Guide
Working with interim managers in Europe
This article is based on the Dutch legal and market context, which has specific rules around self-employment and labour classification. However, many of the collaboration models described here also exist elsewhere in Europe, and several principles overlap with EU-wide regulations on employment status, contracting, and independent service delivery. The aim is to provide a practical and internationally understandable overview for organisations and interim professionals across Europe.
Last updated 6 October 2026. This guide is informative only and is not tax or legal advice.
Outcome-driven
Statement of Work (SOW)
When a SOW works well
A SOW is effective for assignments with clearly defined, measurable outcomes. Examples include implementations, migrations, data quality improvements, digital transformation programmes and compliance projects. The client purchases an agreed result rather than hours.
Where a SOW often fails
It breaks down when:
- additional work is not defined upfront
- the scope is overly broad or vague
- hiring managers must draft SOWs without guidance
- a SOW is used even though the work is actually hourly capacity-based
Advice
Use SOWs for structured, outcome-driven assignments with fixed deadlines. Establish templates, checklists and clear rules between HR, Procurement and Legal. Start small and expand later.
Expertise-driven
Service Contract (Independent Contractor Agreement)
When a service contract is suitable
A service contract suits complex, evolving or less predictable work, such as:
- interim management and leadership roles
- project and programme management
- audit, risk, compliance or legal work
- consulting and analytical assignments
- crisis management and organisational change
EU regulatory context
Across the EU, contractor agreements must demonstrate actual independence: entrepreneurial risk, control over working methods, freedom to work for multiple clients and the ability to substitute. These elements align with Dutch rules but also with tests used in countries like Germany, France and Belgium.
In the Netherlands, a legal presumption of employment applies from 31 December 2026 to hourly rates below 38 euros: the worker can invoke it, after which the client has to demonstrate genuine self-employment. A substitution clause on its own offers no certainty there. For the Dutch rules in detail, see Working with self-employed professionals.
Advice
Use a contractor agreement when the assignment requires expertise without strict predefined deliverables. This remains the most common model for interim management in Europe.
Via agency or MSP
Hourly contracting via an agency or MSP
Advantages
- fast access to large networks
- standard contract and compliance checks by the intermediary
- administrative burden reduced
- solid audit trail for governance and internal control
Disadvantages
- margins reduce the professional’s rate
- the client–professional relationship can become indirect
- less suitable for outcome-based work
Advice
This model works best for large organisations with high volumes, structured processes and strict compliance requirements, including public sector, financial services and healthcare.
An intermediary does not take away the assessment of the working relationship. Via an agency or MSP too, what counts is how the work is actually carried out.
Maximum certainty
Secondment (Employee-on-loan model)
Seconded professionals remain employees of the secondment provider. The provider carries employer responsibility, payroll and social contributions. The client pays a fixed all-in tariff.
When secondment is suitable
- long-term assignments
- team integration or line responsibility
- demand for continuity and predictable availability
- assignments with high compliance requirements
Common in IT, audit, finance, risk and many public institutions across Europe.
In the Netherlands, secondment providers need an admission under the Wtta from 1 January 2027. See further down in this guide.
Operational work
Temporary Staffing (Classic agency work)
Used for short-term, repetitive or operational tasks. Due to agency rules and collective labour agreements, it is rarely suitable for interim management or specialist consulting roles.
New from 2027
The Netherlands: admission requirement for labour providers (Wtta)
On 1 January 2027 the Dutch Wtta (Wet toelating terbeschikkingstelling van arbeidskrachten) takes effect. Labour providers such as temporary employment agencies, secondment providers and payroll companies may then only put workers to work if they have been admitted by the Nederlandse Autoriteit Uitleenmarkt (NAU), the Dutch authority for the labour supply market.
What does that mean in practice?
- Providers that want to use the transitional arrangement register from 1 November up to and including 31 December 2026 via toelatinguitleenmarkt.nl.
- From 1 January 2028 the Netherlands Labour Authority enforces the admission requirement.
- Clients that hire workers through a provider may only work with an admitted provider or a provider with an exemption, and must record which workers they hire from which provider.
Advice
If you work in the Netherlands with an agency, secondment provider or MSP, ask now whether that party is applying for admission or why it does not need one.
Legal certainty
Uniforce (Hybrid employment structure)
Uniforce is a Dutch model in which the professional works through their own incorporated entity but is formally employed by a Uniforce subsidiary. In principle, the question of misclassification then does not arise, while entrepreneurial behaviour is preserved. Comparable hybrid models exist in Belgium, Scandinavia and the UK.
Ongoing involvement
Retainer or monthly subscription
A retainer resembles a subscription to expertise or availability, but legally it is a commercial services agreement with recurring invoices. Suitable for ongoing advisory roles in governance, compliance, risk, finance and strategy.
When this works
- consistent monthly involvement
- predictable work with ongoing quality needs
- advice on demand
Towards permanent
Temp-to-perm
The professional begins as an interim resource with the option of transitioning into permanent employment. Suitable for structural roles or scarce profiles.
Recurring deliverables
Service contracts for recurring work
Used for predictable, recurring tasks such as monthly audits, quarterly reporting or periodic IT controls. More concrete than retainers and typically linked to fixed deliverables per period.
Decision guide
Which model should you choose?
The key questions
- Is the goal outcome, capacity or continuity?
- How predictable is the work?
- How much risk does the client want to carry?
- How much entrepreneurial freedom does the professional need?
SOWs suit outcome-driven work. Contractor agreements suit complex evolving work. Secondment suits continuity. Temporary staffing fits operational work. Hybrid models like Uniforce provide maximum legal certainty. Retainers suit ongoing advisory roles. Temp-to-perm fits structural positions. Service contracts are ideal for recurring deliverables. Hourly contracting remains a practical base model.
Conclusion
Conclusion
Across Europe, organisations use a wide spectrum of models to collaborate with interim managers and independent professionals. Choosing the right model depends on predictability, desired outcomes and risk distribution. With tightening regulations on employment classification in multiple EU Member States, careful structuring has become increasingly important, but flexible and professional collaboration remains very feasible.
FAQ
Frequently asked questions
A SOW is effective for assignments with clearly defined, measurable outcomes, such as implementations, migrations, data quality improvements, digital transformation programmes and compliance projects. The client purchases an agreed result rather than hours.
A service contract suits complex, evolving or less predictable work, such as interim management and leadership, project and programme management, audit, risk, compliance or legal work, consulting and analytical assignments, and crisis management and organisational change. It remains the most common model for interim management in Europe, provided the professional works with genuine independence.
Advantages include fast access to large networks, standard contract and compliance checks by the intermediary, reduced administrative burden and a solid audit trail. Disadvantages are that margins reduce the professional’s rate, the client–professional relationship can become indirect and it is less suitable for outcome-based work. It works best for large organisations with high volumes and strict compliance requirements, such as public sector, financial services and healthcare.
Secondment suits long-term assignments, team integration or line responsibility, demand for continuity and predictable availability, and assignments with high compliance requirements. The professional remains an employee of the secondment provider, which carries employer responsibility, and the client pays a fixed all-in tariff.
Temporary staffing is used for short-term, repetitive or operational tasks. Due to agency rules and collective labour agreements, it is rarely suitable for interim management or specialist consulting roles.
Uniforce is a Dutch model in which the professional works through their own incorporated entity but is formally employed by a Uniforce subsidiary. In principle, the question of misclassification then does not arise, while entrepreneurial behaviour is preserved. Comparable hybrid models exist in Belgium, Scandinavia and the UK.
A retainer is legally a commercial services agreement with recurring invoices. It works for consistent monthly involvement, predictable work with ongoing quality needs and advice on demand, and suits ongoing advisory roles in governance, compliance, risk, finance and strategy.
With temp-to-perm, the professional begins as an interim resource with the option of transitioning into permanent employment. It is suitable for structural roles or scarce profiles.
SOWs suit outcome-driven work, contractor agreements suit complex evolving work, secondment suits continuity, temporary staffing fits operational work, hybrid models like Uniforce provide maximum legal certainty, retainers suit ongoing advisory roles, temp-to-perm fits structural positions and service contracts are ideal for recurring deliverables. Hourly contracting remains a practical base model.
On 1 January 2027 the Dutch Wtta takes effect. Labour providers such as temporary employment agencies, secondment providers and payroll companies then need an admission from the Nederlandse Autoriteit Uitleenmarkt (NAU). From 1 January 2028 the Netherlands Labour Authority enforces this. Clients may only work with an admitted provider or a provider with an exemption.
Get started with Planet Interim
Post an interim assignment for free or create a profile and connect directly, with no agency fee.
Create account