The reintroduction of the DBA Act is now three months behind us. And while the rules seem clear on paper, at WannaFlex we notice that in practice, many questions still arise. Especially in complex situations \u2014 for example, temporarily replacing a manager who not only leads a team but also reports to higher management and must adhere to organizational guidelines in daily operations.
Two elements that, under the DBA Act, could potentially point toward a \u201cpermanent employment\u201d structure.<\/p>\n\n\n\n
The DBA Act is intended to prevent false self-employment, but in practice, it still regularly sparks discussion. When the nature of the assignment is clearly described, contractually secured, and correctly implemented in practice, the legal risks are minimal. It all comes down to awareness and clear agreements \u2014 right from the start. This way, you avoid misunderstandings and risks later on.<\/p>\n\n\n\n At WannaFlex, we guide clients through these kinds of questions every day and aim to take some of the uncertainty away. Curious to learn more about the impact of the DBA Act?<\/strong>
In the case of an interim IT professional temporarily taking on a leadership role \u2014 is that even allowed?
The short answer: yes, provided it is properly arranged.<\/strong><\/p>\n\n\n\n
We also advise on alternative employment structures; whether freelance, deta-vast, or consultancy \u2014 we help you choose the right setup and ensure everything is legally compliant. A reassuring thought \u2014 for both client and IT professional.<\/p>\n\n\n\n
Check out our latest webinar on the topic ( Warning – it’s in Dutch \ud83d\ude42 <\/p>\n\n\n\n