If your company is affected by a shortage of skilled labour, temporary employment is a more than suitable solution for you! Become a partner of Zeitarbeit International, one of the leading temporary employment agencies for personnel from Eastern Europe, and use Temporary Staffing Eastern Europe to fill the missing personnel resources. Below we answer all the important questions on the subject.
Temporary employment, agency work, temporary work, what is it? At first glance, these three terms sound like different things, but they are essentially the same thing. Behind all three words is the fact that a company hires itself out for a while. Borrows labour from another company A company hires employees from a recruitment agency to work for the company for a limited period of time.
This arrangement is particularly useful for covering companies' short-term staffing needs without directly hiring new employees. Temporary employment is common in industries with fluctuating workloads or seasonal requirements.
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Temporary staffing and temporary employment differ in the scope of the term. They are often used interchangeably. Temporary employment generally refers to the legal framework of temporary work. And it also includes the regulations and requirements set out in the Temporary Employment Act. And temporary work is a broader term and describes the type, i.e. the nature of the work.
The sectors in which temporary employment is most strongly represented are transport and logistics, Production, Craft, Industry, Healthcare, IT and retail due to their dynamic personnel requirements. These sectors are often affected by seasonal fluctuations or short-term projects. Temporary staffing enables companies to quickly adapt their workforce to different requirements. This ensures operational efficiency, cost effectiveness and risk minimisation. To maintain growth and competitiveness in the market.
Cases of concealed temporary employment exist if
the temporary employment is carried out without first obtaining the necessary authorisation
Alleged work under a contract for work and labour is carried out by employees who are deployed by an employer or personnel service provider at a customer's premises
The temporary worker is integrated into a customer company in the same way as the permanent employees
The employer assumes the right to issue instructions to the temporary worker and not the actual employer
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According to the German Temporary Employment Act (AÜG), the so-called "principle of equality" applies. This means that the hiring company is obliged to ensure that the temporary worker is treated in the same way as the permanent staff in the hiring company.
This equality extends across the entire employment relationship. This includes, for example, the essential working conditions. There must be no difference between the temporary worker and the permanent staff. Wages must also be paid at the same level and in the same way.
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Temporary employment enables companies to adapt quickly to the market. This flexibility improves the operational agility and efficiency of companies. By working with recruitment agencies, companies can reduce their administrative costs. This is because the administrative tasks associated with recruitment, onboarding and salary administration are taken over by the agency. Companies can provide themselves with qualified specialists without being tied to long-term employment contracts.
Temporary employment offers temporary workers the opportunity to gain different experiences. Also to gain access to job opportunities in different sectors.
But temporary employment also has certain disadvantages. Lack of job security is a common concern for temporary workers. This is due to the temporary nature of their employment and leads to financial instability and stress. Access to benefits such as healthcare and pension schemes is also a common challenge for agency workers. All of this affects their general well-being and financial security.
When companies need temporary workers, they have several alternatives for temporary employment. These include hiring freelancers or independent contractors. Then project work or fixed-term contracts for direct employment. Or working with external agencies or consultancies for specific projects. The specific needs of the organisation and the type of temporary staff required will determine which alternative is the best choice.
Temporary employment agencies play a key role in the staffing process. They cover the company's temporary staffing needs. Temporary employment agencies provide qualified labour. They also take responsibility for recruitment, selection procedures and administrative tasks. And they are responsible for the entire immigration process for temporary workers.
The cooperation between the hirer and the temporary employment agency takes place via the temporary employment contract. This is an agreement that defines the terms of the cooperation.
The lender recruits and provides labour, while the hirer defines the requirements and needs for the positions.
The hirer is responsible for the administrative aspects such as wages and social benefits. The hirer is responsible for the work instructions and daily supervision of the temporary workers.
Clear communication and regular dialogue are required to ensure smooth collaboration. So that the goals of both parties can be achieved.
Digitalisation is having a major impact on temporary employment and temporary work. Digital platforms facilitate the recruitment process. Digital platforms increase the level of awareness of temporary workers with job offers. The level of awareness of temporary employment agencies for jobseekers is also increasing. Digital platforms give companies easier and faster access to temporary employment agencies.
Digital tools enable remote working. Digitalisation offers opportunities that go beyond geographical borders. And this is a great advantage for both companies and temporary workers. For companies, it means easier access to talent across geographical borders. And for employees, it means the ability to work anywhere and from anywhere.
Collective agreements play an important role in determining the wages of temporary workers. Collective agreements set a standardised wage rate and standardised working conditions. This means that temporary workers receive the same wage as permanent employees in the same sector. This ensures fair pay in the temporary employment sector. And social equality is promoted. This contributes to the long-term success of the company.
One of the new trends in temporary staffing and temporary employment is the increased use of digital recruitment platforms. And the integration of artificial intelligence and automation into the recruitment process.
The entire recruitment process is handled with the help of artificial intelligence and machine learning. Automated processes can quickly sift through an avalanche of CVs and applications and sort out the right applicants. In addition, technological progress requires constant updating and retraining. To meet the demands of new and evolving jobs.
According to the German Employment Documentation Act, companies based in Germany must document the essential terms of an employment contract in writing and hand it over to the employee. What information is mandatory and in what form must the proof be provided?
The German Proof of Employment Act stipulates that the employer must essential contractual terms of the employment relationship in writing, the transcript sign and the Hand over employees must.
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Statutory regulations on temporary employment
Temporary employment is regulated by the Temporary Employment Act (AÜG) regulated. Within this legal framework, there are various statutory provisions governing its regulation.
The aim is to protect temporary workers and ensure fair treatment. The legal regulations relate to wages, working hours, social benefits and occupational health and safety.
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The Temporary Employment Act (AÜG) is a German law that regulates the hiring out of employees. It also outlines the rights and obligations of temporary workers. In addition, it regulates the rights and obligations of companies that hire employees through recruitment agencies.
The aim of the AÜG is to ensure the protection of temporary workers on the labour market. It is also intended to ensure fair working conditions and equal treatment.
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In the case of temporary employment, there are labour law provisions that apply equally to all temporary workers. These include provisions on employment contracts, wages, working hours, health, safety and protection against dismissal. Compliance with wage and working time legislation is mandatory for all temporary workers. Minimum wage and overtime pay apply to every temporary worker.
In addition, compliance with workplace safety regulations is of particular importance. This includes the provision of a safe working environment and appropriate training for temporary workers. Likewise, the employee may not be dismissed before the end of the period stipulated in the employment contract. The maximum period of employment in one and the same company is 18 months.
In addition, compliance with laws against discrimination and harassment in the workplace must be ensured. Strict compliance with these labour laws is crucial for all three parties involved.
Companies have a responsibility when hiring out employees, and any breach of this responsibility represents a risk for the company.
Companies have legal obligations with regard to labour laws and discrimination regulations. As well as regulations for the protection and safety of employees in the workplace. There is a risk of potential accidents or injuries in the workplace. There are also financial risks associated with breaches of contract or misclassification of employees.
It is particularly important to assess the risks and take appropriate measures. This includes taking out insurance, complying with legal regulations and regularly reviewing the terms of the contract. Read more >>>
Temporary workers have the right to equal pay compared to permanent employees. This means they receive fair compensation for their work. Temporary workers have the same right to job security as permanent employees. However, they may lack certain benefits and health and safety measures that are afforded to permanent employees. Careful consideration of the terms and conditions of employment for agency workers is therefore required. To ensure fair treatment and compliance with labour laws.
The temporary employment agency is responsible for processing the payroll and categorising the employees. The temporary employment agency sets the salary on the basis of qualifications, experience and the conditions agreed with the client company.
All payroll administration is carried out by the temporary employment agency. This includes deductions, supplements and taxes. The temporary employment agency ensures compliance with legal requirements to guarantee correct, timely and lawful payment.
Industry-specific hygiene standards and safety regulations apply to temporary workers. These regulations depend on the specific working environment. However, general guidelines include personal protective equipment (PPE), regular training on safety procedures and accident prevention measures.
Before using temporary workers, the lender and hirer must also clarify who is responsible for providing the employee with personal protective equipment (PPE). As a rule, the hirer is responsible for the basic safety equipment. The hirer is responsible for specific workplace hazards and first aid. It is crucial that temporary workers familiarise themselves with the specific regulations of their place of work and strictly adhere to them in order to ensure their health and safety and minimise potential risks.
Section 8 (1) of the German Temporary Employment Act (AÜG) enshrines the so-called principle of equal treatment: "The hirer is obliged to grant the temporary worker the essential working conditions, including pay, applicable to a comparable employee of the hirer in the hirer's company for the duration of the assignment to the hirer."
In other words, temporary workers are entitled to equal treatment with comparable permanent employees of the company in which they are deployed with regard to the main working conditions. Part of this is the right to equal pay.
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The Skilled Labour Immigration Act regulates the immigration of qualified workers to Germany. It is intended to make it easier for skilled workers from non-EU countries to work in Germany. The law is intended to counteract the shortage of skilled labour in certain sectors. It regulates the conditions under which foreign skilled labour is permitted to work in Germany.
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