The legal limit on deductions for housing
In the Netherlands every employee is entitled to at least the statutory minimum wage. In principle that wage must be paid out in full. The law makes an exception for housing: under certain conditions, part of the minimum wage may be withheld to cover the cost of accommodation.
That deduction is capped. At present, a maximum of 25 per cent of the statutory minimum wage may be set off against housing. If you earn more than the minimum wage, it concerns the part above the minimum that is freely available; the limit mainly protects the minimum wage itself.
Please note: these rules and amounts can change. The minimum wage is adjusted several times a year, and the conditions for deductions are also receiving political attention. For the current amounts, always check the Dutch government website (Rijksoverheid) and the cao (collective labour agreement) that applies to your work.
Conditions: certified housing and a written agreement
An agency cannot simply deduct anything it likes. An important condition is that the accommodation meets a recognised quality standard. In the staffing sector, in practice that is the standard of the Stichting Normering Flexwonen (SNF, the Dutch standards body for flex worker housing), under which the location is checked for space, hygiene and fire safety, among other things.
In addition, the deduction must be agreed with the employee in writing in advance. So you need to know what you are paying for and have agreed to it yourself. A verbal promise or a line in the small print is not enough.
Work4you! has its own accommodation, with a dedicated housing manager and no more than two people per room. SNF certification has been applied for. You can read more about how we arrange housing on our housing page.
Tenancy agreement separate from the employment contract
Living and working should be legally separate. The arrangements for your room are therefore set out in a separate tenancy agreement, not in your employment contract. That makes it clear which rights and obligations relate to housing and which relate to work.
This is also in your interest. If your assignment ends, that does not automatically mean you have to leave your room the same day. The tenancy agreement determines what applies then, for example a reasonable period to find other accommodation. Read these arrangements carefully before you sign and ask for an explanation if anything is unclear.
From 1 July 2028: no more deductions from the minimum wage
In September 2026 the government announced that from 1 July 2028 employers may no longer deduct rent from the minimum wage of labour migrants. Until that date the current rules continue to apply, including the 25 per cent limit and the requirement for certified housing.
After that date the employee pays the rent themselves, under a tenancy agreement that is separate from the employment contract. Employers and employees should take this into account now, and check the latest position with the Dutch government.
What the weekly amount may include
The amount deducted each week must relate to housing. Think of the rent for the room, use of shared areas and fixed charges such as energy and water. The use of furniture can also be part of the agreement.
Costs that have nothing to do with housing do not belong in the housing deduction. Transport to work, work clothing or administration fees are separate matters with their own rules. An agency may not quietly add them to the weekly amount.
If you see an amount you do not understand, ask for a breakdown. A good agency can explain exactly what the amount is made up of.
What must appear on the payslip
Your payslip must clearly show how much has been deducted for housing. It may not be hidden in a combined item or in a net adjustment without a description. You must be able to check whether the deduction matches what you agreed.
So check every payslip: is housing listed separately, is the number of weeks or days correct and does the amount match your tenancy agreement? If you work fewer hours because of illness or a short week, that should not lead to a deduction above the legal limit.
Why this matters to the hirer too
As a hirer you are not yourself responsible for the housing an agency arranges, but it does affect you. Workers who are housed well and fairly are fitter and stay longer. What is more, more and more clients want to be able to show that they work with agencies that have housing properly arranged.
So ask an agency specifically about its residential locations, the number of people per room, the status of its SNF certification and how the deduction is processed on the payslip. On our page for clients you can read how we approach this, and you will find the rules on pay in the article on hirer's remuneration.