeft namelijk wat voeten in aarde om de nieuwe wet uit te kunnen voeren. \u003C\u002Fp>\u003Cp>Concreet valt het als werkgever dan ook aan te raden om nu al te bekijken hoe het loon in je organisatie nu wordt vastgesteld. Is er een functiewaarderingsysteem, salarisgebouw of een andere methode? Zo ja, beoordeel dan of deze methode ervoor zorgt dat gelijke arbeid gelijk en genderneutraal wordt beloond. Zo nee, zorg er dan voor dat je zo’n systeem creëert en zorg daarbij ook voor waarborgen dat er geen discriminatie plaatsvindt.\u003C\u002Fp>\u003Cp>Grote werkgevers (meer dan 100 werknemers) moeten bovendien elke drie jaar o.a. analyseren of er sprake is van een loonkloof. Bovendien moeten zij hun personeel hierover informeren. Werkgevers met meer dan 250 werknemers moeten dit zelfs ieder jaar doen. Werkgevers die niet aan de nieuwe regels voldoen riskeren een dwangsom of boete. Ook lopen ze een groter risico in juridische procedures van werknemers over ongelijke beloning.  \u003C\u002Fp>\u003Ch3>ANDERE (VERWACHTE) WETSWIJZIGINGEN\u003C\u002Fh3>\u003Cp>In 2026 staan er verder nog een aantal andere wetswijzigingen gepland. Omdat het kabinet-Schoof nog steeds demissionair is en er mogelijk geen meerderheid meer is voor deze wijzigingen, is het niet zeker of de wijzigingen door gaan. Het gaat om het volgende:  \u003C\u002Fp>\u003Cul>\u003Cli>\u003Cb>Gedragscode:\u003C\u002Fb> Werkgevers met meer dan 10 werknemers moeten een gedragscode ongewenst gedrag hebben (geplande ingangsdatum: 1 juli 2026).\u003C\u002Fli>\u003Cli>\u003Cb>Transitievergoeding: \u003C\u002Fb>Werkgevers kunnen nu nog compensatie ontvangen voor de transitievergoeding bij ontslag wegens langdurige arbeidsongeschiktheid. In een nieuw wetsvoorstel geldt dit vanaf 1 juli 2026 alleen nog maar voor kleine werkgevers (minder dan 25 werknemers). De Raad van State heeft echter vastgesteld dat het wetsvoorstel niet goed is onderbouwd. Ze geeft de regering mee om in plaats daarvan na te denken over het volledig schrappen van de transitievergoeding bij twee jaar ziekte. Daarmee is het lot van deze wetswijziging onzeker geworden. \u003C\u002Fli>\u003C\u002Ful>\u003Ch3>TOT SLOT\u003C\u002Fh3>\u003Cp>Hiermee zijn we aan het slot gekomen van dit nieuwsoverzicht. Namens het team van \u003Cb>Loonwijzer.nl\u003C\u002Fb> (onderdeel van WageIndicator Foundation) wensen we je een gezond, gelukkig en transparant 2026!\u003C\u002Fp>","light",{"text":40,"link_description":41,"link":42},"Contact",[40],{"id":43,"short_title":7,"title":44,"url":45},24590,"Contact Us","\u002Fabout\u002Fcontact",[47,51,55],{"id":48,"slug":49,"name":50},2,"labour-law","Labour Law",{"id":52,"slug":53,"name":54},3,"minimum-wage","Minimum Wage",{"id":56,"slug":57,"name":58},1,"salary","Salary",[],true,{"id":62,"first_name":63,"last_name":64,"email":65,"image":66,"function":67},27,"Daan","de Vries","daandevries@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FDaan-de-Vries-ED.width-400.jpg","Legal Counsel",[],[],"\u003Cp>Loonwijzer is WageIndicator. Zelfde organisatie, zelfde informatie, nieuwe look!\u003C\u002Fp>",{"title":16,"seo_title":72,"description":7,"path":73,"redirect_url":7,"locale":17,"children":74},"WageIndicator Nederland (Loonwijzer)","\u002Fnl-nl",[75,227,260],{"title":76,"seo_title":77,"description":7,"path":78,"redirect_url":7,"locale":17,"children":79},"Werk in Nederland","Werk in Nederland: loon, cao's en arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland",[80,88,93,97,102,110,126,183,191,195,211,215,219],{"title":81,"seo_title":9,"description":7,"path":82,"redirect_url":7,"locale":17,"children":83},"Bruto\u002FNetto-Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check",[84],{"title":85,"seo_title":9,"description":7,"path":86,"redirect_url":7,"locale":17,"children":87},"Uitleg werknemers","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check\u002Fuitleg-werknemers",[],{"title":89,"seo_title":90,"description":7,"path":91,"redirect_url":7,"locale":17,"children":92},"Minimumloon","Minimumloon in Nederland","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon",[],{"title":94,"seo_title":9,"description":7,"path":95,"redirect_url":7,"locale":17,"children":96},"Minimumloon Bonaire, Sint Eustatius en Saba","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon-bonaire-sint-eustatius-en-saba",[],{"title":98,"seo_title":99,"description":7,"path":100,"redirect_url":7,"locale":17,"children":101},"Leefbaar Loon","Leefbaar loon","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-loon",[],{"title":103,"seo_title":9,"description":7,"path":104,"redirect_url":7,"locale":17,"children":105},"Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief",[106],{"title":107,"seo_title":9,"description":7,"path":108,"redirect_url":7,"locale":17,"children":109},"FAQ - Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief\u002Ffaq-leefbaar-tarief",[],{"title":111,"seo_title":9,"description":7,"path":112,"redirect_url":7,"locale":17,"children":113},"Salaris","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris",[114,118,122],{"title":115,"seo_title":115,"description":7,"path":116,"redirect_url":7,"locale":17,"children":117},"Salaris Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fcheck",[],{"title":119,"seo_title":119,"description":7,"path":120,"redirect_url":7,"locale":17,"children":121},"Salarisenquête","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fenquete",[],{"title":123,"seo_title":9,"description":7,"path":124,"redirect_url":7,"locale":17,"children":125},"Salaris van beroemdheden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fberoemdheden",[],{"title":127,"seo_title":128,"description":7,"path":129,"redirect_url":7,"locale":17,"children":130},"Arbeidsrecht","WageIndicator Nederland: arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht",[131,135,139,144,149,154,159,164,169,173,178],{"title":132,"seo_title":132,"description":7,"path":133,"redirect_url":7,"locale":17,"children":134},"Arbeidsovereenkomst en ontslag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag",[],{"title":136,"seo_title":136,"description":7,"path":137,"redirect_url":7,"locale":17,"children":138},"Compensatie en werktijden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fcompensatie-en-werktijden",[],{"title":140,"seo_title":141,"description":7,"path":142,"redirect_url":7,"locale":17,"children":143},"Gelijke Behandeling","Gelijke behandeling","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling",[],{"title":145,"seo_title":146,"description":7,"path":147,"redirect_url":7,"locale":17,"children":148},"Gezondheid en Veiligheid","Gezondheid en veiligheid","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid",[],{"title":150,"seo_title":151,"description":7,"path":152,"redirect_url":7,"locale":17,"children":153},"Loon en Werk","Loon en werk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Floon-en-werk",[],{"title":155,"seo_title":156,"description":7,"path":157,"redirect_url":7,"locale":17,"children":158},"Ouderschap en Werk","Ouderschap en werk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fouderschap-en-werk",[],{"title":160,"seo_title":161,"description":7,"path":162,"redirect_url":7,"locale":17,"children":163},"Sociale Zekerheid","Sociale zekerheid","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fsociale-zekerheid",[],{"title":165,"seo_title":166,"description":7,"path":167,"redirect_url":7,"locale":17,"children":168},"Vakantie en Feestdagen","Vakantie en 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