Are you looking for temporary workers from Eastern Europe on the basis of employee leasing? Then this article is important for you - because depending on the sector and purpose, temporary employment is not always the right or legally possible solution.
Global Business Recruiting specialises in Contracts for work and labour and subcontractor placement - not on temporary employment. We explain the difference here and show you which solution is right for your project.
Employee leasing, temporary work and temporary employment refer to the same model: a company temporarily hires labour from another company - the hirer. The workers remain employed by the lender, but work for the hirer and follow the latter's instructions.
This is the decisive difference to a contract for work and labour: in a contract for work and labour, the subcontractor team works under its own professional supervision and is responsible for a specific result. In the case of employee leasing, the hirer has the direct right to issue instructions to the workers deployed.
| Temporary employment (AÜG) | Contract for work / subcontractor | |
|---|---|---|
| Right to issue instructions | At the hirer (client) | At the subcontractor itself |
| What is owed | Labour (presence) | Result (finished work) |
| Permission required | Yes - AÜG licence from the BA | No |
| Liability for defects | With the borrower | With the subcontractor |
| In the construction industry | Traditionally forbidden | Allowed |
| Maximum duration | 18 months (can be regulated by collective agreement) | No limit |
Jedes Unternehmen, das gewerbsmäßig Arbeitnehmer verleiht, benötigt eine Erlaubnis nach dem Arbeitnehmerüberlassungsgesetz, ausgestellt von der Bundesagentur für Arbeit. Fehlt diese Erlaubnis, ist die Überlassung illegal – unabhängig davon ob der Vertragspartner das wusste oder nicht.
Für die Arbeitnehmerüberlassung wird ein Arbeitnehmerüberlassungsvertrag benötigt. Dieser muss den Vorgaben des AÜG folgen und die Bedingungen der Überlassung transparent regeln – Gehalt, Dauer, Tätigkeitsbereich, Verantwortlichkeiten.
Leiharbeiter dürfen beim selben Entleiher maximal 18 aufeinanderfolgende Monate eingesetzt werden. Per Tarifvertrag kann diese Grenze angepasst werden.
A key requirement is the existence of a social security agreement between Germany and the country of origin. The A1 certificate provides proof of social security status and prevents double taxation.
A concealed supply of labour occurs when workers are de facto deployed as temporary workers, but the relationship is declared as a contract for work and services. This is illegal and has serious consequences for both parties.
Typische Risikofaktoren: Der Auftraggeber erteilt den Mitarbeitern des Subunternehmers direkt Anweisungen, integriert sie in seinen Betriebsablauf oder behandelt sie wie eigene Mitarbeiter.
Die Folgen: Nachzahlungen von Sozialabgaben, Bußgelder, strafrechtliche Risiken und der automatische Übergang in ein Arbeitsverhältnis mit dem Entleiher.
Global Business Recruiting specialises in contracts for work and services and subcontractors - not in temporary employment. For AÜG-based temporary employment from Eastern Europe zeitarbeit-international.de is the right address - with an AÜG licence, many years of experience and a broad network in Eastern Europe.
No risk of concealed employee leasing. No AÜG licence required.
The subcontractor is liable for the result and must rectify any defects.
Payment for a completed work - no billing according to attendance hours.
You can find more information on temporary employment, contracts for work and labour and the legal differences in our specialist articles:
Employee leasing, temporary work and temporary employment refer to the same model: a company temporarily borrows labour from another company. The workers remain employed by the lender, but work for the hirer and follow the latter's instructions. In contrast, a subcontractor in a contract for work and labour owes a specific result and remains under its own professional management.
Commercial temporary employment exists if a temporary employment agency with an AÜG licence deploys temporary workers to different hirers - i.e. the staff mainly work for third parties and not in the hirer's own company. Temporary employment is not deemed to be commercial if employees mainly work in the hirer's own company and hiring out to third parties is the exception.
A concealed supply of temporary workers exists if the supplying company does not have an AÜG licence but nevertheless supplies workers on a commercial basis. Also illegal: a contract for work and labour is used improperly to disguise a de facto temporary employment - this is intended to circumvent the statutory social protection of employees. The Federal Employment Agency can check whether a licence has been granted.
Temporary work must be carried out as part of an economic activity and be of a temporary nature - a maximum of 18 consecutive months with the same hirer, unless a different collective agreement applies. An AÜ contract is required in accordance with the provisions of the German Temporary Employment Act (Arbeitnehmerüberlassungsgesetz), which transparently regulates the conditions of the assignment. In addition, the hirer must have a valid AÜG licence from the Federal Employment Agency.
Global Business Recruiting advises you free of charge - work contract, secondment or personnel placement. We will find a legally sound and economically viable solution for your project.
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