Frequently Asked Questions

We help you with:

• Key handover
• Practical information
• BSN registration (if needed)
• Interview with the company you’ll be working
  for.

You will have a fixed contact person who is available for support and questions.

You accrue holiday days and holiday pay over your normal hours. The amount of normal hours are the hours which are in your CAO of your employer. Do you work more than these set hours? This will count as overtime. You do not accrue holiday days or holiday pay over your overtime hours.
For example: The CAO mentions that 40 hours per week are your normal hours. Do you work more than these 40 hours? Above the 40 hours per week, you will receive 130% overtime pay. You worked from Monday until Friday 43 hours. This indicates that 3 hours will be 130% overtime pay.

You receive a clear Dutch employment contract that complies with collective labor agreements and Dutch law.

Logistic Force is affiliated with the Dutch Association of Mediation and Employment Agencies (NBBU). This means that the collective labor agreement for temporary workers applies to all flex workers working for Logistic Force.

You will find your contract in the Force Portal app. As soon as you start working for us, you will automatically receive a login with instructions and explanations.

After confirming that all registration details are in order, your contract will be drawn up. This will be sent to you by email and you can then easily sign it digitally. After signing, you will automatically receive an email with your signed contract in the attachment.

If you start working for Logistic Force, you will be classified in the employment phase system of the collective labor agreement for temporary workers. The phase system has 4 phases: phase 1-2, phase 3 and phase 4. When you start working, you always start in phase 1-2. Did you start working for Logistic Force before 02-01-2022? Then this phase lasts 78 workweeks. Did you start working for Logistic Force, or will you start working after 02-01-2022? Then this phase lasts 52 workweeks. During this period, you can be offered an unlimited number of temporary employment contracts. After completing phase 1-2, you will move on to phase 3. During this phase, you can be offered 6 fixed-term contracts in 3 years. After completing phase 3, you will move on to phase 4. During this phase, you will be employed under an indefinite-term contract.

Do you have a complaint about Logistic Force? In that case we would like to hear what went wrong. We have a special feedback procedure for this. Click here for more information.

Do you want to report unwanted behavior? You can do so by contacting the confidential counselor of Logistic Force.
Click here for more information.

You can apply from all EU countries. You need to have an European drivers license and passport to come here and work for us.

You can start working in the Netherlands very fast. Depending on the vacancy, you can apply and start a week later.

No. If you don’t have one yet, we help arrange your BSN registration after arrival.

Yes. Many drivers apply while they’re still employed. We plan your start date together.

No. English is sufficient for most driving jobs. Dutch is a plus, but not required.

Yes. Housing is SNF-certified and regularly checked for quality and safety.

No. Housing is optional. If you already have your own accommodation, that’s fine. With some of our vacancies, you can also sleep in the truck.

• Private bedroom
• Fully furnished shared house or apartment
• Shared kitchen and bathroom
• Gas, water, electricity included
• Registration possible for BSN
• Close to your workplace
• WiFi

Yes. One private bedroom per person.

We aim to place you as close as possible to your workplace.

You can report issues. We arrange repairs or maintenance.

If you are sick and therefore unable to work, you must report this by phone, before starting work and no later than 09:00 to your contact person at Logistic Force and to the company where you work.

If you become sick during work and are no longer able to work, you must report this to the contact person at Logistic Force and to the direct manager of the company you work.

A sick report must always be made by phone and in person; sick reports via WhatsApp or e-mail will not be accepted.

Digital case manager from Acture

The implementation of the absence management is provided by Acture.

You will receive a link by text message in which you indicate how you are doing and how long you expect to be ill. You are obliged to fill this in. You will also have phone contact with the intermediary of the branch.

If you are able to resume your work, it is better to report via Acture’s digital case manager (via the link in the text message) or by telephone to Acture 024–890 94 70.

As a flexible worker, you are always entitled to short-term absence. This is regulated in the collective labor agreement for temporary workers. The way in which you are paid for short-term absence depends on the type of agreement you have. Are you employed under a temporary employment contract with a temporary employment clause? Then, with every wage payment, you will receive a fixed compensation for short-term absence on top of your wage, regardless of whether there is a situation at that time in which you would normally be entitled to short-term absence on the basis of the collective labor agreement for temporary workers. This means that no short-term absence hours will be paid if a situation arises in which you would normally be entitled to short-term absence. Are you employed under a temporary employment contract without a temporary employment clause? Then you will be paid for short-term absence hours. Depending on the situation, it is determined which type of leave and number of hours you are entitled to.

You can register via phone (088 – 560 40 16) or Email. After registering, you’ll receive a confirmation with all the practical information. The training consists of a theoretical and practical section, where you’ll learn about legislation, loading, maintenance, and safe working practices. Thanks to the ideal group size, there’s plenty of personal attention and plenty of time to practice.

Upon completion, you’ll receive a certificate and pass valid for five years. You’ll be certified for the vehicle you chose for the training: forklift, reach truck, and/or EPT. You’ll now have the basic skills to operate these vehicles safely and responsibly.

Obtaining a forklift or reach truck certificate gives opportunities. Employers often require these certificates. And good news: through our employment agency, you can often start working right away. With the right qualifications and Logistic Force behind you, “Your Better Job” is within reach!

The training is suitable for:

• Entry-level logistics professionals
• Employees seeking career advancement
• Anyone who needs to be able to work safely with transport equipment
• The minimum age is 16

Obtaining a forklift, reach truck, or EPT certificate from Logistic Force costs only €285. For this price, you get everything you need: a practical training course including theory, practical lessons, personal guidance, and of course, your recognized certificate with a pass. The course lasts one day and is available in Dutch, English, or Polish.

Logistic Force falls under the scope of Stichting Pensioenfonds voor Personeelsdiensten (StiPP). This means that we are obliged to pay pension contributions to StiPP for our flex workers, in accordance with the regulations and conditions of StiPP. We have received dispensation from StiPP for a number of entities of Logistic Force. This means that we may pay pension contributions to pension funds other than StiPP for flex workers who are employed by other entities. If this is the case, other regulations and conditions for the pension also apply. This may, among other things, affect the amount of the pension contribution for both you as a flex worker and Logistic Force and the period during which you can participate in the pension scheme as a flex worker. If this is the case for you, we will inform you of this prior to the start of your employment.

How much pension you build up depends on the pension fund to which Logistic Force pays pension premiums for you. Each pension fund has its own pension regulations. As soon as you have registered with the pension fund, the pension fund will send you a confirmation of participation and additional explanation about the pension scheme. On https://www.mijnpensioenoverzicht.nl/en you will find an up-to-date overview of the pension you have built up so far, and you can also see when you will receive your pension.

We talk with you and look for a solution together.

Yes. We are audited yearly and hold multiple certificates that ensure compliance and reliability.

Yes. Equal treatment, clear agreements and mutual respect are core values.

Because everything is arranged clearly: work, housing, planning and support. No surprises.

Yes, housing costs are clearly specified and deducted transparently.

Housing is linked to your job. We discuss the options with you in advance.

You can find your annual statement, just like your payslips, in the Force Portal app. As a flex employee of Logistic Force you have received a login and instructions for this via email.

As a Logistic Force employee, you can easily find your payslips in the Force Portal app. As soon as you get started, you will receive a login with instructions and explanations.

We have a handy payment calendar. Here you can find for 2026 when the salaries are paid! Download it here or check it below.

Your Logistic Force office ensures that your declarations are processed correctly, on time and completely. If you have any questions about your payslip, you can contact your contact person.

When you work for Logistic Force, you can easily do this via the digital ‘Force Portal’. As soon as you get started, you will receive instructions and explanations for this via email.

You can submit your declarations from the previous week until Monday 10:00. After this, the portal for declarations will close. All declarations that you submit after the aforementioned deadline will be included in the next declaration cycle.

The collective labour agreement for temporary workers stipulates that a flexible worker must receive the same wage as an employee working in an equal or equivalent position in the service of the client, also known as the hirer’s remuneration. The hirer’s remuneration consists of the following 6 components: 1. Only the applicable period wage in the scale; 2. The applicable reduction in working hours; 3. Allowances for overtime, for working irregular hours (including public holidays), shifted hours, shift work and working under physically demanding conditions; 4. Initial wage increase; 5. Expense allowance (insofar as Logistic Force can pay this free of payroll taxes and premiums); 6. Periodicals.

The client you work for will determine the salary scale and salary step of the client in which you will be classified based on your skills, years of experience and certificates.

The annual statements are provided every year in February.

Common systems are:

• 3 weeks work / 1 week home
• 4 weeks work / 2 weeks home
• 6 weeks work / 2–3 weeks home

But custom systems are also possible.

Yes! It is possible to work in a system, this is in consultation with Transport People and your employer. However, if you prefer not to work in a system, this is also totally okay. We would like to meet your preferences.

The NBBU-cao for temporary workers has a phase system that consit of four different phases. This system is leading for the temporary employment contract that we conclude with you. Each phase shows which rights you have as an employee. The longer you work for us, the more rights you will obtain.

This is depending on the length of the break. Did the break lasted for 26 weeks or longer? Then you will start at the beginning of the phase system again. For employees that are in phase 3, another agreement applies: when you did not work for three months or longer, you will drop back to the beginning of phase 3.

No. System work is planned in advance and does not require vacation days.

You arrange your own travel to and from the Netherlands.

The collective labor agreement for temporary workers stipulates that you will receive a public holiday allowance on the following days: New Year’s Day, Easter Monday, Ascension Day, Whit Monday, both Christmas days, King’s Day or a day replacing it and Liberation Day in anniversary years, provided that you would normally also work on the day on which the public holiday falls. Is it not clear whether you would work on the public holiday (for example if you work rotating shifts)? Then we determine the right to a public holiday allowance by looking at whether you have worked at least 7 times on the day in question in the week during the period of 13 weeks immediately preceding the public holiday in question. If this is the case, you will be paid a public holiday allowance. If you have not yet worked 13 consecutive weeks prior to the public holiday, but you have worked more than half of the number of weeks that you worked on the public holiday in question, you will also be paid a public holiday allowance.

You can request your vacation hours via the Logistic Force office. They will ensure that this is processed in the planning. You can record your vacation hours via the digital Force Portal app. You can enter them on the time sheet of the week in question.

In a fully worked working month, you build up 16 3/4 hours of leave. The exception to this are holiday workers, for whom a different leave build-up applies.

As a flexible worker, you are always entitled to short-term absence. This is regulated in the collective labor agreement for temporary workers. The way in which you are paid for short-term absence depends on the type of agreement you have. Are you employed under a temporary employment contract with a temporary employment clause? Then, with every wage payment, you will receive a fixed compensation for short-term absence on top of your wage, regardless of whether there is a situation at that time in which you would normally be entitled to short-term absence on the basis of the collective labor agreement for temporary workers. This means that no short-term absence hours will be paid if a situation arises in which you would normally be entitled to short-term absence. Are you employed under a temporary employment contract without a temporary employment clause? Then you will be paid for short-term absence hours. Depending on the situation, it is determined which type of leave and number of hours you are entitled to.