1. Our principles and scope
EuroConnexxion B.V., Wilhelminastraat 20, 7591 TN Denekamp, rejects discrimination. We assess people on their abilities and genuine job requirements. We refuse discriminatory requests, even if this costs us an assignment.
This policy applies to applicants, temporary workers, our own employees, managers and anyone acting on our behalf. It covers registration, assessment for temporary work, placement, pay, training, support, termination and client relations. It also covers transport and accommodation we arrange, and digital communication.
Our experience with Polish and Portuguese workers does not exclude other applicants. Nationality or background is not a measure of suitability.
2. What discrimination means
Discrimination is unlawful distinction, exclusion or disadvantage based on personal characteristics, including race, skin colour, origin, nationality, religion, belief, political opinion, sex, pregnancy, maternity, gender identity, gender expression, sex characteristics, sexual orientation, marital status, age, disability or chronic illness. We also reject unlawful differences based on working hours, contract type or union membership.
Direct discrimination refers explicitly to a characteristic, for example proposing only men. Indirect discrimination occurs when an apparently neutral requirement particularly disadvantages a group, such as an unnecessarily demanding language requirement. Harassment, sexual harassment, discriminatory jokes and instructions to discriminate are unacceptable.
A client preference or commercial interest cannot justify unlawful discrimination. Direct distinctions require a statutory exception; indirect distinctions may be objectively justified. Management obtains legal advice before using an exception and records the legal basis, purpose and necessity. If in doubt, we do not apply the requirement.
3. Fair assessment for temporary work
- We define relevant criteria in advance, such as skills, experience, required certificates and availability. We use the same criteria for comparable applicants and must be able to explain decisions.
- Job advertisements and interviews contain no unnecessary exclusion criteria. We do not select by name, photograph, accent, origin or assumptions about a group. We do not ask about pregnancy, plans for children, medical diagnoses or irrelevant private matters.
- Language requirements must be demonstrably necessary and proportionate for the work or safety. We consider whether clear instructions, translation or support would be less restrictive. Accent-free Dutch is not a standard requirement.
- We discuss necessary, effective adjustments for a disability with the applicant or worker and the client, unless these would impose a disproportionate burden. Statutory identity and right-to-work checks remain possible, without arbitrary nationality requirements.
4. Handling discriminatory client requests
- Clarify: ask which tasks and specific job requirements underlie the request.
- Set a boundary: explain that EuroConnexxion does not select on origin, sex or other prohibited grounds. Do not promise discriminatory treatment.
- Reframe: suggest legitimate job criteria. A request such as “young men only” must not silently become a selection criterion or candidate note.
- Consult and record: pause the assignment for management review if there is doubt or resistance. Record the request, response and next step factually, using as little personal data as possible.
- Refuse and follow up: refuse the assignment if the client maintains the discriminatory requirement. For repeated or serious incidents, management considers suspending or ending the relationship, taking account of the rights and safety of affected temporary workers.
5. Respect at work, in transport and accommodation
We also expect clients and service providers to treat people respectfully. We actively investigate concerns about discrimination at a client’s workplace; our responsibility continues after placement. We challenge the party concerned and require appropriate action.
Decisions on hours, pay, training, support and access to facilities must not involve unlawful discrimination. If safety is at risk, we discuss immediate protection and, where necessary, another workplace or facility. Reporting must never be punished through less work, worse accommodation, loss of transport or reduced employment rights.
6. Responsibilities of our employees
Everyone must treat others respectfully, apply objective criteria and challenge discrimination when safe. Employees must report discrimination, improper requests or failure to follow this policy to management as soon as possible. They must seek advice before making a commitment if unsure.
Management supports employees who refuse discriminatory requests. Revenue pressure or a client preference does not override this policy. Breaches may lead to instruction, a warning or other proportionate measures, depending on seriousness and within the law and collective agreement.
7. Raising a question, report or complaint
Applicants, temporary workers, employees, witnesses and clients can contact contact@euroconnexxion.com, +31 (0)541 753 928, use our contact form or write to EuroConnexxion B.V., for the attention of management, Wilhelminastraat 20, 7591 TN Denekamp. Please indicate that your concern involves discrimination.
Tell us what happened, where and when, who was involved and how we can contact you safely. Evidence is welcome but is not required to report a concern. You may bring someone to support you. Reports can be made in Dutch, Polish, Portuguese or English; we arrange help with understanding a report where necessary.
For sensitive matters, call to request a confidential conversation with management. The contact email is a general mailbox. We take anonymous concerns seriously, although anonymity may limit investigation and feedback.
8. Careful investigation and feedback
- Acknowledgement: we aim to acknowledge receipt within five working days and identify the person handling the report. We act immediately where safety is at urgent risk.
- Impartial investigation: the person complained about must not handle their own complaint. Management arranges an impartial handler and external expertise where necessary, including complaints about management.
- A fair hearing: the handler speaks with those involved, gathers relevant facts and assesses the situation without prejudging it. Temporary protection is agreed where needed.
- Outcome: we aim to give reasoned written feedback within four weeks of receipt. If more time is needed, we explain why before that period ends and give a new date. These are our own target times.
- Remedy and follow-up: we record appropriate measures, responsible people and follow-up arrangements and check that the situation improves. Anyone dissatisfied may request review by an uninvolved person or seek external help directly.
9. Protection, confidentiality and independent help
No one may be disadvantaged for reporting in good faith, supporting another person, acting as a witness or refusing to discriminate. This also applies if an investigation cannot establish the complaint. Retaliation is treated as a separate breach.
Information is handled carefully and shared only with those who need it for investigation, protection, follow-up or a legal obligation. Complete secrecy from everyone involved cannot always be promised. We process only necessary personal data, secure the file and retain it no longer than needed. Management records its purpose, access and retention period and reviews what can be deleted when the case closes.
You may always contact Discriminatie.nl at discriminatie.nl or 0800 0880, or request an opinion from the Netherlands Institute for Human Rights where it has jurisdiction. You may also contact a union, legal adviser, court or the police if a criminal offence may have occurred. You do not need to finish our internal procedure first; statutory deadlines continue to apply.
10. Management, instruction and review
Management is responsible for adopting, implementing and maintaining this policy, a safe reporting route, and sufficient time and resources for handling complaints. It informs employees, temporary workers and clients and makes the policy available online and on request.
The policy and practical examples form part of onboarding for employees who assess, place or support candidates and workers. Management discusses it with them at least annually and following relevant changes. Instructions, attendance, concerns, measures and improvements must be documented without unnecessary personal data.
Management reviews effectiveness at least annually and after serious incidents or relevant changes in legislation or the collective agreement. The review covers job criteria, client requests, complaints and barriers affecting migrant workers. Improvements are assigned an owner and a deadline.
11. Legal framework and version control
This policy implements our equal-treatment responsibilities and Article 5(1) of the NBBU Collective Labour Agreement for Temporary Workers 2026–2028. Relevant Dutch frameworks include equal-treatment legislation, age and disability discrimination laws, sex equality law, the Civil Code, working-conditions legislation and the GDPR.
Version 1.0 was prepared on 22 September 2026. Management maintains the current version and internal records of implementation and review. Dutch is the source text; translations improve accessibility. This policy does not limit statutory or collective-agreement rights.