Temporary employment (FAQ)

Frequently asked Questions:

Temporary employment, also known as temporary work or temporary work, refers to the hiring-out of employees by a temporary employment agency (lender) to a company (hirer) in order to cover temporary staffing needs. Mehr lesen >>>

Temporary employment enables companies to plan their workforce flexibly, as they can react quickly to seasonal fluctuations, temporary needs or project-related tasks. In addition, administrative tasks such as recruiting and personnel management are eliminated.

In principle, temporary workers have the same rights as permanent employees, particularly with regard to pay, working hours, vacation and social security. You are also entitled to demand equal pay after a certain period of employment, i.e. remuneration equal to that received by comparable employees in the hiring company.

One potential challenge is that motivating and retaining temporary workers can be more difficult than permanent employees. In addition, companies are responsible for compliance with occupational health and safety and employee rights, even if they use external workers.

The payment of temporary workers is based on the collective agreement of the temporary employment industry or via work contracts. The exact payment depends on qualifications, length of service and industry conditions.

The tasks of temporary workers can vary depending on the company and the area of ​​operation. They can be used both in simple tasks such as assembly work, machine conditions, warehouse assistants, factory workers, welders, locksmiths, order pickers, as well as in more demanding tasks such as in the IT sector, engineering, electrical industry.

Companies have a responsibility to ensure the safety and health of temporary workers in the workplace, to comply with working conditions and working hours and to offer equal pay for equal work. They are also obliged to integrate them appropriately into everyday working life.

Temporary employment is regulated in the Temporary Employment Act (AÜG). For example, it defines the maximum duration of work and regulates the equal treatment of temporary workers.

The tasks of temporary workers can vary depending on the company and the area of ​​operation. They can be used both in simple tasks such as assembly work, machine conditions, warehouse assistants, factory workers, welders, locksmiths, order pickers, as well as in more demanding tasks such as in the IT sector, engineering, electrical industry.

Temporary employment is an important part of the modern world of work. It allows companies to respond flexibly to staffing needs while offering employees the opportunity to gain experience in different industries and companies. However, it is important to give due consideration to the rights and needs of temporary workers.

International temporary employment

International temporary employment involves the hiring out of employees from abroad. The employees are usually deployed for a limited period of time. Further information >>>

The legal framework for international temporary employment may vary depending on the country. It is important to pay attention to the laws, rules and regulations of the respective destination country regarding work permits, social security and taxes. Find out more >>>

Temporary employment from abroad enables companies to access qualified workers from other countries such as Poland, Czech Republic, Slovakia, Baltic States, Hungary etc. without having to go through lengthy recruitment and entry procedures. It offers flexibility in the event of staff shortages or special projects abroad. More about Temporary work Eastern Europe >>>

When sending workers abroad, various aspects must be taken into account, such as applying for work permits, compliance with social security obligations and tax matters. It is important to consider all legal, administrative and cultural aspects. Further information >>>

The rights and protection measures for employees when hiring out workers from abroad are based on the national laws of the sending and destination countries as well as international agreements such as the EU Posting of Workers Directive. These regulate, for example, working conditions, minimum wages and access to social benefits.

When it comes to temporary employment in Eastern Europe, temporary workers from Poland, the Czech Republic, Slovakia, Hungary, Croatia and other Eastern European countries are hired to Germany. Eastern Europe is known for its well-educated professionals and competitive industry. Through temporary employment, companies can find qualified employees without having to carry out long and costly search processes. Working with Eastern European temporary workers opens up new opportunities, particularly in the areas of production, logistics and recruitment. More information >>>

When hiring out employees internationally, companies must take into account tax obligations abroad. This includes registering for tax liability, complying with tax rates and processing income tax and social security contributions.

The regulations for paying wages for international temporary employment can vary depending on the destination country. It is important to research local requirements and ensure that all wage payments are made correctly.

Cultural integration plays an important role in international temporary employment, both for employees and for companies. It is important to create a positive work environment where all parties involved feel respected, valued and supported.

Specialized service providers can assist companies with temporary employment from abroad by assisting with applying for work permits, complying with tax regulations and arranging accommodation, insurance and other administrative issues.

Trends such as the increased use of digital technologies to manage employee data and communication can be observed in international temporary employment. In addition, the issue of compliance and adherence to international labor and social standards is becoming increasingly important.

Temporary Employment Act (AÜG)

The Employee Temporary Employment Act (AÜG) regulates the legal framework for temporary employment, i.e. the hiring out of employees from a lender to a borrower.

According to the AÜG, temporary workers have the right to the same pay as comparable permanent employees in the hiring company after a certain period of employment. In addition, protection against discrimination and dismissal as well as working time regulations apply in accordance with the AÜG.

Yes, according to the AÜG, temporary employment cannot generally take place with the same employer for longer than 18 months. However, there are exceptions, for example in the case of collective agreements or the approval of the Federal Employment Agency.

Companies that provide temporary employment have various obligations under the AÜG. These include, among other things, compliance with the equal pay principle, the payment of social security contributions and the guarantee of occupational safety and employee rights.

Yes, in order to offer temporary employment, the company needs permission from the Federal Employment Agency. This permission is granted if the company meets certain requirements, such as financial security and orderly business operations.

Yes, companies have the option of taking on temporary workers into permanent employment after a certain period of employment. This is also known as a “buyout option.”
A, the protection of temporary workers is a central concern of the AÜG. In addition to the principle of equality in wages, the regulations on occupational safety, employee data protection and health protection also apply.

If the AÜG is violated, companies face sanctions such as fines and a ban on hiring out employees. Claims for damages from the affected temporary workers are also possible.

No, in principle the AÜG applies to all sectors and companies in Germany that practice temporary employment.

Companies can find further information and support on the AÜG from specialist associations, the Federal Employment Agency, labor law lawyers or from specialized consulting firms. The AÜG itself also provides a detailed legal basis for temporary employment.

Temporary work in production & manufacturing

Temporary work in production refers to the use of temporary workers in production companies. Temporary employment agencies hire out employees to companies to cover temporary staffing needs.

The use of temporary workers in production allows companies to react flexibly to fluctuating workloads, seasonal demand or order peaks. It also provides an opportunity to utilize specialized skills and knowledge on a short-term basis.

Employing temporary workers in production offers companies flexibility in workforce planning, reduces the administrative burden of recruiting staff and enables cost control by adjusting the number of employees to current needs.

Temporary workers in production can take on a variety of tasks, such as: B. Assembly, machine operation, storage, Packaging, control,  Quality assurance, warehousing or general support in production processes. Find out more >>>

The required qualifications may vary depending on the type of production. However, it can be helpful if temporary workers have basic knowledge and experience in production, technical understanding or specific skills such as operating machines or using certain tools.

The hiring company is responsible for the organizational integration and distribution of tasks of the temporary workers. The temporary workers work under the guidance and in accordance with the instructions of the user company, whereby they are generally subject to the same legal and occupational health and safety conditions as the permanent employees.

The payment of temporary workers in production is usually based on the respective collective agreement or the agreed remuneration between the rental company and the temporary worker. Labor law regulations, minimum wage requirements and equal pay regulations must be observed.

In principle, temporary workers have the same rights as permanent employees, particularly with regard to working hours, occupational safety, pay and vacation entitlement. You also have the right to demand equal pay after a certain period of employment - i.e. the same remuneration as comparable regular employees in the hiring company

Yes, depending on the industry and type of production, specific requirements and qualification requirements for temporary workers may apply. For example, certain certifications, knowledge of how to use special machines or specific workplace safety standards may be required.