{"id":9659,"date":"2026-07-05T11:38:57","date_gmt":"2026-07-05T09:38:57","guid":{"rendered":"https:\/\/personalleasing-osteuropa.de\/?page_id=9659"},"modified":"2026-07-11T08:45:27","modified_gmt":"2026-07-11T06:45:27","slug":"temporary-employment-legal-aspects","status":"publish","type":"page","link":"https:\/\/personalleasing-osteuropa.de\/en\/wissen\/arbeitnehmerueberlassung-rechtliche-aspekte\/","title":{"rendered":"Temporary Employment in Eastern Europe \u2013 Legal Aspects of Temporary Work"},"content":{"rendered":"<section class=\"l-section wpb_row height_custom width_custom\" style=\"--site-content-width:950px;\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>From a legal standpoint, there are several important considerations regarding temporary employment. This applies to both the temporary worker and the staffing agency and client company involved. Starting with the employment contract, this also concerns the worker\u2019s obligation to follow instructions and, ultimately, the issue of compensation.<\/p>\n<\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">The Employment Contract in Temporary Work<\/h2>\n<p class=\"plo-article-text\">The basis for every employment relationship is the employment contract. This contract is entered into between the client company and the staffing agency and must include the following information:<\/p>\n<ul class=\"plo-article-list\">\n<li>The type of employment contract. For example, if a <strong>Collective Bargaining Agreement<\/strong> Applied? If so, which collective bargaining agreement is it?<\/li>\n<li>The one applicable to the temporary worker <strong>Pay Grade<\/strong>. This must be specified even if pay is based on a specific collective bargaining agreement. The hourly wage must also be specified.<\/li>\n<li>The contract must specify whether the <strong>Minimum Wage<\/strong> is observed. However, this requirement may be waived if the temporary worker is entitled to a higher hourly wage.<\/li>\n<li>Is the <strong>Place of Residence<\/strong> If the workplace is farther away, it must be specified whether and how travel and lodging expenses will be covered. These are often referred to as <strong>Reimbursement of Expenses<\/strong> listed.<\/li>\n<\/ul>\n<p class=\"plo-article-text\">It should be noted that employment contracts are generally concluded in writing between the employee and the employer. However, the written form is not required by law, at least not in the case of a permanent employment contract. This means that a permanent employment relationship is legally valid even without a written employment contract\u2014an employment contract concluded verbally is a valid employment contract.<\/p>\n<p class=\"plo-article-text\">However, in the case of an employment contract concluded verbally, the employer must set forth the basic terms of the work to be performed in writing before the employee begins work. These must be signed by the employer and then provided to the employee. A one-month deadline applies, and \u00a72 of the NachwG applies.<\/p>\n<p class=\"plo-article-text\">A fixed-term employment contract, on the other hand, must be concluded in writing from the outset. This is stipulated in Section 14(4) of the TzBfG. If a fixed-term employment contract is concluded verbally, a valid employment relationship is established, but the fixed-term aspect of the contract is not valid\u2014the result is an indefinite employment relationship.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Integration and Subordination<\/h2>\n<p class=\"plo-article-text\">Temporary workers are integrated into the client company and are subject to its professional <strong>Guidelines<\/strong>. What constitutes integration and where the obligation to follow instructions begins depends on the terms of the employment contract and actual workplace practices. If actual practices differ from the terms of the contract, the practices take precedence.<\/p>\n<p class=\"plo-article-text\">In addition, a <strong>An employment contract between the temporary worker and the staffing agency must be in place<\/strong>, which, according to <a href=\"https:\/\/www.gesetze-im-internet.de\/a_g\/__1.html\" target=\"_blank\" rel=\"noopener\">\u00a71, para. 1, sentence 2 of the A\u00dcG<\/a> obliges the employee to perform work that is subject to instructions and determined by others, in a relationship of personal dependence.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Mandatory Social Security Coverage<\/h2>\n<p class=\"plo-article-text\">Because an employment contract is entered into between the temporary worker and the staffing agency, the resulting employment is automatically subject to full social security coverage.<\/p>\n<p class=\"plo-article-text\">Social security contributions are split equally between the temporary staffing agency, as the employer, and the temporary worker. The staffing agency is responsible for registering the employee with the social security system.<\/p>\n<p class=\"plo-article-text\">However, in the case of short-term employment or a \u201cminijob,\u201d different rules apply for social security. Whether the requirements for short-term employment are met depends on the duration of the employment relationship with the temporary staffing agency, but not with the client company.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Compensation<\/h2>\n<p class=\"plo-article-text\">Within the framework of temporary staffing in Eastern Europe, there is a minimum wage\u2014the industry-specific minimum wage, also known as the wage floor. Wages must not fall below this level. The minimum wage is governed by the Temporary Staffing Act and also applies to temporary staffing from abroad.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Minimum Wage \u2013 Collective Bargaining Agreement<\/h3>\n<p class=\"plo-article-text\">The project, which was completed in 2022, <strong>Minimum Wage Collective Bargaining Agreement<\/strong> A minimum wage for temporary agency work is now generally binding by regulation. The sixth statutory regulation on a minimum wage for temporary agency work established, effective November 1, 2024, a <strong>Hourly wage of at least 14.00 euros<\/strong> back and forth <strong>March 1, 2025: an hourly wage of 14.53 euros<\/strong>. Other collective bargaining agreements, such as the BAP and iGZ, have defined their own minimum wages, which can be found in the corresponding pay scales.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Correct Classification<\/h3>\n<p class=\"plo-article-text\">From the very beginning, the following is important for determining the pay of an individual temporary worker: <strong>correct classification<\/strong>. It should be noted, however, that client companies often classify the work itself as very low-level, which then leads to underpayment. To prevent this, the collective bargaining agreements on pay scales include <strong>BAP and iGZ Criteria<\/strong>, according to which the classification must be made. Both collective bargaining agreements are similar in their essential provisions. If the classification is not done correctly when the employment contract is signed, it can be changed later; however, in practice, such changes are generally difficult to enforce legally.<\/p>\n<p class=\"plo-article-text\">Classification must therefore be done correctly at the very beginning of the employment relationship and must be based on the work to be performed later at the host company. In this context, the employee\u2019s qualifications or the profession they have learned are not decisive\u2014the determining factor for classification is ultimately the decision of the host company.<\/p>\n<p class=\"plo-article-text\">The client company determines the specific job for which the temporary worker will be assigned; however, the temporary employment agency is responsible for assigning the worker to a pay grade. The decisive factor is the qualification required for the assignment within the client company. The staffing agency and the client company may also agree, if necessary, to classify the work to be performed at a lower level. This ultimately leads to lower personnel costs and, consequently, a financial disadvantage for the employee. To protect their interests in this situation, temporary workers are advised to ask the staffing agency to provide them with a job description detailing their tasks and responsibilities.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Qualifications of Temporary Workers<\/h3>\n<p class=\"plo-article-text\">The situation is different if the job to be performed requires a specific educational background, or if the client company explicitly requests a specific qualification. In such cases, the temporary worker\u2019s qualifications are relevant. Furthermore, a high initial pay grade cannot be lowered for subsequent assignments. Thus, if a high pay grade is assigned during an initial assignment, it remains in effect for subsequent assignments with other client companies and must be maintained\u2014even if the work performed for subsequent client companies would actually warrant a lower pay grade.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Temporary Work and Short-Time Work Benefits<\/h2>\n<p class=\"plo-article-text\">The topic of short-time work is relatively complex and can be viewed from different perspectives. Before the COVID-19 pandemic, the legal situation was straightforward: short-time work was not an option for temporary agency workers. This stemmed from Section 11 of the Temporary Employment Act (A\u00dcG), which stipulates that the employer must pay compensation even for periods when the worker is not on assignment, and thus bears the industry-specific risk associated with such periods.<\/p>\n<p class=\"plo-article-text\">However, in times of crisis, it is usually temporary agency workers who are laid off first. Consequently, efforts were made during the pandemic to find an alternative solution. Under pressure from the unions, it was made possible\u2014at least temporarily during the pandemic\u2014to apply for short-time work on behalf of temporary agency workers as well.<\/p>\n<p class=\"plo-article-text\">Similar circumstances prevailed during the financial crisis from 2009 to 2011. At that time, it was also possible\u2014at least temporarily\u2014to apply for short-time work for temporary agency workers. Under normal circumstances, therefore, it is generally not possible to apply for short-time work\u2014however, exceptions to this rule are certainly made during crisis situations.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Statutes of limitations for claims arising from the employment relationship<\/h2>\n<p class=\"plo-article-text\">Claims arising from an employment relationship, such as the <strong>Entitlement to Wages<\/strong> or the <strong>Payroll for Temporary Workers<\/strong>, must be asserted within a prescribed period of time. The <strong>statutory deadlines<\/strong> Otherwise, the right to assert these claims will expire.<\/p>\n<p class=\"plo-article-text\">These deadlines are set forth in the applicable laws or collective bargaining agreements. For example, the <strong>Collective Bargaining Agreements under BAP and iGZ<\/strong>, that all claims against the other party shall be settled with a <strong>3-month period<\/strong> expire. To prevent them from expiring, claims must be asserted in writing against the temporary employment agency within these 3 months.<\/p>\n<p class=\"plo-article-text\">If the temporary employment agency rejects the claim\u2014which must also be done in writing\u2014legal action may be taken against this decision. Here, too, the deadline is 3 months after the rejection of the claim is served.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Working Hours During Temporary Employment<\/h2>\n<p class=\"plo-article-text\">There are also regulations governing working hours for temporary agency workers. According to the collective bargaining agreements of the DGB collective bargaining association, a full-time position entails a 35-hour workweek. For part-time work, the number of hours worked per week may be less than 35. The rules of the client company apply to the start and end of the workday, as well as the distribution of working hours throughout the week.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Work Time Accounts \u2013 Overtime Hours<\/h2>\n<p class=\"plo-article-text\">In temporary work, working time accounts are typically established. These serve to balance the work that is to be performed according to the agreement and the work actually performed. All hours worked during the agreed-upon employment period are credited as \u201eovertime\" or \u201eextra hours.\".<\/p>\n<p class=\"plo-article-text\">For the <strong>Handling of Extra Hours<\/strong> There are collective bargaining provisions in place. Under the BAP, overtime may not exceed 200 hours; however, during seasonal fluctuations, the working time account may contain up to 230 additional hours in individual cases, which serves to secure employment. The iGZ sets 150 \u201cplus hours\u201d as the maximum. In the case of part-time employment, the upper limit of 200 or 150 hours must be adjusted in the individual contract in accordance with the agreed-upon working hours.<\/p>\n<p class=\"plo-article-text\">Accumulated overtime hours may be compensated as time off after consultation with the respective temporary staffing agency. If the temporary worker wishes to exercise this right, he or she must notify the temporary staffing agency within a deadline specified on an individual basis. A period of time off taken in this manner may not be interrupted by a new assignment.<\/p>\n<p class=\"plo-article-text\">If an account has a high number of plus hours, these can also be paid out instead of being offset with time off. A \u201chigh number\u201d is defined as exceeding 105 plus hours under the collective bargaining agreement with the BAP and 70 plus hours under the collective bargaining agreement with the iGZ.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Part-time employees<\/h3>\n<p class=\"plo-article-text\">For part-time employees, this threshold must be considered in relation to their number of working hours. Under the collective bargaining agreement with the BAP, it is possible to pay up to 70 hours of overtime in cash, even for part-time employees.<\/p>\n<p class=\"plo-article-text\">If the employment relationship with the temporary staffing agency ends, the employee must be paid for any remaining positive hours. If there is a period during which the employee is not on assignment, this period may not be offset against the overtime hours. Employers often try to pressure employees into taking time off in lieu of the overtime hours. However, this is not permitted.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Business Risk<\/h3>\n<p class=\"plo-article-text\">The employer must bear the business risk. Among other things, this means that the employer must continue to pay for working hours during periods when the temporary worker is not on assignment. However, this also imposes an obligation on temporary workers to remain available for a new assignment. To this end, the employer and the temporary worker must agree individually on the temporary worker\u2019s availability. If a temporary worker agrees to have their overtime balance settled during a period when they are not on assignment, there is no longer a need to be on call for a new assignment before the end of that period.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Occupational Safety and Accident Prevention<\/h2>\n<p class=\"plo-article-text\">With regard to occupational safety and the implementation of necessary accident prevention measures, both the staffing agency and the client company are responsible for temporary workers. Employees must comply with the relevant measures and guidelines.<\/p>\n<p class=\"plo-article-text\">The same provisions apply to the temporary employment relationship <strong>Occupational Safety and Health Laws<\/strong> as well as for the company\u2019s regular staff. This means, for example, that the employer must identify and assess existing occupational risks and potential hazards in the workplace\u2014and do so before the employee begins the actual work.<\/p>\n<p class=\"plo-article-text\">In the three-way relationship of temporary employment, the employer (the temporary staffing agency) and the client company must cooperate. This is stipulated in Section 8 of the Occupational Safety and Health Act. In this context, one of the two companies must provide the employee with personal protective clothing and equipment free of charge. In practice, temporary workers receive their personal protective equipment from the staffing agency\u2014this includes, for example, helmets and shoes. Special protective equipment, on the other hand, is provided by the client company as needed.<\/p>\n<p class=\"plo-article-text\">An occupational safety and health agreement may be entered into between the staffing agency and the client company. This agreement governs responsibilities and working conditions and specifies what equipment is required. However, such an agreement must not be to the detriment of the employee. At the work site, the client company is responsible for informing temporary workers of any hazards to their safety and health before they begin work.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Termination and Protection Against Unfair Dismissal<\/h2>\n<p class=\"plo-article-text\">Like all other employees, temporary agency workers are protected against dismissal.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Protection Against Dismissal<\/h3>\n<p class=\"plo-article-text\">Termination and protection against termination are particularly important when an assignment at a client company ends and no new work can yet be assigned. In such a case, the absence of work to be performed does not under any circumstances justify immediate termination. Instead, the staffing agency must continue to pay wages or a salary. The employer of a temporary worker is not the client company but the staffing agency. If there is no client company, the staffing agency is responsible for paying the temporary worker\u2019s wages\u2014anything else would constitute an impermissible transfer of business risk to the employee.<\/p>\n<p class=\"plo-article-text\">It often happens that temporary workers are laid off for operational reasons, with a lack of available work cited as the justification. Alternatively, employment contracts\u2014which are very often fixed-term\u2014are simply not renewed. It is now also legally possible to enter into employment contracts that are specifically tailored to the duration of the assignment\u2014this is known as <strong>Synchronization<\/strong> . If termination occurs in this context, a whole series of provisions from the German Civil Code (BGB), the Unfair Dismissal Protection Act, and\u2014if applicable\u2014collective bargaining agreements come into play, which significantly raises the legal bar for termination.<\/p>\n<h3 class=\"plo-wissen-subtitle\">The Notice Period<\/h3>\n<p class=\"plo-article-text\">Every termination is subject to a <strong>Deadline<\/strong> This notice period is intended to allow the employee to make the necessary arrangements for the termination of the employment relationship. The notice period is set forth in Section 622(1) and (2) of the German Civil Code (BGB). If termination occurs during the probationary period, shorter notice periods apply in accordance with Section 622(3) of the BGB.<\/p>\n<p class=\"plo-article-text\">Collective bargaining agreements may deviate from the statutory notice periods specified in Section 622(4) of the German Civil Code (BGB) and may even be shorter. The DGB\/BAP collective bargaining agreement stipulates that during the probationary period, the notice period is 1 week for the first 3 months. From the 4th to the 6th month, the notice period is 2 weeks, which corresponds to the statutory minimum.<\/p>\n<p class=\"plo-article-text\">In the case of a new hire, it is lawful to shorten the notice period for the first two weeks to a single day. However, this must be specified in the employment contract. The following rule applies: Anyone who has already been employed by the same staffing agency within the past 3 months is not considered a new employee.<\/p>\n<p class=\"plo-article-text\">Under the DGB\/iGZ collective bargaining agreement, an employee may be terminated within the first 4 weeks of the probationary period with 2 weeks\u2019 notice. From the 5th week through the 2nd month, the notice period is 1 week. From the 3rd through the 6th month, it is again 2 weeks. Starting in the 7th month, the statutory notice periods apply again.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Statutory Notice Periods Without a Probationary Period<\/h3>\n<p class=\"plo-article-text\">If no probationary period was agreed upon or if it has already expired, the statutory notice periods apply in both cases:<\/p>\n<ul class=\"plo-article-list\">\n<li>For an employment relationship lasting 2 years or less: <strong>4 weeks<\/strong> on the 15th or at the end of a calendar month.<\/li>\n<li>For a duration of 2 years or more: <strong>1 month<\/strong> at the end of a calendar month.<\/li>\n<li>For periods of 5 years or longer: <strong>2 months<\/strong> at the end of the calendar month.<\/li>\n<li>For periods of 8 years or more: <strong>3 months<\/strong> at the end of a calendar month.<\/li>\n<\/ul>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Strikes in the Temporary Employment Sector<\/h2>\n<p class=\"plo-article-text\">Under Section 11(5) of the Temporary Employment Act (A\u00dcG), temporary agency workers not only have the right to refuse to work at a company where a strike is taking place\u2014they must also be explicitly informed of this right by their temporary employment agency. In such cases, they retain the right to compensation.<\/p>\n<p class=\"plo-article-text\">Temporary staffing agencies are not permitted to use temporary workers as strike breakers. However, there are two exceptions to this rule: If an emergency service has been agreed upon for the client company, temporary workers may be deployed even during a strike. The second exception applies if the user company does not deploy the temporary workers to perform the same tasks that were carried out by the striking permanent employees.<\/p>\n<p class=\"plo-article-text\">However, these exceptions apply only between the user company and the staffing agency and are not binding on the individual temporary worker. This means that even if the user company intends to assign a temporary worker during an ongoing strike under one of these two exceptions, the individual temporary worker may refuse to comply.<\/p>\n<h3 class=\"plo-wissen-subtitle\">Special Case: Occasional Temporary Assignment of Non-Temporary Employees<\/h3>\n<p class=\"plo-article-text\">According to <a href=\"https:\/\/www.gesetze-im-internet.de\/a_g\/__1.html\" target=\"_blank\" rel=\"noopener\">Section 1, Paragraph 3, Item 2a of the A\u00dcG<\/a> It is permitted to occasionally assign workers without a permit from the Federal Employment Agency. This is possible between two employers, as long as such assignments occur only occasionally and the workers in question were not hired for the purpose of being assigned.<\/p>\n<p class=\"plo-article-text\">Furthermore, in such a case, the consent of the individual employee is required. However, this consent may be granted on a blanket basis as part of the employment contract. During such a temporary assignment, the same working conditions apply as at the home company, unless a collective bargaining agreement provides otherwise. If, on the other hand, the host company provides for better working conditions, then those conditions must apply.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">Disguised Labor Dispatch<\/h2>\n<p class=\"plo-article-text\">If a company employs workers and does not classify them as <a href=\"https:\/\/personalleasing-osteuropa.de\/en\/know\/temporary-staffing-vs-subcontracting\/\">Temporary Employment<\/a> If this is not explicitly stated, it is considered disguised temporary employment. This is often the case when the client and the contractor enter into a contract for work or a service contract. It is important that these contracts explicitly state that the contractor is acting as an independent contractor. However, employees are often deployed in a manner consistent with traditional temporary staffing\u2014that is, they work within the company under the client\u2019s direction and are integrated into the client\u2019s operational processes.<\/p>\n<p class=\"plo-article-text\">In the case of disguised temporary employment, the contracting party does not have a license to provide temporary employment services. The arrangement is not identified as such, and this constitutes a violation of the Temporary Employment Act. <a href=\"https:\/\/personalleasing-osteuropa.de\/en\/know\/disguised-labor-leasing\/\">Learn More<\/a><\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2 class=\"plo-wissen-title\">FAQ: Frequently Asked Questions About Temporary Employment \u2013 Legal Aspects<\/h2>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"w-tabs plo-faq-list style_default switch_click accordion type_togglable has_scrolling\" style=\"--sections-title-size:inherit\"><div class=\"w-tabs-sections titles-align_none icon_triangle cpos_left\"><div class=\"w-tabs-section\" id=\"ed56\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-ed56\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">What must a temporary employment contract include?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-ed56\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>An employment contract for temporary work must specify the type of employment contract (including the collective bargaining agreement, if applicable), the applicable pay grade and hourly wage, compliance with the minimum wage, and provisions regarding travel and lodging expenses, provided that the employee\u2019s place of residence and place of work are far apart. Permanent employment contracts do not necessarily have to be concluded in writing\u2014fixed-term contracts, however, must be.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"edc2\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-edc2\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">What is the minimum wage for temporary workers?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-edc2\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>The generally applicable minimum wage for temporary agency work has been 14.53 euros per hour since March 1, 2025. Collective bargaining agreements such as BAP and iGZ may also define their own minimum wages, which are set out in pay scales. Under no circumstances may pay fall below the statutory general minimum wage.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"ge24\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-ge24\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">Can a temporary worker be required to work during a strike?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-ge24\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>No. Under Section 11(5) of the Temporary Employment Act (A\u00dcG), temporary agency workers have the right to refuse to work at a workplace where a strike is taking place. The temporary employment agency must explicitly inform the worker of this right. The temporary worker retains their right to compensation. Exceptions apply only to agreed-upon emergency services or if the temporary worker is not assigned to the areas affected by the strike\u2014but even then, the individual temporary worker may refuse to work.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"te82\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-te82\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">What happens to overtime hours when the employment relationship ends?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-te82\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>If the employment relationship ends, any remaining overtime hours must be paid to the employee. They may not be offset against time off. The employer may also not pressure the employee to take time off in lieu of overtime hours before the employment relationship ends\u2014this is not permitted.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"gedb\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-gedb\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">What is disguised temporary employment, and what are its consequences?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-gedb\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Hidden temporary employment occurs when workers are assigned to a company and are subject to its instructions, but the relationship is classified as a contract for work or a service contract. This violates the German Temporary Employment Act (A\u00dcG). The legal consequences may include fines, the invalidity of the contracts, and a direct claim by the employee to permanent employment with the user company.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"gf35\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-gf35\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">Are temporary workers eligible for short-time work benefits?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-gf35\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Normally, no. Section 11 of the Temporary Employment Act (A\u00dcG) requires the temporary employment agency to pay wages even during periods when no work is assigned\u2014the employer bears this industry-specific risk. However, during extraordinary crises (the COVID-19 pandemic, the 2009\u20132011 financial crisis), a temporary exception was made, and short-time work was also permitted for temporary agency workers.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>","protected":false},"excerpt":{"rendered":"Im Rahmen der Leiharbeit gibt es aus rechtlicher Hinsicht einiges zu beachten. Dies gilt sowohl f\u00fcr den Leiharbeitnehmer als auch f\u00fcr das beteiligte Verleih- und Entleihunternehmen. Beginnend beim Arbeitsvertrag betrifft dies ebenso die Weisungsgebundenheit und letztendlich auch die Frage nach der Verg\u00fctung. Der Arbeitsvertrag in der Zeitarbeit Die Basis f\u00fcr jedes Arbeitsverh\u00e4ltnis ist der Arbeitsvertrag....","protected":false},"author":1,"featured_media":10423,"parent":9307,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-9659","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Arbeitnehmer\u00fcberlassung Osteuropa \u2013 Rechtliche Aspekte der Zeitarbeit<\/title>\n<meta name=\"description\" content=\"F\u00fcr die Arbeitnehmer\u00fcberlassung Osteuropa gibt es aus rechtlicher Hinsicht einiges zu beachten: Arbeitsvertrag, Weisungsgebundenheit, Entlohnung und mehr.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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