Frequently Asked Questions

Pollux is your partner in human resources. We offer various staffing services, allowing us to respond flexibly to your staffing needs:

• Temping – fast and flexible staffing based on supply and demand
• Recruitment and secondment – focusing on the right match for the longer term
• Pool Management & In-house Services – continuous availability and complete on-site personnel care
• Payrolling, training, translations and accommodation – extra worries on top of temporary work

In the job placement market, you will find great differences. It is estimated that some 40,000 organizations in the Netherlands are engaged in employment mediation, but unfortunately, only a limited portion operate in accordance with applicable laws, regulations and collective bargaining agreements.

If you want assurance of quality, correct wage payment and compliance with rules, this is not a detail but a prerequisite. Pollux is affiliated with the NBBU and certified according to SNA, SNF and NEN 4400-1. This limits your risks of hirer liability and you can be confident that things are well taken care of.

Choose Pollux if you’re looking for more than just quick fill-in. We are your partner who thinks about continuity, planning and deployment.

• Temporary employment for flexible deployment during peaks or replacements
• Recruitment or secondment for structural reinforcement
• Pool Management and Inhouse Services for complete on-site personnel care
• Additional support such as payrolling, training, translations and housing

Because we personally supervise our employees and provide them with proper housing and transportation when necessary, we create stability in the workplace. You notice that in engagement, lower dropout rates and continuity in your operation.

For existing relationships, we fill 98% of urgent requests within 5 business days. For new collaborations, we first complete formal matters correctly. This usually takes up to 5 business days. On average, a candidate then starts within 3 working days, depending on position and availability. This is how you combine speed with security.

Yes. If we have a partnership agreement in place, we can scale up quickly during peak periods or in the event of staff absences due to illness. Employment, administrative support, and supervision are then taken care of. We can also immediately arrange for housing and transportation. Together, we continuously work to ensure optimal capacity planning.

A match must be right. If it doesn’t, we immediately look for a suitable solution or replacement. The goal remains a sustainable deployment that fits your organization.

We are here when you expect us. On weekdays, we are available from 05:30 to 20:00. Outside those hours, we have an on-call service for incidents, schedule changes, illness or emergencies. This keeps support available when your operation calls for it.

Interceders and recruiters together agree the job profile with you. Based on qualifications and behavioral competencies, they start the recruitment and selection process. During the selection process we verify identity, validity of documents and work permit. We also check driving licenses and certificates such as forklift or reach truck and check whether candidates are allowed to work in the Netherlands and the EU.

Among other things, the Academy provides language training, safety certification and forklift and reach truck training. In addition, employees take introductory courses on living and working in the Netherlands or targeted vocational training, depending on position and sector.

A fixed account team supports your organization: recruiter, intermediary and job coach. They coordinate the selection and deployment with you and actively guide employees. The job coach monitors the presence, employability and commitment of the employee. Through personal guidance and short lines of communication, the staffing remains stable.

During onboarding, employees receive clear explanations of your company rules, safety requirements and operating procedures. Our job coach or intermediary personally introduces new employees on site. During the employment they remain involved. On the shop floor, employees fall directly under your direction and supervision.

Language level is part of selection. Recruiters test candidates against the language requirements you set. Only employees who meet those requirements are proposed and deployed.

Everyone who is legally allowed to work in the Netherlands gets the chance to work through Pollux. In practice, a large part of the flex workers are migrant workers from EU countries.

We recruit most of our employees in Poland and Romania. In addition, we increasingly welcome candidates from the Baltic States, Spain and Portugal. They work mainly in sectors with structural personnel shortages, such as logistics, production and engineering.

Targeted recruitment in these countries creates a stable influx of motivated employees. This gives you the opportunity to scale up and down as needed.

Yes. Every candidate we recommend is legally authorized to work in the Netherlands. We verify their identity, work eligibility, and documents in advance. Through certifications such as SNA, SNF, and NEN 4400-1, as well as membership in the NBBU, you as a client comply with laws and regulations and minimize the risk of fines, additional tax assessments, and potential reputational damage.

Good commitment of employees starts with good preconditions. People who work through Pollux can use safe and well-maintained housing, including in Nispen, Bergen op Zoom and Ossendrecht. Our own team manages and maintains these locations. We also arrange transportation. Depending on distance and situation, this can be by bicycle, car or group transport.

Housing meets SNF certification requirements. If something requires attention, an employee can report it immediately via an on-site QR code. We follow each report closely and do not close the case until a problem is resolved or a question is answered. This is how we keep the residential environment safe and livable.

Good cooperation requires clear communication. This is why the language level you require is taken into account during selection. In addition, job coaches and location managers actively guide employees, often in their own language. They provide support with practical questions, working arrangements and possible misunderstandings on the work floor. Clear explanation and guidance creates mutual understanding and keeps the cooperation professional and respectful.

Costs are based on your terms of employment and the applicable collective bargaining agreement for temporary workers. Equal pay is central to this. Our markup depends on service content, degree of partnership, scale, locations and risk profile. Factors such as transportation and housing also come into play.

The commitment is not to the lowest price per hour, but to optimal utilization, less risk and less administrative burden. Careful coordination in advance prevents surprises afterwards.

The hourly rate consists of your working conditions in accordance with hirer’s remuneration, the raise and supervision. Housing and transportation may be part of the fee, but it depends on location, scheduling and logistical efficiency. This will be clearly coordinated in advance.

The pay is consistent with the collective bargaining agreement or terms of employment that apply within your organization, in conjunction with the collective bargaining agreement for temporary workers. Employees receive equivalent pay and are paid promptly and correctly on a weekly basis.

The cooperation agreement is basically concluded for one year and in practice often has no purchase obligation. Satisfaction determines the duration of cooperation. If the service does not match, the relationship may be terminated. In exceptional cases, for example with specialist professionals, different arrangements may apply.

Of course! When the partnership is going well and you and the employee both want it, permanent employment may be a logical next step. Terms will be coordinated in advance. Please note that facilities such as housing and transportation may be part are of service and are not always adopted one-to-one.

Yes. Pollux is SNA-certified and complies with the NEN 4400-1 standard. This means that regular checks are conducted to ensure that payroll taxes and other taxes are paid correctly, employees are working legally, and administrative processes are in order. This helps you limit the risks associated with hirer’s liability.

All our processes comply with applicable laws and regulations and the collective bargaining agreement for temporary workers. The hirer’s remuneration is applied in full, ensuring that temporary workers are paid equally to your permanent employees.

Employment contract and residence agreement are strictly separated. The salary is paid correctly on a weekly basis. We invoice subsistence expenses separately and do not deduct them from wages by default.

Upon termination, employees are given sufficient time to arrange other work and housing. Thus, with this, work and housing are not inextricably linked.

In view of the Law on the Admission of Workers (Wtta), processes have been set up for the stricter admission requirements and future enforcement. So you can be sure that you are working with an organization that meets today’s and tomorrow’s requirements.

We apply the hirer’s remuneration based on your collective agreement or terms of employment, in combination with the collective agreement for temporary workers. Membership of the NBBU, SNA certification and periodic checks by supervisors guarantee correct and timely payroll. In addition, we work with a G account. This reduces the risk of fines, additional taxes and reputational damage.

We are proud members of the NBBU! That means we work according to the collective labor agreement for temporary workers and the applicable industry agreements.

Our office in the Netherlands is located at Ettenseweg 6, 4706 PB in Roosendaal. You can reach us by phone at +31 (0)165 52 72 86.

• Through our website www.pollux.nl
• Our phone number: +31 (0)165 52 72 86

• For a new job by email recruitment@pollux.nl
• For appropriate employees by email at sales@pollux.nl
• On our social media:

Our office is open from 05:30 to 18:00 on weekdays.

In high season (week 42 to week 50), we are available from 05:00 to 20:00.

Yes, you can. We are happy to make time for a personal conversation. Please contact us in advance to schedule an appointment so we can reserve enough time for you.

We handle your personal data with care and comply with all applicable laws and regulations. We use your data only for necessary administration and do not keep it longer than necessary. You always keep control of your data. Our privacy statement tells you exactly how we handle that.