FAQ - Employer

Frequently Asked Questions – Student Employment Agency

At Recruit a Student, transparency is one of our key values. We make the entire staffing process as clear and efficient as possible.
Do you have questions about hiring student workers through Recruit a Student? Below you’ll find clear and up-to-date answers to the questions we hear most often from employers.

Ready to get started? Request a free quote and find the right student for your organisation fast. Do you prefer a personal conversation? Contact one of our local offices for more information!

How does Recruit a Student help with staff shortages?

During busy periods or when employees are absent for a longer amount of time, you need extra hands quickly. Recruit a Student has a nationwide pool of over 25,000 motivated students at vocational (MBO), bachelor (HBO) and university level.
Thanks to our careful screening, we provide enthusiastic candidates who need minimal onboarding. From recruitment to contracting and planning, we handle the entire process. This allows you to focus on your business while we ensure the right student is in the right place.

Do temporary workers have a probation period?

A temporary worker employed through Recruit a Student only has a probation period if the employment contract lasts at least three months. The maximum duration of this probation period is determined by Dutch labour law.

Do temporary workers get a contract through Recruit a Student?

Yes, every student signs an employment contract with Recruit a Student, which means we are the legal employer.
For you as a client, this means:

• Less administration.

• Minimal employer risks.

• We take care of payroll, sickness insurance, and employee support. This allows you to work flexibly and securely with student talent. 

How does the NBBU phase system work?

We operate according to the NBBU collective labour agreement (CAO) for temporary workers. The current phase system consists of four stages:

• Phase 1: Up to 26 worked weeks with weekly contracts.

• Phase 2: Up to 104 worked weeks (around two years) with weekly contracts.

• Phase 3: Fixed-term employment contract (maximum 52 weeks).

• Phase 4: Permanent employment contract.

Note: For new placements starting after 3 January 2022, the combined duration of phase 1 and 2 is often limited to 52 worked weeks. Always check the most recent CAO rules for your specific assignment.

What are the costs of hiring a student through Recruit a Student?

Hiring a student through Recruit a Student is on average up to 20% more cost-effective than hiring permanent staff. This is because students are generally paid according to youth wage scales and can be deployed flexibly in various roles.
The result: cost savings and agility, which is ideal in a tight labour market.

What are the rates for Recruit a Student workers?

Our rates depend on the role, region, level of education, and assignment duration. Since students often fall under youth wage scales, we can offer competitive pricing models. You’ll always receive a transparent quote in advance, so you know exactly what to expect.

Which collective labour agreement (CAO) does Recruit a Student follow?

We apply the NBBU CAO for temporary workers, which is the official Dutch Collective Labour Agreement for Recruitment and Employment Agencies. It defines all employment conditions applicable to agency workers, aligned with those of the hiring company.

We also stay informed about the new CAO agreement for 2026–2028, which includes significant changes for the temporary staffing sector.
Do you have questions about the CAO? Contact your nearest Recruit a Student office. We are happy to help!

Do students receive travel expense reimbursement?

Under the NBBU CAO, a temporary worker is entitled to the same travel allowance as a regular employee of the client company. In practice, this is often not applicable to students, since many of our students have a student OV travel card. Still, it’s always wise to verify the client’s specific travel policy.

How do holidays work for student employees at Recruit a Student?

Every temporary worker accrues paid vacation based on their earned wages. For a full-time working week, this equals at least four times the agreed weekly working hours per year.
If the student works part-time or not the entire year, holiday entitlement is calculated proportionally. Any unused holidays are paid out at the end of the contract.

What are the notice periods for temporary workers at Recruit a Student?

In phases 1 and 2, a temporary worker can end their employment at any time with one working day’s notice. The agency must inform the client at least seven calendar days before the end of an assignment.

For fixed-term contracts (phase 3), the following notice periods apply:

• Contract shorter than 3 months: 1 week’s notice.

• Between 3 and 6 months: 2 weeks’ notice.

• Longer than 6 months: 1 month’s notice.

Who pays the student during illness?

Recruit a Student remains the legal employer during the assignment. We handle the financial risk and manage wage continuation or statutory sick pay as required by law and the CAO.

For you as a client, this means no additional administration or unexpected costs.

Which general terms and conditions apply when hiring students?

Our standard terms and conditions for temporary employment apply when hiring student workers. These can be found on our downloads page and include all information about cooperation, rates, contract duration, termination, and responsibilities.

How does Recruit a Student’s Poolmanager work?

With our online platform Poolmanager, you have 24/7 access to your planning, project progress and hours registration. You’ll receive login credentials to monitor who is working, where, and when. You can also  submit new requests instantly.
Do you need more guidance? Watch our instructional videos or contact one of our offices for personal support.

How can I recruit staff through Recruit a Student?

Looking for part-time or temporary full-time student workers? We handle recruitment, selection, and scheduling, so all you have to do is choose the right candidate.
Thanks to our extensive database and nationwide coverage, we can deploy qualified students quickly. Get in touch and explore your options.

Changes from 2026 onwards for temporary workers and employers

Starting 1 January 2026, a new CAO for temporary workers will take effect, introducing several major changes for both agencies and employers:

• The principle of “equal pay by hirer” will be replaced by a rule of equivalent employment conditions, agency workers must receive a package equal to that of comparable permanent employees.

• Pension contributions will start from the first working day, and pension rights will be part of the equivalence assessment.

• The phase system will change: phase B/3 will be reduced from three to two years, and the break period between temporary contracts will increase from 6 to 60 months.

• Other CAO provisions (such as holidays, training, and sick pay) will be aligned with the client company’s policies or removed as standard CAO rules.

What this means for you as an employer

• Potentially higher costs due to improved employment conditions and earlier pension accrual.

• Increased administrative obligations to comply with the new equivalence rules.

• An opportunity to position your company as a modern and attractive employer for flexible talent.

Prepare now and request a quote. We will help you assess the impact on your organisation.