Temporary Employment is particularly relevant in the areas of Warehouse and transportation, it is an important resource for remaining competitive. Here, you’ll learn how you can take advantage of this flexible staffing solution—and what benefits temporary staffing can offer you.
What is temporary staffing for warehousing and transportation?
Staff leasing is also known as temporary work, employee assignment, or temporary staffing. The concept is simple: Instead of hiring workers as permanent employees, you borrow them from another employer—the staffing agency.
This staffing solution is becoming increasingly popular, especially in the service industry. That’s because in warehousing and logistics, staff absences can have devastating consequences. That’s why it’s especially important in this industry to always have enough staff on hand—and temporary staffing is the best way to ensure exactly that.
In which areas are temporary workers employed in warehousing and transportation?
- Shipping Clerk
- Warehouse Assistants and Warehouse Staff
- Drivers (truck drivers, package drivers, couriers)
- Inventory Assistant
- Order Picker
- Freight Forwarding Specialists
- Industrial Cleaner
- Sorter
- Forklift operator
What are the benefits of temporary work in the warehousing and logistics sectors?
The two main advantages of temporary work—especially in the logistics industry—are as follows:
1. Flexibility and Cost-Effectiveness
Companies can deploy staff based on demand. This leads to high cost efficiency, as employees are hired only when they are actually needed. This makes it possible to compensate for staff absences or handle project peaks with additional personnel. Especially in logistics, where seasonal fluctuations (e.g., the Christmas shopping season, vacation periods) and short-term spikes in orders shape day-to-day operations, this flexibility is a decisive competitive advantage.
2. On-Call Skilled Workers
The temporary staffing model provides access to qualified professionals when they are difficult or impossible to find through other channels. This is especially true when hiring temporary workers from abroad—such as from Eastern Europe. Forklift operators, drivers with a CE license, or experienced order pickers can thus be provided quickly and easily.
Other Benefits at a Glance
- No lengthy recruitment process: The staffing agency handles the search, screening, and selection of candidates.
- Reduced administrative burden: Payroll, social security, and contract drafting are the responsibility of the staffing agency.
- Quick availability: Qualified temporary workers can often be on site within a few days.
- Takeover option: If a temporary worker proves themselves on the job, they may be hired as a permanent employee.
What are the challenges of temporary staffing in the service industry?
Of course, temporary staffing also presents some challenges. Since this model does not involve employment in the traditional sense, several legal requirements must be met, some of which can be quite complex.
Legal Framework: The AÜG
The legal framework for temporary employment is provided by the Temporary Employment Act (AÜG). Employers must pay the minimum wage and comply with social security requirements—even for foreign temporary workers. In addition, there are regulations regarding the maximum assignment period (18 months), equal pay after 9 months, and the requirement for the staffing agency to obtain a permit.
A1 Certificate for Foreign Workers
If foreign workers are employed under a temporary staffing arrangement, the so-called A1 Certificate Important: It must be applied for by the employer and verifies the employee's social security status. If it is missing during an inspection, substantial fines may be imposed.
Orientation and Language Barriers
Another challenge is the onboarding process, which can take some time. Finally, there may be language barriers if you decide to hire temporary workers from abroad—for example, from Eastern Europe. To overcome these challenges, it is advisable to work with an experienced staffing agency that can guarantee the professional and language skills of the workers it places.
Important Note
It must be emphasized that this is a highly complex subject area. Professional advice or close collaboration with a staffing agency that specializes in this field is therefore almost essential to avoid legal risks.
Conclusion: Temporary Work in Warehousing and Transportation
The use of temporary staffing in the service industry—especially in the warehousing and transportation sectors—offers two key advantages: flexibility and high cost-efficiency. For those who want to respond quickly to staff absences, handle order spikes, and maintain access to qualified professionals, temporary staffing offers a proven solution.
To smoothly navigate these challenges—especially the legal ones—we recommend working with an experienced staffing agency. We have been active in this industry for over 25 years and specialize in providing temporary workers from Eastern Europe, such as Poland, Romania, Hungary, the Czech Republic, and Croatia. In these and other countries, we work closely with our local partners.
Frequently Asked Questions About Temporary Employment in Warehousing and Transportation
Temporary work is suitable for nearly all operational roles in warehousing and transportation: warehouse assistants, order pickers, forklift operators, drivers (truck, package, courier), shipping clerks, inventory assistants, sorters, industrial cleaners, and freight forwarding clerks. Temporary work is particularly well-suited for jobs that require immediate availability and a shorter training period.
The most important requirements are set forth in the Temporary Employment Act (AÜG): minimum wage and mandatory social security coverage (including for foreign temporary workers), the requirement for the staffing agency to obtain a permit, a maximum assignment period of 18 months, and equal pay after 9 months of continuous employment. For foreign workers, an A1 certificate is also required.
The A1 certificate is a document that verifies the social security status of an employee who has been posted or is temporarily employed abroad. It must be requested by the employer and confirms that the person is covered by social security in their home country. It must be available for presentation when employing foreign temporary workers in Germany and during inspections—failure to provide it can result in substantial fines.
The most common challenges include: legal complexities (the German Temporary Employment Act (AÜG), A1 certificate, minimum wage), training periods (depending on the company and job), language barriers and cultural differences, as well as coordination between the staffing agency, the client company, and the employee. An experienced staffing agency that guarantees both the professional and language skills of candidates can significantly reduce these challenges.
Yes—especially in logistics, where seasonal fluctuations, short-term spikes in orders, and staff absences are a regular part of day-to-day operations. Temporary staffing makes it possible to respond quickly to changes without making long-term staffing commitments. The administrative burden falls on the staffing agency, and qualified professionals can often be on site within a few days.
Yes. It is possible to hire a temporary worker into the permanent workforce at any time, and doing so is legally sound. Temporary work often serves as an extended probationary period: The company gets to know the employee and, if the employee performs well, can offer a permanent position. This saves time-consuming recruitment processes and reduces the risk associated with hiring.