Personnel Leasing Eastern Europe
- Qualified specialists for IT, industry and crafts
- Attractive costs & legally secure mediation
- German-speaking staff with top references
Personnel leasing Eastern Europe - skilled & unskilled labour
Personnel leasing in Eastern Europe is an attractive way to reduce the costs of building up a new team. Because with personnel leasing, or Temporary workThe so-called temporary labour market is a cheap and flexible way of employing qualified specialists and support staff from Eastern European countries. There are many advantages and disadvantages to this method of employment.
Search Temporary workers from Eastern Europe for a specific project or as a direct hire? We place qualified specialists and support staff from Eastern European countries such as Poland, Czech, Slovakia, HungaryRomania, Bulgaria and Ukraine.
We provide qualified specialists and support staff for:
- Electrical engineering
- Industrial assembly
- Plant engineering
- Car industry
- Welding technology
- Heating & Sanitary
- Engineering
- Logistics
- Mechanical engineering
- Warehouse logistics
- Production logistics
- Construction
- IT specialists
- Machine relocation
- Steel & Metal Construction
- Pipeline construction
- Engineering
- Exhibition stand construction
What is personnel leasing? What are the advantages of temporary work in Eastern Europe?
At its core, personnel leasing in Eastern Europe is a form of outsourcing in which companies from Germany hire workers Eastern European countries employ people instead of residents of their own country.
Advantages of personnel leasing in Eastern Europe:
- The workers from Eastern Europe are often much cheaper than their German colleagues
- Eastern European workers often do not receive social benefits and taxes in Germany. This allows companies to achieve greatly reduced costs for their staff, which in turn can lead to significant increases in profits.
- Staff leasing offers flexibility to German companies. Through the possibility, Temporary workers from Poland, Czech, Hungary, Baltic States or Eastern Europe By employing more people, they can quickly and efficiently adapt their personnel to the needs of their respective projects.
Are you looking for flexible labour as Temporary workers from abroadyou should consider personnel leasing in Eastern Europe. Temporary work in Eastern Europe can significantly increase your company's profit potential and improve your working atmosphere at the same time.
Find temporary workers in Eastern Europe - with us as your personnel service provider!
Personnel leasing is an efficient solution to reduce personnel costs. Besides the economic aspect, personnel leasing also offers other advantages for companies, such as flexibility or risk minimisation.
Temporary Work International - Your Partner!
As a personnel service provider, we specialize in temporary employment from Poland, the Czech Republic, Romania, Croatia, Hungary and other countries We specialize in other European countries and have built up a large network abroad. This network guarantees the professional and rapid placement of temporary workers from Poland and Eastern Europe to Germany.
We place qualified specialists from areas such as solar technology, automotive industry, IT, engineering, crafts, construction , industry, logistics, production as well as other industries.
We take care of the entire process, permits, accommodation, catering and travel. Are you looking for temporary workers? Let us know your requirements and we will find you the right temporary workers and subcontractors from Eastern Europe. You can also contact us for short-term requirements.
Requirements for personnel leasing in Eastern Europe
Employee leasing contract
A staff leasing contract is usually a very cost-effective and efficient option to employ a workforce from Eastern Europe. Staff leasing allows companies to offer their employees a high-quality working environment while reducing costs. However, there are some requirements that need to be considered when using staff leasing.
The first step in planning a staff leasing contract is to identify the employer's specifications. First, all the requirements for the company need to be clarified so that the right services can be selected. For example, it may be useful to ensure that the service meets the needs of the company and that all legal requirements are met.
Another necessary prerequisite for the conclusion of a staff leasing contract is a solid contract with general terms and conditions (GTC). The contract should contain detailed information on the scope of the service as well as on billing and payment terms. There must also be clauses that are specific to the particularity of staff leasing.
Subsequently, it is important to adhere to certain guidelines when concluding an employee leasing contract - especially with regard to legal certainty - in order to avoid problems in advance.
Do you have any questions? Contact us and we will help you with all legal issues concerning the temporary employment contract.
Special legal features of personnel leasing in Eastern Europe
You should know that!
The Personnel Leasing in Eastern Europe offers companies a flexible way to deploy skilled labour effectively. But beware: behind this attractive option lies a complex legal framework that must be carefully observed. National laws, international regulations and the EU Directive on the posting of workers play a decisive role here. Don't panic - we'll explain step by step what it takes to make your personnel leasing in Eastern Europe a complete success!
The legal foundation: national laws and the EU directive
When it comes to the Personnel Leasing Eastern Europe different legal areas come together. The national regulations of the sending country govern the conditions under which employees may be posted, while the country of assignment insists that the applicable labour and social standards are observed. This is where the EU Directive on the posting of workers comes into play. It ensures that posted employees enjoy the same rights as local workers.
In concrete terms, this means Minimum wage regulations, working time laws and safety regulations must be strictly adhered to. Companies that ignore these requirements run the risk of high fines and legal consequences. Complete preparation is important here.
A1 certificate: The must-have for international use
With the A1 certificate is a document that must be present for every employee posted within the EU. This certificate proves that the posted employee is still insured in the social security system of the country of origin. Without this "insurance card", the Personnel Leasing in Eastern Europe nothing.
Our tip: Apply for the certificate from the relevant authority in good time, as delays can bring the entire process to a standstill. Well-organised document management will save you stress and unnecessary hassle.
Reporting obligations: Transparency for success
Many European countries impose strict Reporting obligations that companies must comply with before employees can work on site. These include, among others:
- Location and duration,
- Name and contact details of employees,
- Remuneration details and information on the employment contract.
Compliance with these reporting obligations is non-negotiable. It signals to the authorities that they are playing by the rules - an important step in gaining the trust of local authorities. Those who ignore the deadlines or requirements risk high penalties and, under certain circumstances, the complete cancellation of the project.
Tax aspects: It all depends on the right contribution
An often overlooked but crucial point in the Personnel Leasing in Eastern Europe are the tax requirements. Depending on the country of use, different rules may apply to Income tax and social security apply. It is important to clarify where exactly the tax liability arises - in the country of posting, in the country of assignment or even in both.
Special care should be taken with Double taxation agreement offered: These regulate how income is divided between two countries. If you don't pay close attention to this, you risk additional payments or double taxation. Our tip: Work closely with a tax consultant who is familiar with international assignments. Detailed planning protects you from unpleasant surprises!
Mastering the challenges of personnel leasing
The biggest challenge in Personnel Leasing in Eastern Europe is the coordination between the different legal requirements. However, with structured preparation and the support of experienced partners, this task can be mastered excellently.
Regular training on legal updates and clear communication channels between all parties involved will help you avoid stumbling blocks. A reliable service provider can also be crucial in minimising the administrative workload and freeing you up for the actual work.
Personnel leasing procedure
1. Staff application
Are you looking for qualified personnel to overcome a shortage of skilled workers? You want to find workers from Eastern Europe? We provide temporary workers from Poland, Czech Republic, Slovenia, Hungary, Lithuania, Croatia. Ask Zeitarbeit International to find the right temporary workers from Eastern Europe for you.
2. Formulation of the requirements
Tell us your requirements, by phone or by enquiry form: for which activities are you looking for staff? How many workers do you need? Which qualifications are important to you? For what period of time are temporary workers from Eastern Europe needed?
3. Supply of labour
After we have recorded your requirements, we search for suitable workers from Eastern Europe for personnel leasing. We take care of the entire process and take care of the necessary forms and permits. Our temporary workers from Poland, Croatia, Hungary, etc. speak sufficient German and can be at the place of work within 7 days.
4. Temporary workers in 7 days at the place of work
The temporary workers from Eastern Europe can be at the place of work within 7 days. We take care of the accommodation, food and transport. If you are interested in a permanent position for the temporary worker, you can of course make him an offer.
Interesting facts about "Personnel leasing Eastern Europe":
Personnel leasing Eastern Europe describes the practice, Employees from Eastern Europe to companies in Western Europe via a recruitment agency for a limited period of time.
The advantages include:
- Flexibility
- Cost saving
- Rapid recruitment of labour
- Possibility of reacting to seasonal fluctuations in personnel requirements.
Personnel leasing can be useful in various situations:
- When a company temporarily has an increased need for personnel. This may be the case, for example, during a seasonal peak phase or when carrying out a major project. Personnel leasing allows companies to react flexibly to these peaks without having to enter into long-term employment contracts. They have the option of hiring qualified employees for the desired period and then releasing them as soon as the demand is covered.
- If a company needs specific expertise - be it in the IT sector or in another specialist area - but does not have the appropriate resources or has been unable to find a suitable candidate, personnel leasing is a good option. Personnel leasing also relieves the burden on a company's internal HR departments. The search for suitable applicants and administrative tasks such as drawing up contracts and payroll accounting are taken over by the external service provider.
The basic steps and aspects of personnel leasing in Eastern Europe are:
Legal framework: Each country in Eastern Europe may have different legal requirements for labour leasing. It is important to understand the local labour laws and regulations to ensure that staff leasing complies with legal requirements.
Personnel service provider: Companies that need temporary labour can turn to personnel service providers (also known as temporary employment agencies). These companies often have a database of qualified labour.
Agreements and contracts: Agreements are made between the personnel service provider and the client company. These contracts regulate aspects such as the duration of the temporary employment, the qualifications of the temporary workers, the transfer fee in the event of permanent employment and the financial conditions.
Recruitment and selection: The personnel service provider recruits and selects qualified employees according to the requirements of the client company. This can be done through interviews, checking CVs and references.
Deployment of temporary workers: The selected temporary workers are made available to the client company for a fixed period of time in order to bridge temporary bottlenecks, compensate for seasonal peaks or carry out special projects.
Payroll accounting: Payroll accounting for the temporary workers is carried out by the personnel service provider. The client company pays the personnel service provider an agreed fee for the services provided.
Which countries in Eastern Europe are particularly well known for their labour in personnel leasing?
Poland, Hungary, the Czech Republic and Slovakia are particularly well known for their well-trained labour force in personnel leasing.
Industries such as the Logistics, Production, Construction, Industry and catering often use personnel leasing from Eastern Europe.
The legal regulations vary from country to country, but as a rule, employment contracts, wage and labour protection laws must be observed.
The maximum working hours are limited by law and vary from country to country.
The costs are made up of the employee's salary, the recruitment agency's placement fee and any additional benefits.
The employees often have good training, practical experience and language skills in the national language of the host company.
Risks can arise from unexpected redundancies, legal disputes or insufficient employee qualifications.
EU freedom of movement enables workers from Eastern Europe to work in other EU countries, which facilitates personnel leasing.
The costs for temporary workers can vary depending on the country, industry, experience and qualifications. As a rule, the costs for temporary workers include not only the salary but also the costs for social benefits, job security, insurance and, if applicable, commissions for the temporary employment agency. It is difficult to give a specific amount as this depends on various factors. However, it is important to note that companies may have higher costs for temporary workers than for permanent employees, as they also use the services of the temporary employment agency.
Temporary work and agency work are often used interchangeably, but refer to different aspects of employee leasing.
- Temporary work: can refer to different types of temporary employment relationships, including project work, seasonal work, etc. Temporary workers can be employed directly by the company or by a personnel service provider. Temporary work can be governed by various labour law regulations and contracts.
- Temporary work: focuses specifically on the leasing of employees to companies for a limited period of time. Employees are employed by a personnel service provider and are loaned out to companies. In many countries, there are specific laws and regulations governing temporary work.
The transfer fee for temporary work refers to the costs that a company must pay in order to take on a temporary worker permanently. This transfer fee is also referred to as the transfer fee or transfer costs. It is important to note that the exact amount of the transfer fee depends on various factors, including regional laws, company policies and individual contractual agreements between the staffing agency, the temporary worker and the company employing the temporary worker.
In many cases, the termination fee may be a predetermined fee set out in the contract between the staffing agency and the client company. This fee may be a percentage of the temporary worker's annual salary or another agreed formula. The amount may also depend on how long the temporary worker has been with the company.
It is advisable to check the exact terms and costs in the contract between the recruitment agency and the client company to get clarity on the transfer fee. These agreements can vary considerably depending on the country, industry and company policy.
At first glance, a temporary worker may appear to be more expensive than a permanent employee, as additional costs such as placement fees and margins may be incurred by the temporary employment agency.
However, when analysing the costs, it must also be taken into account that the company generally has no long-term obligations for temporary workers. This means that there are no fixed costs for social benefits such as health insurance, pension insurance or holiday entitlements. In addition, the company can react flexibly depending on demand and the order situation and adjust the number of temporary workers.
Another factor is productivity. Temporary workers can familiarise themselves with new tasks more quickly and flexibly increase capacity at peak times. This can increase the company's productivity.
It is therefore impossible to say in general terms whether a temporary worker is more expensive than a permanent employee. The costs and benefits depend on various factors such as duration of assignment, area of responsibility, expertise and flexibility requirements. Each company must individually assess which form of employment is the most economical option.
