Human Resources

Our tariff


Our tariff in personnel services

As a reputable temporary employment agency, our employees are our top priority. That is why we pay according to the collective agreement of the Federal Employers’ Association of Personnel Service Providers. This offers extensive social benefits, performance-related pay and was concluded with the leading German trade unions (including verdi, IG-Metall).

The application of the BAP collective wage agreement signals commitment to the employees and stands for security, trust and recognized social standards.

On the other hand, the customer receives motivated and satisfied employees. The BAP is the employer and company association of licensed temporary employment agencies with more than 2,200 member companies, which has been established for more than thirty years. It brings together temporary staffing companies that want to have a decisive and positive influence on the development of the industry. With its many years of experience, the association creates security and trust, which benefits not only the member companies themselves, but also the employees and customer companies.

Our tariff BAP

For us as a serious temporary employment agency, the employees are in the foreground.

Our tariff BAP


The answers to frequently asked questions

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.

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.

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.

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).

Did not find a suitable answer?
Then tell us what you want to know.


Weitere Fragen
beantworten wir Ihnen gerne persönlich. Nehmen Sie hierzu mit uns Kontakt auf.