The temporary employment contract is concluded between the employee and the temporary employment agency. It is usually quite extensive and has an average of three to five pages. It is a legal requirement that an employment contract (the so-called temporary employment contract) is concluded with the employee before the start of the assignment, and that in any case in written form. The employer is obliged to provide the employee with a leaflet from the Federal Employment Agency when the contract is concluded. This leaflet informs the temporary workers about the content of the Temporary Employment Act.
The commercial supply of temporary workers is subject to legal requirements in order to prevent abuse. The requirements are set out in the German Personnel Leasing Act (AÜG). Non-compliance with these requirements is subject to sanctions and penalties. In addition to the requirements under commercial law, the AÜG also contains provisions under civil law, criminal law and regulatory law. The AÜG focuses on the protection of temporary workers under labor and social law.
In the meantime, temporary employment agencies must either pay their employees the same wages as the permanent staff of the hirer or conclude a collective agreement. Almost all temporary employment agencies have opted for the collective agreement. As a rule, the salaries of temporary workers are lower than those of the permanent staff of the user company.
Since the beginning of 2004, temporary employment contracts can also be concluded for an unlimited period. Previously, there was a maximum limit of 24 months. However, this time frame was rarely utilized, as the works council then usually pleaded for permanent employment.
In order to be able to hire out employees on a commercial basis, you need a permit for the supply of temporary workers. If there are no reasons according to the Employee Leasing Act that speak against the issuance of the permit, the applicant has a legal right to the issuance of a permit. The permit is issued after checking the following points:
The lender is reliable as far as the exercise of the employee leasing is concerned. This means that he knows and observes all necessary regulations. The organization of the lender's business enables him to fulfill his duties as an employer.
The granting of a permit must be preceded by a written application to the Federal Employment Agency. The application can be handed in at any office of the agency. The permit is issued by the relevant state employment office. Both natural and legal persons may submit an application. In any case, the permit is limited to one year. The application for renewal should be submitted at least three months before the permit expires. Once all the requirements of the AÜG have been met, the lender is entitled to an extension for a further year. An unlimited permit is issued only after three years. The permit expires upon the death of the natural person or the dissolution of the legal entity.
No. The terms can be used synonymously. Alternatively, the term employee leasing may be used.
Temporary employment offers companies the opportunity to respond to personnel-related developments, even at short notice. The demand for temporary workers is usually due to a staff shortage at the temporary employment agency, e.g. due to pregnancy or vacation. It is also possible that the company has more work to do than actually expected.
By using temporary staff, a company's workforce can be quickly and flexibly adapted to its needs. The company does not incur any additional costs for the search for suitable and qualified personnel. The temporary employment agency does this for it.
Theoretically, everything is possible from an assignment of just one day to an indefinite assignment. The duration of the assignment depends on the user company. Practice has shown: The more highly qualified temporary workers are, the longer their assignment usually lasts.
Staff leasing in Germany is regulated by the German Personnel Leasing Act (AÜG). Personnel service providers have all the rights, obligations and risks of a conventional employer. Employment with such a company is based on a regular employment contract. As with other employers, they are registered with health, pension and unemployment insurance and contributions are paid for this purpose.
As an employee in a staffing company, you have the same rights as all other employees with regard to working conditions, remuneration, continued payment of wages in the event of illness, vacation entitlement, etc. The only difference is that you do not work in "your" company. With one difference: You do not work in "your" company, but your employer (lender) makes your labor available to other companies (hirer).
You can apply directly online using our application form on the following pages, send us your detailed application documents, of course also by e-mail, or visit us directly at one of our locations.
Please submit your letter of application, a curriculum vitae, your school and training certificates, certificates of further training and your employer references.
As an employee of a temporary employment agency, you will receive a regular employment contract. Since temporary employment is subject to approval, the supervisory authorities monitor temporary employment agencies' compliance with the relevant legal provisions.
Of course, we will also register you for health, pension and unemployment insurance during temporary employment and pay the corresponding contributions. Other components of a normal employment relationship, such as vacation entitlement or notice periods, naturally also apply in temporary employment.
At stewe, the BZA collective agreement applies, in which performance-related wages are agreed. Supplements are also paid. The grouping takes place according to the intended activities.
Our customers appreciate our competence in personnel selection and trust our judgment. This gives you the opportunity to prove yourself with good performance in the assignment company.
We are professionals when it comes to work. We recognize your strengths and find the right job for you. Due to the fluctuation - among other things due to the takeover by the assignment companies - and the growth of the temporary staffing industry, new job opportunities for applicants are constantly arising.
Take advantage of the interview with our personnel dispatchers. Make sure that they ask about your qualities correctly and also take into account difficult points in your situation. A permanent permit to hire out employees can also be proof of several years of successful work.
If the duration of your employment was sufficient for an assessment, you are entitled to an employer's reference, but at least to a certificate of employment.
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