Today, many employees in organizations are employed via temporary agency work (TAW) constructions. Organizations profit from this form of flexible work, but TAWs themselves often do not appreciate it. This dissertation explored in what ways TAWs themselves and their two employment parties (employment agency and client organization) can increase the benefits from opportunities for professional development, as this helps TAWs to stay employable. Our research showed that TAWs’ perceptions of TAW-work are rather traditional: short-term temporary work in which there is no room for professional development. This withholds them from engaging in learning and development. Besides, we found that there is (almost) no communication between the two employment parties about individual TAW’s professional development. To make better usage of the potential of the triangular relationships among TWAS and their employers, the communication between the three parties should be improved. Only then, TAWs’ professional development can be given a better chance.