Freelancer maakt overstap naar medium-lance

Is Medium-Lance something for me?

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Freelancers enjoy many benefits, such as flexibility and independence. However, there are aspects of a stable job that freelancers might miss, such as a steady income and secondary benefits. Transitioning from freelance to medium-lance offers an interesting solution, allowing you to benefit from both self-employment and the advantages of a permanent position. Whether medium-lance is the right choice for you is something you can discover in this article.

More freelancers are discovering the benefits of medium-lance

Freelancers are increasingly opting for medium-lance because it strikes a good balance between the flexibility of freelancing and the security of a permanent position. Competition is growing, and finding consistent work can be challenging. Medium-lance offers a more stable flow of work and access to larger projects. It also reduces administrative burdens and often includes benefits such as health insurance and pension plans, which are usually unavailable to freelancers. Moreover, medium-lance gives freelancers the opportunity to work in a team environment, promoting social interaction and collaboration without the full obligations of a traditional job.

What should you consider?

When transitioning to medium-lance, freelancers should consider several key factors. Firstly, the flexibility they are used to may be partially restricted, as medium-lance positions often come with more structure and fixed working hours. There may also be less freedom in choosing assignments, as they may be tied to specific projects or teams. While administrative burdens are reduced, this may also come with less autonomy over financial and operational aspects of the work. Lastly, freelancers should recognize that although medium-lance offers more stability and benefits, it also involves committing to an organization’s expectations and goals, which requires a different mindset compared to full freelancing.

How do you transition to medium-lance?

To move into a medium-lance contract, it’s advisable to find an agency that specializes in this type of arrangement. It’s important that the terms are clear and transparent, so you know your base salary, variable income, and the benefits offered, as well as how the compensation is calculated.

Communicate upfront about your need for a balance between flexibility and stability. You should also be prepared to let go of some aspects of full independence, such as complete control over your projects and work hours.

In cooperation with the agency, or on your own, you can look for assignments that match your experience and preferences.

At G-Nius, we offer a medium-lance contract model for IT professionals interested in this work form. We typically operate with a 70/30 revenue split, though this can be adjusted to 75/25 or even 80/20 depending on the situation. We assess each professional’s case individually to determine the most suitable arrangement.

Is medium-lance right for me?

Medium-lance can be an attractive option if you’re a freelancer seeking more stability without fully giving up your independence. It can also be a good first step if you’re not quite ready to make the leap to full freelancing.

To make an informed decision, ask yourself the following questions:

– How important is financial stability to me? Am I willing to give up some flexibility for a steadier income?

– How much freedom do I want to retain in my work? Can I live with less control over my work hours and assignments in exchange for more security?

– Do I feel the need to work within a team? Do I miss the social aspect of working and would I benefit from collaboration within a team?

– How do I handle administrative tasks? Would I prefer having an organization like G-Nius assist me with administrative duties?

– What are my long-term career goals? Does medium-lance fit with my future vision and ambitions, or is full freelancing more aligned with my goals?

These questions will help you clarify what you value in your work and whether medium-lance is the right fit for you. Curious about the possibilities or want more information? Feel free to contact us. Together, we’ll explore whether medium-lance is the solution for you.

Everything You Need to Know About False Self-Employment Among Freelancers

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False self-employment among freelancers is a growing concern that the government is increasingly addressing. As of January 1, 2025, stricter enforcement measures will be introduced to clarify the relationships between freelancers and their clients.

In this article, we provide a comprehensive overview of what false self-employment entails, the upcoming changes, and the consequences for both freelancers and clients. It is essential to be well-prepared for these changes to avoid financial and legal risks.

What is False Self-Employment?

As a freelancer, you generally decide where, when, and how you work, while also being entitled to entrepreneurial tax deductions. Being self-employed, you are responsible for paying your own income tax and national insurance contributions, unlike an employee in regular employment.

However, false self-employment occurs when a freelancer appears to work independently but is, in fact, in a disguised employment relationship. This happens when a freelancer works under the authority of a client and performs tasks similar to those of an employee. In such cases, the freelancer does not enjoy the associated labor rights.

How to Identify False Self-Employment

False self-employment can be identified by several characteristics:

– Long-term assignments with one client: This may indicate dependency and a possible disguised employment relationship.

– Lack of entrepreneurial risk: If you do not risk income loss or make investments, you may be working under conditions similar to employment.

– Performing the same tasks as permanent employees: If you, as a freelancer, perform the same duties as employees, with no significant differences in responsibilities or working conditions, this could be a sign of false self-employment.

A useful way to check whether you are truly working as a freelancer or potentially falsely self-employed is by using the checklist from the Tax Authority. This checklist helps you gain insight into your situation and identify potential risks.

Practical Example

An IT program manager has been working exclusively for the same organization for three years, with a fixed work schedule and assigned projects. This situation may be classified as false self-employment, especially if the manager has no other clients and follows the same working conditions as the company’s internal staff.

What Are the Consequences for Freelancers?

False self-employment can have significant financial and social consequences:

– Financial impact: The lack of employee rights, such as sick pay, holiday pay, and pension contributions, can lead to long-term financial uncertainty.

– Social impact: Freelancers in a false self-employment situation may feel isolated and insecure due to the lack of access to social safety nets.

Tips to Avoid False Self-Employment

1.Have multiple clients: Diversify your client base to avoid dependency on a single party.

    2.Make clear agreements about your independence and document them in a contract: Ensure that your contracts clearly state that you work as a freelancer, with specific agreements about the nature of the work and the absence of supervisory relationships.

    3.Be alert to situations where your client tightly controls your work: This could be a signal of false self-employment. Set clear boundaries and maintain control over how you perform your work.

    What Are the Consequences for Clients?

    Clients who hire falsely self-employed freelancers risk fines and additional tax assessments if the Tax Authority determines that there is a disguised employment relationship. This can cause both financial damage and reputational harm.

    Example of a fine: A company hired a freelance software developer for several years, who became fully integrated into the team and worked under the direction of a project manager. After an inspection by the Tax Authority, it was determined that this was a case of false self-employment. The company received a substantial back tax assessment and a fine.

    Legislation: What Will Change?

    The laws and regulations surrounding self-employment and the hiring of freelancers are designed to protect both freelancers and employers. From January 1, 2025, the government plans to crack down on false self-employment by ending the enforcement moratorium. This means the Tax Authority will intensify checks on disguised employment relationships.

    Additionally, the government is working on the “Clarification of Employment Relationship Assessment and Presumption of Employment (VBAR)” bill, which aims to protect freelancers and encourage employers to offer fair employment contracts.

    Future Developments in IT

    The IT sector is rapidly changing with the rise of technologies such as artificial intelligence and cloud computing. This offers opportunities for freelancers but also increases the risk of false self-employment.

    The growing demand for specialized IT professionals may lead to long-term work relationships that resemble employment contracts. With stricter enforcement starting in 2025, clients and freelancers need to be aware of these risks.

    Organizations must review their contracts and work methods to comply with new regulations, while freelancers should diversify their clients and make clear agreements to avoid false self-employment.

    Do You Have Questions or Need Advice on False Self-Employment?

    False self-employment is a complex and important topic. It can have financial and legal consequences and affect the future of both freelancers and clients. Therefore, it is crucial to stay informed and take the right steps to prevent false self-employment.

    Are you a freelancer or client and want to learn more about false self-employment? Contact one of our Business Managers. They are ready to help you with all your questions and concerns about self-employment and employment relationships. This way, you will be prepared for the changes coming in 2025.

    CV checklist for IT professionals

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    De groeiende druk naar duurzaamheid en klimaatbeleid

    The increasing pressure for sustainability and climate policy

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    The pressure to embrace sustainable business practices and achieve climate neutrality has significantly increased in recent years. This pressure comes not only from governments but also from businesses and consumers who are placing greater emphasis on environmentally friendly solutions. As a result, investments and activities across virtually all sectors are being impacted. In this blog post, we discuss developments in climate policy and sustainability in the Netherlands, focusing on companies in the energy sector.

    Goals of the Dutch Government

    The Dutch government has set ambitious goals to achieve a CO2-neutral energy supply. They aim for a CO2-neutral energy supply by 2050, with 70% renewable electricity by 2030. This means we need to phase out fossil fuels such as oil and transition to cleaner energy sources like solar, wind, geothermal, and green hydrogen.

    The government is implementing several key measures to achieve these goals:

    Encouraging energy conservation: We need to use the energy we consume more efficiently. This can be done by improving the insulation of our homes, using energy-efficient appliances, and adjusting our driving habits.

    Investing in renewable energy: Solar and wind energy are playing an increasingly larger role in our energy supply. The government supports the development and deployment of these technologies with subsidies and tax benefits.

    Sustainable heating: In addition to electricity, we also need to make our heating systems more sustainable. This can be achieved through the use of heat pumps, biomass, or geothermal energy.

    Nuclear energy: Nuclear energy is a controversial source but is part of the Dutch energy mix. Plans are underway to build new nuclear power plants in the Netherlands. Nuclear plants do not emit CO2 and provide a constant electricity supply, making them a reliable energy source.

    Impact of sustainability measures on companies

    These measures have significant implications for companies in the energy sector. On one hand, they present new opportunities for growth and innovation due to the increasing demand for renewable energy sources like solar and wind power. Companies focusing on sustainable technologies and energy efficiency can benefit from subsidies and tax advantages, enhancing their competitive position. On the other hand, companies in the traditional energy sector must adapt to stricter regulations and the shift towards greener alternatives. This may require investing in new technologies or revising business models to meet changing market conditions and environmental requirements.

    Preparing for sustainability

    The energy transition offers opportunities but also requires concrete steps from companies in the energy sector to prepare for the future. Key points to consider include:

    Invest in innovative technologies: Start developing and implementing sustainable technologies and renewable energy sources, such as wind and solar projects. Also, consider energy storage and efficiency solutions.

    Seek collaboration: Partner with governments, research institutions, and other stakeholders to benefit from subsidies and other financial support. This can help reduce investment costs and accelerate innovation.

    Develop a long-term strategy: Create a strategy that considers both environmental and economic benefits. Ensure this strategy is flexible and can adapt to changing regulations and market conditions.

    Report transparently: Clearly communicate your sustainable initiatives and progress. This enhances transparency and helps build trust with customers and investors.

    Strengthen social responsibility: Demonstrate your commitment to sustainability through responsible business practices and corporate social responsibility. This contributes to a positive image and long-term relationships with stakeholders.

    Looking for an IT professional with experience in the energy sector to support your organization? Contact Mike van Strien at mvanstrien@g-nius.nl or call +31 6 29 45 08 12, or check out our available professionals.

    Slechte voorbereiding Voorkom kostbare fouten!

    Poor preperation? Avoid costly mistakes!

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    Did you know that 70% of technological projects in the healthcare sector fail due to inadequate preparation? You are about to embark on a major technological change within your healthcare organization. The technical implementation is ready, and everything seems set. But have you truly thought of everything? How will the end-users react? Have you involved them in the process from the start?

    A perfect technical implementation, and then what?

    Your technical implementation goes perfectly; it couldn’t have gone better. The systems work, and the entire project team is enthusiastic. But now what? The adoption of the new technology within the organization isn’t going as you had hoped. End-users aren’t enthusiastic and refuse to work with the new systems. They become irritated, and the project faces significant delays, ultimately leading to substantial extra costs.

    It may seem exaggerated, but we still see this happening too often in the market: a good technical implementation, but significant resistance during the adoption process. Why is this happening? More importantly, how can we prevent it?

    The risks of poor preperation

    Poor preparation poses significant risks for any project. Research shows that no less than 70% of technological projects in the healthcare sector fail due to inadequate preparation. This results not only in delays and inefficiencies but also in substantial cost overruns that can disrupt the budget of the healthcare organization. Moreover, it can affect the quality of care and the trust of both end-users and stakeholders.

    Increased costs: Poor planning and policies often lead to additional costs due to delays and inefficient processes. Unplanned costs can account for up to 30% of the project budget, mainly due to remediation work and delayed deliveries.

    End-user resistance: Without timely and effective communication, end-users feel neglected. This leads to resistance and low acceptance of new technologies, jeopardizing the project’s ultimate goals.

    Data and security issues: Insufficiently clear data classifications and migration plans can lead to errors and severe security risks, damaging the healthcare organization’s reputation and potentially leading to legal complications.

    Loss of trust: Failing to involve end-users and stakeholders promptly can result in a significant loss of trust and support for the project, complicating the further acceptance and implementation of new technologies.

    Loss of quality of care: Inefficiencies and errors in implementation can directly impact the quality of care, posing potential risks to patient safety. Studies show that poor preparation can lead to 50% more errors in care delivery during the first months after implementation.

    A crystal-clear policy: indispensable!

    Many organizations make the mistake of wanting to move too quickly without the necessary preparation. It is important to first establish a clear policy before the technical implementation takes place.

    A good policy should include detailed data classification and migration plans, user guidelines, security measures, communication policies, and feedback mechanisms. By carefully establishing the policy, healthcare institutions can avoid common pitfalls and ensure a smooth and successful implementation of new technologies.

    Involve your end-users

    Resistance from end-users is a common obstacle. Poor communication creates uncertainty and resistance. Therefore, involving end-users from day one is crucial. The first impression of a project is decisive for acceptance. Gather their wishes and needs and show how the new technology can simplify their work.

    When this doesn’t happen, employees feel neglected and are less willing to accept changes. Studies show that involving end-users from the start can increase acceptance by up to 40% and shorten the implementation process by 30%.

    Our approach for succesful adoption

    To ensure the successful adoption of new technology within an organization, we work with experienced project leaders and local support teams.

    A local support team is a group of (external) IT professionals specifically assigned to support, coordinate, and implement the adoption of new technologies within an organization.

    This team acts as a bridge between the technical implementation and the daily users of the technology, which is crucial for smooth integration and acceptance.

    Would you like to know how we can help you achieve successful adoption of new technological implementations within your organization? Contact one of our IT & Healthcare business managers. They will be happy to assist you.

    Hoe onderbouw ik als zzp’er mijn uurtarief?

    How do I justify my hourly rate as a freelancer?

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    As a self-employed entrepreneur (freelancer), setting your hourly rate is a crucial aspect of your business operations. The right rate ensures that you not only cover your costs but also receive fair compensation for your expertise and efforts. But what should you consider when justifying your hourly rate? In this blog post, we discuss the essential steps you can take to justify your hourly rate.

    What rate can I hire you for?

    One of the first questions clients will ask is what your hourly rate is. It’s helpful to maintain a rate range with a minimum and maximum rate. This gives you the flexibility to negotiate depending on the complexity and requirements of the assignment. Also, ask yourself if you are willing to take on a challenging project that falls below your desired rate. Sometimes such a project can be valuable due to the experience or network you gain.

    Determine your costs

    Before you can set an hourly rate, it’s wise to calculate your monthly costs. Consider all fixed expenses (such as insurance, rent, and licenses) and variable costs (such as travel and marketing). By mapping out these costs beforehand, you know what you need per month to break even. You can then calculate the minimum hourly rate needed to cover your expenses.

    Building your hourly rate

    Determining your hourly rate shouldn’t be arbitrary. Don’t just look at what others are charging; base your rate on your own expertise and value. Also, consider whether you base your rate on previous assignments or on the specific requirements and value of the new project at hand.

    Return on Investment (ROI) is an important aspect: how much does your contribution save the client in costs, improve their revenue, transform, or professionalize their operations? The faster you are up and running due to your knowledge and experience, the higher the value you provide. Can you also demonstrate proven results? This gives clients more confidence in your added value.

    Short-term versus long-term strategy

    When setting your rate, it’s important to think about your long-term strategy. How much of your rate is based on the current scarcity in the job market and how much on the added value you offer? If you know you have to compete with five others for the same role, would you still ask for the same rate? A sustainable strategy takes into account your market position in the long term and not just current trends.

    Do you want to increase your hourly rate in the long term? Then it’s important to consider this now. You can do this by investing in your own development, such as taking training courses or obtaining certifications.

    The role of a staffing agency

    As a freelancer, you can choose to work with a staffing agency or arrange your own assignments. Do you work with random agencies depending on who offers the role, or do you have fixed partners you collaborate with? And how much can a staffing agency earn per hour from you, and what should they do for that? It’s important to be clear about the value they add so you can establish fair compensation for all parties involved.

    By considering and answering these questions, you can justify a well-founded hourly rate as a freelancer. This not only helps in attracting the right assignments but also in building a sustainable and successful career as a freelancer.

    Extra tips

    Make a Rate Calculation: Based on the factors above, you can calculate an hourly rate. This can be done using a handy online tool or by calculating it yourself.

    Be Transparent About Your Costs: This can help you gain your clients’ trust.

    Regular Evaluation: Regularly evaluate your hourly rate and adjust it if necessary. The market is constantly changing, and you must be able to adapt.

    Be Flexible: It’s not always possible to stick to your initially intended hourly rate. In some cases, it may be necessary to lower or raise your rate. Be flexible in this but always ensure you make a profit.

    Offer Discounts for Large Assignments: This can help you attract new clients and increase your revenue.

    Setting your hourly rate is an ongoing process. By analyzing your costs, researching the market, and determining your value, you can establish a rate that works for both you and your clients. Stay flexible and confident, and don’t be afraid to adjust your rate if necessary. Do you need help or have more questions on this topic? Feel free to contact us.

    Start Recruiter University

    How do we implement upskilling at G-Nius?

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    At G-Nius, we highly value the development of our employees. Therefore, we strongly focus on upskilling, supporting our people in continuously improving and expanding their skills. In this article, we explain how we apply upskilling within our organization. From monthly progress meetings to attending courses and knowledge sessions, we offer various opportunities for personal and professional growth.

    What is upskilling?

    Previously, we wrote a blog post about upskilling. Upskilling is the process by which employees acquire new skills or improve existing ones to enhance their competencies and employability. This is essential in a rapidly changing job market where technological innovations and evolving business strategies constantly impose new demands on workers.

    Progress meetings as a basis for development

    At G-Nius, we place great importance on the development of our employees. Monthly progress meetings with each employee help determine their current status and well-being. In these meetings, we always ask: “How can we support you?” This ensures that we can continually respond to the needs and ambitions of our staff.

    There is space and freedom to broaden and enrich knowledge through webinars or by attending knowledge sessions, trade fairs, and events. We believe that continuous education is essential for professional growth, so we strive to offer various learning and development opportunities.

    Collaboration and feedback for team improvement

    Additionally, colleagues always work together to help each other when needed. A few years ago, we introduced the 361° feedback form. Every six months, all colleagues provide feedback to themselves and each other, highlighting areas for improvement. We have found that this approach provides new insights and strengthens team cohesion. This way, we can also help each other achieve goals by understanding what the learning points are.

    Training and courses

    In addition to the above points, we also offer training and courses. For example, last year, our recruiters took a course through Recruiters University to enhance their existing recruitment skills. This helped them perform better and work more efficiently.

    Currently, we are looking into a suitable training or course for our marketing team, as they have expressed a desire to gain more knowledge about recruitment marketing. Before joining G-Nius, both of our marketers worked in retail marketing. While some marketing principles are universally applicable, many skills are specific to our industry. Therefore, we want to give them the opportunity to expand their skills with new marketing expertise relevant to recruitment.

    Upskilling for professionals

    The IT world is a dynamic environment where technical developments can follow each other rapidly. It is important for our professionals to have up-to-date knowledge. We, as an employer, encourage and facilitate the pursuit of education and courses to acquire this knowledge. This enables us to better meet the needs of our clients and support professionals in their personal and professional development.

    Investing in growth and development

    At G-Nius, we see upskilling not as a one-time investment but as an ongoing process that contributes to the growth and success of both our employees and our organization. Therefore, we continuously invest in the development of our people so that they can keep growing and excelling in their field.

    Would you like to know more about how we implement upskilling or are you interested in working at G-Nius? Feel free to contact us! We are also always open to tips on how we can further improve upskilling within G-Nius.

    De strijd tegen het tekort aan recruiters

    The Battle Against the Shortage of Recruiters

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    The shortage of recruiters has become a pressing issue within the labor market. More and more organizations are being confronted with the challenge of finding and retaining suitable candidates for crucial positions. This problem affects the growth of companies and the economy as a whole. In the Netherlands, this phenomenon is particularly noticeable in sectors such as IT, engineering, and healthcare, where the demand for qualified personnel is high, and the supply is lacking.

    Impact on Companies

    For organizations, the shortage of recruiters brings significant challenges. One consequence is that the recruitment process is delayed. This can lead to disruptions in operational efficiency, such as projects remaining stagnant or developments not being implemented. Additionally, a lack of qualified recruiters can lead to an increased workload on existing HR teams, which can result in higher turnover rates and reduced employee engagement.

    Causes of the Recruiter Shortage

    Changing Labor Market Dynamics

    A major cause of the recruiter shortage is the shift within the labor market. The rise of new industries and technologies, as well as new laws and regulations, has led to an increased demand for specialized skills among professionals. Moreover, many sectors, such as IT, face a significant shortage of professionals. As a result, suitable candidates are frequently approached, causing traditional recruitment strategies to fall short often. Recruiters now need to have in-depth knowledge of specific sectors to operate effectively.

    War for Talent

    The increasing competition for talent has made it more difficult for organizations to attract qualified recruiters. Professionals are aware of their value in the labor market and often choose employers that excel in their recruitment processes and employee experience. This puts extra pressure on organizations to distinguish themselves as attractive employers and develop effective recruitment strategies.

    Solutions and Recommendations

    Investing in Technology and Automation

    A promising approach to addressing the shortage of recruiters is by investing in advanced technologies and automation solutions. By utilizing AI-driven recruitment software, companies can streamline the recruitment process, from identifying potential candidates to conducting initial screenings. This reduces the workload of recruiters and allows them to focus on strategic tasks such as building relationships with candidates.

    Developing Internal Talent Pools

    Building internal talent pools can be an effective way to compensate for the shortage of external recruiters. By investing in the training and development of current employees, companies can identify potential candidates within their organization and prepare them for future roles. This not only saves costs on finding new professionals but also strengthens employee engagement and loyalty.

    Collaborating with Specialized Agencies

    For organizations that quickly need qualified candidates or temporary expertise, collaborating with specialized agencies can be a strategic move. These agencies have extensive networks and expertise to respond quickly to the needs of organizations, especially in highly competitive sectors.

    The future of the energy market

    The future of the energy market

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    The energy market is a dynamic market that is continuously evolving. Smart technologies, digitalization, and the transition to sustainable and local energy sources contribute to a complex world within energy trading. In this article, we look at the developments within the energy market that have a significant impact on the future.

    Peer-to-peer energy trading: a new dimension

    Peer-to-peer energy trading (P2P) offers a revolutionary way of trading energy, allowing individuals to exchange energy directly. Prosumers, consumers who also produce energy, can sell surplus energy from their solar panels to neighbors or other network participants.

    Benefits include lower costs and more control for consumers. Additionally, it promotes the adoption of renewable energy. Successful projects demonstrate how P2P trading works in practice, supported by advanced technologies that enable secure and straightforward transactions.

    The rise of blockchain technology

    Blockchain technology transforms energy trading by increasing transparency, security, and efficiency. As a distributed ledger, blockchain enables marketplaces to record transactions in an immutable and secure manner. This is particularly useful in energy trading, where trust between parties is crucial. Blockchain facilitates smart contracts, enabling automated and reliable transactions without intermediaries.

    Examples of blockchain-based projects that use the technology to support peer-to-peer energy trading and make the market more efficient. These innovations result in lower transaction costs and faster settlement of trading transactions, ultimately leading to a more decentralized and transparent energy market. Therefore, blockchain provides a robust solution to the challenges of current energy trading.

    Synergy between peer-to-peer energy trading and blockchain

    Blockchain technology enhances peer-to-peer energy trading by providing transparency and security. With blockchain, energy exchanges between individuals can be securely and efficiently recorded via a distributed ledger.

    Smart contracts automate transactions, ensuring they are executed quickly and reliably without third-party intervention. This reduces transaction costs and increases trust between trading partners.

    Combining both technologies promotes a fairer and more sustainable energy market, with consumers directly benefiting from their own energy generation and usage. Blockchain ensures that every transaction is transparent and immutable, which is essential for the growth of peer-to-peer energy trading.

    The role of IT in energy trading

    IT plays an essential role in modern energy trading by providing innovative solutions to complex challenges. IT professionals develop and maintain advanced systems for managing energy trading, such as trading platforms, data analysis tools, and blockchain applications. They also use artificial intelligence and machine learning algorithms to conduct predictive analytics and optimize trading decisions.

    Additionally, they play a key role in ensuring the cybersecurity of energy trading systems, which can be vulnerable to cyberattacks. Through their expertise and technological innovations, IT professionals contribute to a more efficient, transparent, and secure energy market.

    Organizations Are Increasingly Excluding Freelancers

    Organizations Are Increasingly Excluding Freelancers

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    In recent years, we have observed a continued increase in the number of freelancers. However, we hear more frequently from the market that large companies are disadvantaging freelancers. In this blog post, we explore the potential causes of this trend.

    Current situation and Trends

    We observe that large organizations are increasingly reluctant to collaborate with freelancers, a sentiment echoed in the market. This phenomenon, where major players disadvantage freelancers, appears paradoxical, especially during a time of labor market shortages. Excluding a significant portion of the talent pool can lead to difficulties in filling vacancies, which in turn hampers productivity and the progress of projects.

    Reasons for Excluding Freelancers

    There are several reasons why large companies are increasingly choosing not to work with freelancers.

    1. Risk of False Self-Employment

    Large companies want to avoid the risk of freelancers being classified as false self-employed by the Tax Authorities. This means that the freelancer should actually be treated as a regular employee. The company would then still have to pay wage tax and social security contributions, just like for regular employees. This can lead to additional costs and administrative burdens for the company.

    2. DBA Law

    The Deregulation of Labor Relations Assessment Act (DBA) causes much confusion about how clients and freelancers can work together. Despite the enforcement of this law, introduced in 2016, being postponed multiple times, the uncertainty remains. This makes large companies more cautious about hiring freelancers. They are afraid of making mistakes in assessing labor relations and want to avoid problems with the Tax Authorities. This has led to a decrease in the number of assignments given to freelancers by large companies.

    3. Complexity and Administration

    Hiring freelancers brings administrative burdens and legal complexities, such as drafting proper contracts and complying with regulations. Large companies often find this too complicated and therefore prefer to hire employees or collaborate with staffing agencies. These agencies then take responsibility for the administration and rules around hiring personnel, which means less hassle for the company.

    4. Costs

    Sometimes freelancers are considered more expensive than permanent employees, especially if the assignment is long-term. Companies want to save costs by offering permanent contracts or using cheaper labor. In this way, they try to reduce their expenses and stay within budget.

    5. Changes in HR Policy

    Some large companies are adjusting their personnel policies and want a more stable and controllable group of employees. This means they prefer permanent employees over temporary workers like freelancers. This way, they can better plan and ensure the continuity of their operations.

    Advantages of Working with Freelancers

    Despite the mentioned challenges, collaborating with freelancers offers significant benefits for companies:

    1. Specific Expertise

    Freelancers can provide specific expertise and skills that may not be available within the company. This allows the organization to flexibly respond to changing project requirements and temporary needs without the obligation to hire permanent staff.

    2. Cost Efficiency

    For short-term and specialized projects, freelancers can be cost-efficient as there are no long-term commitments like those with permanent employees.

    3. Flexibility

    Freelancers can adapt quickly and are often more flexible than permanent staff. This is ideal for companies that need to respond swiftly to market changes.

    4. Innovation and Creativity

    Freelancers bring new ideas and innovations that can enhance the company’s dynamics. Their fresh perspectives can stimulate innovation and creativity within the company.

    Solutions for Collaboration

    To improve collaboration between large companies and freelancers, companies can consider the following steps:

    1. Use of Standard Contracts

    Use standard contracts approved by the Tax Authorities to clarify the employment relationship and prevent false self-employment.

    2. Legal Advice

    Engage legal advice to ensure clarity on employment relationships and follow the correct procedures when hiring freelancers.

    3. Sector-Specific Approach

    Understand the differences between sectors and adjust the hiring strategy accordingly. In sectors such as IT, the demand for freelancers remains high due to rapid technological advancements and the need for specific skills. Firms specializing in a particular industry can assist in this regard.

    Conclusion

    In the future, we are likely to see a further shift in how large companies handle freelancers. Due to increasing pressure and risks related to false self-employment and legal complexities, companies will be more inclined to opt for alternatives such as permanent employees or contracting through agencies. However, the advantages of working with freelancers cannot be overlooked.

      Working with Freelancers?

      Are you unsure about the benefits of working with freelancers for your organization or team? We are happy to help you make a choice that aligns with the desires, needs, and culture within your company. Curious about the possibilities? Ask a question without obligation or make an appointment directly with one of our colleagues via our contact form.