een simpele stap, maar historisch: Albert Heijn neemt uitzendkracht definitief in dienst
Amsterdam, zondag, 19 april 2026.
Een rechtersvonnis dwingt Albert Heijn een Poolse uitzendkracht alsnog in vaste dienst te nemen. Pawel Rudzki werkte meer dan zeven jaar via een bureau in het distributiecentrum van Pijnacker. Volgens de rechter had hij al in juni 2021 recht op een vast contract. Het bedrijf moet hem herstellen in functie en salaris nabetalen. De zaak, ondersteund door actiegroep Justitia 4 Pawel en vakbond FNV, zet een precedent. “Wie structureel werk doet, hoort daar ook zekerheid voor terug te krijgen”, zegt FNV-bestuurder Levin Zühlke-van Hulzen. De uitspraak raakt duizenden flexwerkers in de retail.
a landmark ruling for temporary workers
The subdistrict court of The Hague ruled that Albert Heijn misused temporary employment contracts by keeping a worker employed through an agency for over seven years without offering a permanent position [2]. Polish temporary worker Pawel Rudzki worked continuously at Albert Heijn’s distribution center in Pijnacker since June 2018 [2]. Despite performing core logistical roles such as picker and forklift operator, he remained formally employed by third-party staffing firm OTTO Workforce [2]. The court determined his integration into daily operations made him effectively a regular employee [2].
right to permanent employment confirmed
According to the judgment, Rudzki acquired the right to a permanent contract no later than June 2021 [1]. Under Dutch labor law, continuous work exceeding three years typically invalidates further classification as temporary [2]. The court dismissed Albert Heijn’s justification based on alleged behavioral issues and insufficient Dutch proficiency [1]. Judges found these reasons inadequately substantiated and disproportionate given Rudzki’s long tenure [2]. His repeated internal applications for fixed positions were rejected without detailed feedback [2]. The verdict orders immediate reinstatement and back pay adjusted to permanent staff levels [2].
broader implications for the retail sector
This decision sets a binding legal precedent affecting thousands of flexible workers across Netherlands’ retail industry [1]. Trade union FNV welcomed the outcome, calling it a signal for fair treatment of structural employees [1]. “Whoever performs systematic work deserves job security in return,” said FNV board member Levin Zühlke-van Hulzen [1]. Activists under the banner Justice 4 Pawel campaigned publicly during the proceedings, amplifying pressure on Albert Heijn [1]. Legal experts suggest similar challenges may arise where companies rely heavily on extended interim arrangements [GPT].
corporate response and compliance
Albert Heijn acknowledged awareness of the court’s decision but stated it needs time to analyze the full implications [1]. Company representatives did not contest the worker’s performance quality during hearings [2]. However, they initially terminated cooperation citing conduct concerns following a workplace incident in October 2025 [2]. The tribunal viewed this termination as unlawful dismissal disguised through agency separation [2]. Non-compliance risks financial penalties including fines and compensation awards [2]. The employer must now reintegrate Rudzki physically and administratively into its workforce [2].