Major changes for short-stay, temporary rental agreements, accommodation for migrant workers and letting to employees

Just before the weekend, the Ministry of Housing and Spatial Planning published a letter to parliament announcing the following proposed radical changes to residential tenancy law:

• Short-stay rentals (rentals that are “by nature of a short duration”) will be limited to a maximum of thirty days, with enforcement by the local authority. 

• One-off extension of temporary rental agreements within the maximum term of two years.

• Temporary tenancy agreements of up to two years for migrant workers by adding them to the exception categories.

• New grounds for termination of fixed-term tenancy agreements on employers' own premises.

It is not known when the proposed changes will come into effect, but the measures will be put out for internet consultation in early 2026.
Below is a brief explanation of the changes.

Maximum duration of short-stay (rental of a short-term nature) of 30 days

This is the most significant change. The exception for “short-term rentals”, also known as short stays, will be reduced to a maximum period of thirty days. This removes the possibility of short-stay rentals for longer periods falling outside the scope of regular rent protection and rent price protection. This type of contract is still widely used for expats, international students and seasonal workers, for example.
For landlords, this means that rental agreements for longer than thirty days will be subject to full rent protection and rent price protection.
The Good Landlord Act will be amended so that local authorities can monitor the correct use of short-stay rental agreements. They will be given the power to enforce administrative law, for example through fines or an order subject to a penalty.

Temporary rental agreements for migrant workers

The government is introducing the possibility of concluding temporary rental agreements with migrant workers, but under strict conditions. The accommodation must comply with the Roemer standard: a private bedroom of at least 5.5 m², at least 15 m² of living space per person and all facilities under one roof. In addition, certification is mandatory to ensure that quality is demonstrably guaranteed.
This measure has a dual effect: it offers landlords some flexibility in a market where fixed contracts are the norm, but there is a great need for temporary housing for migrant workers, while at the same time setting a high quality standard. The government links these standards to existing quality marks such as SNF and AKF, but emphasises that these must eventually comply with the Roemer standard. This may lead to a reassessment of existing certification processes and additional costs for landlords.
This form of rental is not very flexible, however, as the term of the rental agreement must be largely clear in advance: early termination is not possible and renewal is only possible once within the maximum term of two years.

One-time extension of temporary tenancy agreements

A temporary tenancy agreement may be extended once within the maximum term of two years. This offers landlords who temporarily rent out accommodation to the exceptional categories more flexibility. However, the extension may not result in a total lease term of more than two years. If this limit is exceeded, the lease agreement will automatically convert into a permanent contract with full rent protection.
It is crucial for landlords to record this extension in a legally correct manner and to communicate it in good time. The government emphasises that the landlord must inform the tenant in writing of the end of the rental period at least one to three months before the contract expires.

Additional grounds for termination of rental agreements on company premises

Employers who house employees on their own premises will be given new legal grounds for termination. This will allow a permanent rental agreement to be terminated as soon as the employment relationship ends and the accommodation is needed for a new employee. This applies not only to migrant workers, but to all employees. The proposed ground for termination applies exclusively in situations involving a permanent tenancy agreement, for example because the employee is not a migrant worker or because a temporary tenancy agreement with a migrant worker has lasted longer than two years, as a result of which it has been converted into a permanent tenancy agreement.
This change responds to a practical problem: at present, there is no specific ground for termination, which means that employers are often stuck with long-term contracts, even if the employee is no longer employed. The new regulation offers more certainty for business continuity and makes it possible to continue to use on-site accommodation efficiently.
For landlords and employers, however, this does not mean that termination is possible without conditions. The tenant retains rent protection: a reasonable period of time must be offered to find replacement accommodation.

Internet consultation in early 2026

The measures are expected to be put out for internet consultation in early 2026. Following the internet consultation, the Council of State will be asked for its opinion, after which the bill will be presented to the House of Representatives and then to the House of Lords.

Read the full letter to Parliament here.