In October 2025, the European Commission set out the 2026 Work Programme, a plan to modernize how people, businesses, and governments work across the EU.
Among the many proposed measures, several directly affect HR leaders, international employers, and globally mobile employees, especially those working in countries like the Netherlands, where international hiring and cross-border work are essential to competitiveness.
The upcoming plan includes a Fair Mobility Package, a central e-declaration for posted workers, and an update of social security rules, marking a turning point for how companies manage mobility compliance, A1 certificates, and employee postings across borders.
The New EU’s Fair Mobility Package
The Fair Mobility Package has three parts.
- The European Social Security Pass (ESSP): Planned for Q3 2026, the ESSP will act as a digital proof of social security coverage, merging existing tools like the A1 certificate and the European Health Insurance Card into one secure system. The ESSP will connect with the EU Digital Identity Wallet, allowing both employers and workers to verify coverage instantly across borders.
- Stronger powers for the European Labour Authority (ELA): The plan is to let the Authority use posting data for risk checks and support enforcement by Member States, like the Belastingdienst (Dutch Tax Office) and UWV (Employee Insurance Agency). This is also planned for quarter three of 2026.
- Skills Portability Initiative: It would improve recognition of skills and qualifications, especially for non-EU professionals. This is particularly relevant for international hires in the Netherlands, such as engineers, healthcare workers, and IT professionals relocating under Highly Skilled Migrant or EU Blue Card routes. It is also planned for quarter three of 2026.
What this means for Dutch employers and workers
For HR, proof of coverage should be faster to show and check. For posted staff, A1 handling should be easier once the tools go live. For non-EU talent, better rules on recognition can reduce delays. The Work Programme frames these actions as part of strengthening jobs and social protection.
The Central E-Declaration for Posted Workers
Another milestone on the horizon is the Central Declaration for Posted Workers, also called the E-Declaration. The EU has a pending regulation to create a public interface connected to the Internal Market Information System for posting declarations.
Parliament wants the tool to handle more cases. That includes self-employed postings and postings from outside the EU. It also proposes adding social security details and limiting data retention to thirty-six months. The aim is to link with national systems and reduce repeat filings. These additions align with wider digital goals in the Work Programme.
What this means for Dutch employers and workers
One portal could cover many posting notifications. HR teams would send data once, then authorities could share it. This should cut errors and help audits. It also raises the bar on data quality and timelines.
Updating Social Security Coordination Rules
Finally, the revision of Regulation (EC) 883/2004, long stalled since 2016, is expected to move forward in 2026. This regulation determines which country’s social security system applies when an employee works across borders and underpins the entire A1 certificate system.
The reform targets several points. It aims to clarify access to benefits for inactive movers. It creates a chapter on long-term care. It updates unemployment and family benefits. It also tackles conflict rules and how they relate to the Posting of Workers Directive.
Although negotiations between the European Parliament and Council have been difficult, the file remains active and listed among pending proposals in the 2026 programme.
What this means for Dutch employers and workers
Expect closer links between the new digital tools and the legal base. Prior notification rules and A1 practice may change. HR should map current flows, then plan for new data checks and evidence needs.
Prepare for a Digital Future in Global Mobility
The EU’s 2026 programme represents a decisive shift from paper-based processes to data-driven, transparent, and digital mobility.
Employers and HR teams should begin auditing their posting, payroll, and social security processes early to ensure readiness when digital compliance systems like the ESSP and e-Declaration become operational by 2026–2027.
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