[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Farbeidscontracten-en-flexwerk\u002Fuitzendwerk\u002F":3,"sites:htmlblocks":66,"menu:\u002Fnl-nl:":1265,"footer:nl-nl":1507,"subsites":1587,"cite-subsites":5150,"suggested:nl-nl":5627,"cite-footer:nl-nl":5633},{"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":31,"body_blocks":38,"call_to_action":44,"categories":51,"owner":56,"related_pages":62,"related_sites":63,"in_subsite":64,"contact_page_url":7,"banner_message":65},25041,"uitzendwerk","Uitzendwerk",null,"\u003Cp>Uitzendkrachten vallen onder een cao en je salaris hangt daarmee samen, net zoals de reiskostenvergoeding en overwerkregelingen. Bovendien heb je recht op scholing en pensioen.\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Farbeidscontracten-en-flexwerk\u002Fuitzendwerk","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F25041\u002Fedit\u002F",[15,18,21,24,27,30],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Arbeidsovereenkomst en ontslag","arbeidsovereenkomst-en-ontslag",{"title":28,"slug":29},"Arbeidscontracten en Flexwerk","arbeidscontracten-en-flexwerk",{"title":6,"slug":5},{"title":6,"description":9,"image":32,"canonical":33,"robots":34,"og_type":35,"twitter_card":36,"locale":17,"created_at":37,"last_modified_at":37},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag\u002Farbeidscontracten-en-flexwerk\u002Fuitzendwerk\u002F","index, follow","website","summary_large_image","2026-01-07T00:56:03.833889+01:00",[39],{"type":40,"data":41},"text_block",{"content":42,"variant":43},"\u003Cp>Als uitzendkracht of gedetacheerde val je onder de cao voor Uitzendkrachten. Die geeft je tal van rechten, die we hier kort beschrijven.\u003C\u002Fp>\u003Cp>Uitzendwerk doe je via een uitzendbureau. Detachering is eigenlijk hetzelfde, alleen is dat meestal werk van langere duur, betaalt het vaak beter en heb je betere pensioenopbouw. Het verschil met vast werk is dat je geen vast contract hebt met de werkgever waar je werkt, maar een uitzendcontract, een tijdelijk contract of een contract voor onbepaalde duur met het uitzendbureau. Je bent dus in dienst van het uitzendbureau of de detacheerder, die ook je salaris betaalt. \u003C\u002Fp>\u003Ch3>Uitzend-cao\u003C\u002Fh3>\u003Cp>Een uitzendbureau voldoet aan bepaalde kwaliteitseisen als het lid is van één van de werkgeversorganisaties: ABU of NBBU. Voor beide organisaties geldt een eigen cao, die inhoudelijk dezelfde arbeidsvoorwaarden kennen: de \u003Ca href=\"https:\u002F\u002Floonwijzer.nl\u002Farbeidsvoorwaarden\u002Fcaowijzer\u002Fcao\u002F2786\u002Fuitzendkrachten-abu\" rel=\"nofollow noopener\" target=\"_blank\">cao voor Uitzendkrachten\u003C\u002Fa>. De ABU-cao wordt meestal algemeen verbindend verklaard (AVV) door het ministerie van Sociale Zaken en Werkgelegenheid. Daardoor gaat deze cao voor alle uitzendbureaus en dus alle uitzendkrachten gelden. Het AVV-verzoek op de nieuwe cao (van maart 2023) is nog in behandeling. Ook voor detacheerders geldt minimaal deze cao.\u003C\u002Fp>\u003Cp>Wie nadere vragen heeft over de uitzend-cao kan gratis bellen naar de Stichting Naleving Cao voor Uitzendkrachten (SNCU), 0800-7008, of kijken op de \u003Ca href=\"https:\u002F\u002Fwww.sncu.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">SNCU-website\u003C\u002Fa>. Daar staat ook het formulier om een klacht in te dienen als de cao niet nageleefd wordt.\u003C\u002Fp>\u003Cp>Tot december 2019 hadden de NBBU en ABU aparte cao's. De oude cao's zijn nog relevant bij een geschil over de arbeidsvoorwaarden voor 2020. Check de CAOWijzer:\u003C\u002Fp>\u003Cul>\u003Cli>\u003Ca href=\"http:\u002F\u002Fwww.loonwijzer.nl\u002Fhome\u002Farbeidsvoorwaarden\u002Fcaowijzer\u002Fcao\u002F1389\" rel=\"nofollow noopener\" target=\"_blank\">NBBU\u003C\u002Fa>\u003C\u002Fli>\u003Cli>\u003Ca href=\"http:\u002F\u002Fwww.loonwijzer.nl\u002Fhome\u002Farbeidsvoorwaarden\u002Fcaowijzer\u002Fcao\u002F1388\" rel=\"nofollow noopener\" target=\"_blank\">ABU\u003C\u002Fa>\u003C\u002Fli>\u003C\u002Ful>\u003Ch3>Het fasensysteem\u003C\u002Fh3>\u003Cp>Beide cao's voor uitzendkrachten werken met een driefasesysteem. Als uitzendkracht begin je bijna altijd in fase A (ABU) of fase 1+2 (NBBU). Hoe verder je in de fases komt, hoe meer rechten je krijgt.\u003C\u002Fp>\u003Ch4>\u003Cb>Fase A\u002Ffase 1+2\u003C\u002Fb>\u003C\u002Fh4>\u003Ch4>Uitzendperiode (tot anderhalf jaar)\u003C\u002Fh4>\u003Cp>In de cao zit je in fase A of fase 1+2 tot je een jaar (52 weken) hebt gewerkt voor hetzelfde uitzendbureau. Als uitzendkracht hoor je hetzelfde loon te verdienen als vaste medewerkers. De meeste uitzendkrachten zitten in deze fase. Het kan gaan om tijdelijke bijbaners, maar ook om 'gedwongen blijvers'. Zij willen wel doorstromen, maar krijgen de kans niet.\u003C\u002Fp>\u003Cp>In deze fase mag je een onbeperkt aantal contracten na elkaar krijgen. Is het werk afgelopen? Dan loopt ook je contract af. \u003C\u002Fp>\u003Ch4>\u003Cb>Fase B\u002Ffase 3\u003C\u002Fb>\u003C\u002Fh4>\u003Ch4>Contracten voor bepaalde tijd (maximaal vier jaar)\u003C\u002Fh4>\u003Cp>In de vier jaar van fase B of fase 3 mogen zes uitzendovereenkomsten gesloten worden (NBBU). Na vier jaar werken voor hetzelfde bureau ga je door naar fase C. Ook als je een zevende contract tekent, schuif je door naar fase C.\u003C\u002Fp>\u003Cp>In fase B heb je meer rechten dan in fase A. In fase B heten uitzendkrachten ook dikwijls gedetacheerden. Uitzendkrachten\u002Fgedetacheerden kunnen ook meteen starten in fase B. Dat geldt voor weinig uitzendkrachten, maar dus wel voor gedetacheerden.\u003C\u002Fp>\u003Ch4>\u003Cb>Fase C\u002Ffase 4\u003C\u002Fb>\u003C\u002Fh4>\u003Ch4>Contract voor onbepaalde tijd.\u003C\u002Fh4>\u003Cp>Als je na fase B\u002Ffase 3 nog steeds uitzendwerk verricht, kom je terecht in fase C of fase 4. Daarin kan een uitzendbureau of detacheerder alleen een contract voor onbepaalde tijd (vast contract) aangaan. Weinig uitzendkrachten en gedetacheerden stromen door naar deze fase.\u003C\u002Fp>\u003Ch3>Je salaris\u003C\u002Fh3>\u003Cp>Als uitzendkracht is je salaris net zo hoog als dat van het vaste personeel met dezelfde functie in het bedrijf dat jou inleent. Bij het bepalen van je salaris moet het uitzendbureau rekening houden met je werkervaring en opleidingsniveau.\u003C\u002Fp>\u003Cp>Krijgen de vaste medewerkers periodiek (bijvoorbeeld elk jaar) een salarisverhoging? Dan heb jij daar als uitzendkracht ook recht op. Ook als de salarisverhoging bij het inlenende bedrijf afhankelijk is van de uitkomst van een functioneringsgesprek heb je recht op een periodieke salarisverhoging, tenzij het uitzendbureau kan aantonen dat je een negatieve beoordeling hebt gehad.\u003C\u002Fp>\u003Cp>Voor (potentiële) uitzendkrachten met afstand tot de arbeidsmarkt (langer dan een jaar werkloos) geldt dat de inlener gedurende maximaal 52 weken een lager salaris kan betalen, te vinden in de cao. Voor uitzendkrachten zonder startkwalificatie is de periode maximaal 104 weken of tot het behalen van het diploma. Zie verder \u003Ca href=\"https:\u002F\u002Fwww.abu.nl\u002Fcao\u002Fcao-voor-uitzendkrachten\u002F#hoofdstuk7\" rel=\"nofollow noopener\" target=\"_blank\">artikel 33 van de cao voor Uitzendkrachten\u003C\u002Fa>. Ook bij andere vergoedingen zoals ATV-dagen, overwerk, onregelmatigheidstoeslag, onkostenvergoedingen en reiskosten val je onder de beloningsregels van de inlener. Dat geldt ook voor uitzendkrachten in ploegen- en volcontinudiensten.\u003C\u002Fp>\u003Ch3>Je pensioen\u003C\u002Fh3>\u003Cp>Na 8 gewerkte weken bij hetzelfde uitzendbureau bouwt een uitzendkracht van 21 jaar of ouder ook pensioen op. Op 1 juli 2023 vervalt de wachtperiode van 8 weken en bouwen uitzendkrachten van 21 jaar of ouder vanaf de eerste dag dat ze gewerkt hebben pensioen op.\u003C\u002Fp>\u003Cp>Het uitzendbureau betaalt voor jou een pensioenpremie van 2,6% van het pensioengevend loon (bij de Basisregeling) en maximaal 12% pensioenpremie van de pensioengrondslag (bij de Plusregeling). Bij de Plusregeling mag het uitzendbureau 1\u002F3e bij de uitzendkracht in rekening brengen. Meer informatie hierover vind je op \u003Ca href=\"https:\u002F\u002Fwww.stippensioen.nl\u002Fwerknemer\u002Fpensioen-bij-stipp\u002Fde-plusregeling\u002F\" rel=\"nofollow noopener\" target=\"_blank\">Stippensioen.nl\u003C\u002Fa>.\u003C\u002Fp>\u003Ch3>Overwerk\u003C\u002Fh3>\u003Cp>Overwerk is het per dag of per week meer dan een half uur langer werken dan normaal is in de sector waarin je werkt. Bij overwerk wordt het uurtarief vermenigvuldigd met een factor van minimaal 25%.\u003C\u002Fp>\u003Ch3>Reiskosten\u003C\u002Fh3>\u003Cp>De uitzendkracht of gedetacheerde heeft recht op dezelfde onkostenvergoedingen als de vaste werknemers van de inlener, voor zover deze fiscaal niet belast zijn. Dat geldt ook voor de reiskostenvergoeding. Die moet dus maximaal € 0,21 per kilometer zijn of de kosten van het OV. Lees hierover meer op de Loonwijzer-pagina over de reiskostenvergoeding.\u003C\u002Fp>\u003Ch3>Vakantiedagen\u003C\u002Fh3>\u003Cp>Als uitzendkracht in fase A krijg je in principe alleen betaald over de uren die je echt werkt. Ook vakantiedagen en -geld bouw je alleen op over die uren. Wanneer je echter komt opdagen op je werk en de opdrachtgever geen werk blijkt te hebben, moet je alsnog worden uitbetaald voor 3 uur. Ook krijg je uitbetaald over werkdagen die op feestdagen vallen, waardoor je niet kunt werken. Dit geldt echter enkel wanneer je op die dag normaliter ook zou werken. Uitzendkrachten hebben recht op, omgerekend, 25 vakantiedagen per jaar bij een volledige werkweek. Het vakantiegeld bedraagt 8,33% Onregelmatigheids- of ploegentoeslagen worden niet betaald op vakantiedagen\u003C\u002Fp>\u003Ch3>Ziekte\u003C\u002Fh3>\u003Cp>Als je ziek wordt, geldt er één wachtdag. Op deze dag krijg je niet doorbetaald. Verder krijgen uitzendkrachten in alle fasen het eerste jaar van hun ziekte maximaal 90 procent van hun loon uitbetaald, het tweede jaar is dat nog maar 80 procent. De ziektewet-uitkering van het UWV wordt tot deze percentages aangevuld.\u003C\u002Fp>\u003Cp>Vroeger regelde de cao dat een uitzendovereenkomst van uitzendkrachten die in fase A zitten automatisch eindigt wanneer ze ziek worden. De Hoge Raad heeft op \u003Ca href=\"https:\u002F\u002Fwww.hogeraad.nl\u002Factueel\u002Fnieuwsoverzicht\u002F2023\u002Fmaart\u002Fhoge-raad-uitzendovereenkomst-eindigt-ziekte-uitzendkracht\u002F\" rel=\"nofollow noopener\" target=\"_blank\">17 maart 2023\u003C\u002Fa> bepaald dat dit in strijd is met het wettelijk opzegverbod van zieke werknemers. Uitzendovereenkomsten mogen dus niet automatisch eindigen als de werknemer ziek is. De uitzendovereenkomst mag nog wel beëindigd worden op verzoek van het inlenende bedrijf.  \u003C\u002Fp>\u003Ch3>Opzegging\u003C\u002Fh3>\u003Cp>Een uitzendovereenkomst met uitzendbeding kan op iedere werkdag door jou tussentijds worden opgezegd (opzegtermijn is één dag). De uitzendovereenkomst eindigt ook onmiddellijk als de inlener geen werk meer heeft. De uitzendondernemer heeft een langere aanzegtermijn als de duur van de terbeschikkingstelling langer is dan 26 weken. Bij detacheringsovereenkomsten is deze termijn langer. Bij een uitzendovereenkomst zonder uitzendbeding (meestal fase B en C) geldt de wettelijke opzegtermijn. \u003C\u002Fp>\u003Ch3>Scholing\u003C\u002Fh3>\u003Cp>Als uitzendkracht heb je recht op scholing, ook als je in fase A of fase 1+2 zit. Het uitzendbureau is verplicht jaarlijks geld daaraan te besteden (of ter beschikking te stellen aan het scholingsfonds van de uitzendbranche, \u003Ca href=\"http:\u002F\u002Fwww.stoof-online.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">Stoof\u003C\u002Fa>). Je moet wel zelf om een scholingsgesprek of een gesprek over een persoonlijk ontwikkelingsplan (P.O.P.) vragen. Het uitzendbureau moet dan een gesprek met je aangaan over je wensen en mogelijkheden op het gebied van scholing. Andersom kan het uitzendbureau jou ook uitnodigen voor een scholingsgesprek. Maak gebruik van die mogelijkheid en ga er een gesprek over aan.\u003C\u002Fp>\u003Cp>Wie geen startkwalificatie heeft, dat wil zeggen: geen diploma op minimaal mbo-niveau 2 of op havo- of vwo-niveau, kan het uitzendbureau vragen om een kwalificerend traject te bekostigen.\u003C\u002Fp>\u003Ch3>Vergelijk je salaris\u003C\u002Fh3>\u003Cul>\u003Cli>Hoeveel verdien jij nu? Deel het in de Salaris Enquête en help jezelf en je collega's\u003C\u002Fli>\u003Cli>Je salaris vergelijken met vakgenoten? Doe de Salaris Check\u003C\u002Fli>\u003C\u002Ful>","light",{"text":45,"link_description":46,"link":47},"Contact",[45],{"id":48,"short_title":7,"title":49,"url":50},24590,"Contact Us","\u002Fabout\u002Fcontact",[52],{"id":53,"slug":54,"name":55},2,"labour-law","Labour Law",{"id":53,"first_name":57,"last_name":58,"email":59,"image":60,"function":61},"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Loonwijzer is WageIndicator. 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