SZW Consolidation Act 2026: greater emphasis on health & safety policy and enforcement by the Labour Inspectorate

Employment Law, No category

7 May 2026

SZW Consolidation Act 2026: greater emphasis on health & safety policy and enforcement by the Labour Inspectorate

Stelt u zich eens voor: u werkt al jaren met dezelfde zelfstandige. Hij stuurt facturen, factureert btw en heeft een eigen kvk-nummer. Toch krijgt u in 2026 ineens vragen van de Belastingdienst over de aard van uw samenwerking. Hoe heeft het zo ver kunnen komen?

With the SZW Consolidation Act 2026 (Verzamelwet SZW 2026), the Working Conditions Act (Arbowet) was tightened on a number of important points as of 28 January 2026. The core of this change? Greater emphasis on genuine consultation about working conditions and a clearer role for the Labour Inspectorate in enforcing this.

Under Section 5 of the Working Conditions Act, the following was already mandatory: a risk inventory and evaluation (RI&E), sickness absence policy, access to an occupational health physician, emergency response (BHV) and a prevention officer. For implementation, at least an occupational health physician is required, via either a customised arrangement (Section 14 of the Working Conditions Act) or a fallback arrangement (Section 14a of the Working Conditions Act).

Consultation and cooperation obligation (Sections 12 and 15 of the Working Conditions Act)

Sections 12 and 15 of the Working Conditions Act have long required employers and employees (or their representatives) to consult and cooperate on health and safety policy. Think of topics such as the RI&E, the plan of action and the organisation of emergency response (BHV).

What is new is that the absence of such consultation is now explicitly designated as a violation of Section 12 of the Working Conditions Act. This means the Labour Inspectorate can actively enforce this. Where consultation used to sometimes remain a paper obligation, it now has real legal “teeth”.

Small organisations: everyone at the table

For organisations with fewer than 50 employees without a works council or staff representative body, Section 12(3) of the Working Conditions Act applies. In that case, the employer must consult with the “interested employees”.

In practice, this almost always means all employees. After all, health and safety policy affects the entire organisation. This calls for a more structured and inclusive approach to consultation, including within smaller employers.

New rights for employees

In addition, the legislative amendment strengthens the position of employees, since:

employees are explicitly given the right to make proposals about working conditions;
employers must actively inform employees about occupational risks;
access to the RI&E and accompanying documentation must be properly arranged;
instructions and information must be demonstrably recorded.

In addition, employees must in any case be consulted about:

The RI&E and the accompanying plan of action;
The appointment of emergency response officers (BHV officers);
The organisation of prevention officers;
The engagement of the occupational health and safety service;
Information and instructions about risks.

From policy to proof: what does the Inspectorate expect?

The changes make one thing clear: health and safety policy must not only exist, but must also be demonstrably implemented and kept alive. Documentation therefore becomes crucial.

Employers would be wise to adapt their internal processes and company regulations accordingly. Think concretely of:

Organising periodic and structural consultation (for example annually or when relevant changes occur);
Sharing relevant documents in advance, such as the RI&E, the plan of action and incident reports;
Recording agendas, invitations and attendance lists;
Producing and sharing written minutes with action points;
Making health and safety documents centrally and accessibly available (for example via an intranet).

In addition, the basics remain just as important: a complete and up-to-date RI&E, a concrete plan of action and clear instructions on working safely.

Practical example

A cleaning company with 30 employees and no works council organises an annual health and safety meeting. In advance, all employees receive the RI&E and the plan of action by email. During the meeting, risks such as physical strain and hazardous substances are discussed. Minutes of the consultation are drawn up, shared with all employees and stored.

In the event of a possible investigation by the Labour Inspectorate, the employer can use this to demonstrate that it complies with the consultation and information obligations. This can help prevent further enforcement action.

Conclusion

The SZW Consolidation Act 2026 makes clear that consultation about working conditions is no longer a formality, but an enforceable obligation. Employers must not only have their health and safety policy in order in substance, but must also be able to substantiate it procedurally and administratively.

Anyone who organises this properly not only reduces the risk of sanctions, but also contributes to a safer and more conscious working environment.

Do you need help implementing the obligations under the Working Conditions Act? Or with adapting your RI&E’s or company regulations? The corporate lawyers of The Legal Company are happy to help you with this. Contact us via info@thelegalcompany.nl or call 020 345 0152.

De afgelopen jaren stonden in het teken van de Wet VBAR, het wetsvoorstel dat een einde moest maken aan onduidelijkheid over de zzp’er. Het kabinet heeft delen van dat voorstel inmiddels geschrapt. Op het eerste gezicht is dat goed nieuws: minder regels, minder administratieve last. Maar in de praktijk blijven dezelfde toetsen overeind.

“De inhoud van de samenwerking is leidend, niet wat er op papier staat.”

De Belastingdienst handhaaft sinds 1 januari 2025 weer actief op schijnzelfstandigheid. En recente uitspraken van de Hoge Raad bevestigen dat rechters strikt toetsen of er sprake is van ondergeschiktheid en gezagsverhouding.

Voor uw praktijk betekent dit drie dingen. Een: leg de samenwerking duidelijk vast, met aandacht voor de inhoud. Twee: voorkom dat een zzp’er feitelijk werkt als werknemer. Drie: wees voorbereid op een controle, en weet hoe u de relatie kunt herzien als dat moet.

Heeft u vragen over uw concrete situatie? Wij sparren dagelijks met opdrachtgevers over hun zzp-relaties. Vraag een offerte op of bekijk onze Legal Safe abonnementen.