Skilled workers & helpers from Eastern Europe
Temporary employment Eastern Europe
Are you having difficulties finding staff in Germany? Then you can benefit from the Temporary employment Eastern Europe benefit. Temporary workers from Eastern Europe: Poland, Czech Republic, SlovakiaCroatia, Hungary are well-trained specialists and unskilled labourers who are looking for new professional challenges.
We support you! We have been successfully supplying labour from Eastern Europe for over 25 years. Thanks to our Europe-wide network, we can provide certified temporary workers for IndustryLogistics, Welding technology, Building tradeproduction, electrical engineering within a short time. We offer:
Industries
Cross-industry mediation
Temporary work Eastern Europe - Industries
Industry & Logistics
- Electrician
- Welder
- Fitters
- Steel/metal construction fitter
- Production employee
- Plant manufacturer
- Warehouse helper
- Forklift driver
Electrical & HVAC
- Solar installers
- Electricians
- Photovoltaic electrician
- Fitters
- Heating technician
- Specialist photovoltaic companies
- Ventilation technician
Building trade
- Bricklayer & Plasterer
- Road builder
- Drywall builders & scaffolders
- Construction helper
- Roofers & roof plumbers
- Floor parquet layer
- Building construction & civil engineering
How temporary employment works
Find temporary workers from Eastern Europe in 3 steps
01
Define requirements
Contact us by phone or email and let us know your requirements for the temporary workers you are looking for: number, areas of activity, start date, etc.
02
Temporary worker search
We search our internal database for suitable temporary workers from Poland, the Czech Republic, Slovakia or Eastern Europe who fulfil your criteria.
03
Contracts & Organisation
We take care of all the documents, contracts, permits and organise transport for the workers at the place of work. They can be ready for work in Germany in as little as 7 days.
Benefit from numerous advantages
Requirements for the supply of labour from Eastern Europe
As the recruitment of personnel from Eastern Europe is a rather complex administrative and legal matter, it is important that you inform yourself thoroughly beforehand. This is the only way to guarantee a legally flawless process. There are several requirements for the Labour leasing from Eastern Europe.
1. temporary employment contract
The temporary employment contract (ANÜ) is essential. It regulates all relevant details such as salary, duration of the assignment, working hours, responsibilities and so on.
The temporary employment contract is concluded with a partner agency in the country from which you wish to recruit labour. For example, if you want to hire workers from Romania in your company, you need to find a partner in Romania with whom you can conclude a labour supply contract.
2. qualifications and language skills
It costs time and money to hire an employee from Eastern Europe on a temporary basis. Before signing the contract, you should therefore find out more about the employee's qualifications - and make sure that they have sufficient German language skills.
Here it is a considerable advantage to work with a partner agency that you can trust.
3. social insurance
Another key requirement for temporary workers from Eastern Europe is the existence of a social security agreement between Germany and the country from which the employee comes. This ensures that the temporary employees are covered by social security - and that they do not have to pay double contributions.
The A1 certificate plays a central role here. It verifies the social security status of Eastern European employees who work as temporary workers in Germany. The certificate is applied for by the employer.
Are you looking for temporary workers from Poland and Eastern Europe for your project?
What you should bear in mind with personnel leasing in Eastern Europe
Temporary employment from Eastern Europe: Advantages
One Labour leasing from Eastern Europe has numerous advantages. These include first and foremost
Flexibility
The most important reason why companies opt for labour from Eastern Europe is flexibility. Especially in times of a shortage of skilled labour, it is vital to always have sufficient staff. The use of temporary workers (from Eastern Europe and other regions) enables companies to replace missing staff at very short notice or to relieve existing staff during project peaks. The temporary staffing model also offers decisive advantages in sectors with seasonal fluctuations.
The most important reason why companies opt for labour from Eastern Europe is flexibility. Especially in times of a shortage of skilled labour, it is vital to always have sufficient staff. The use of temporary workers (from Eastern Europe and other regions) enables companies to replace missing staff at very short notice or to relieve existing staff during project peaks. The temporary staffing model also offers decisive advantages in sectors with seasonal fluctuations.
Important resource for specialists
Especially in times of skills shortages, it can often take months to find specialised professionals. Many companies therefore have to rely on expensive recruiting services - which often remain unsuccessful or drag on for months. Even worse: entire projects have to be postponed or cancelled altogether - simply because there is a lack of skilled workers. In short, using temporary staff saves time and money - and guarantees maximum flexibility. While your competitors are still looking for staff, you can already start new projects thanks to temporary workers from Eastern Europe!
Especially in times of skills shortages, it can often take months to find specialised professionals. Many companies therefore have to rely on expensive recruiting services - which often remain unsuccessful or drag on for months. Even worse: entire projects have to be postponed or cancelled altogether - simply because there is a lack of skilled workers. In short, using temporary staff saves time and money - and guarantees maximum flexibility. While your competitors are still looking for staff, you can already start new projects thanks to temporary workers from Eastern Europe!
Frequently asked questions
Temporary employment, agency work, temporary work, what is it? At first glance, these three terms sound like different things, but they are basically the same thing. Behind all three words is the fact that a company borrows labour from another company for a while. A company hires employees from a recruitment agency to work for the company for a limited period of time.
In contrast to this is commercial temporary employment by a temporary employment agency with a licence. In this context, temporary workers are employed as labour by either completely or at least predominantly changing hirers. This means that the staff work primarily for third parties and these third parties change regularly.
On the other hand, hiring out employees is not a commercial activity if the temporary workers perform their work primarily at the hirer's company. Work in the company of a third party is the exception, not the rule.
On the other hand, hiring out employees is not a commercial activity if the temporary workers perform their work primarily at the hirer's company. Work in the company of a third party is the exception, not the rule.
A concealed supply of labour exists if one of three conditions is met. This begins with the fact that the lending company does not have a licence to lend workers on a commercial basis. This means that the hiring company should definitely be checked first. If no proper application for a temporary employment licence has been made, this can be found out via the BA.
Secondly, no contract for work and labour may be used for temporary employment. This is abused in this context in order to circumvent the social protection to which the employee is entitled.
Secondly, no contract for work and labour may be used for temporary employment. This is abused in this context in order to circumvent the social protection to which the employee is entitled.
Temporary work must be carried out as part of an economic activity. This means that the activity must involve the provision of goods or services on a specific market. Non-profit assignments and intra-group temporary work are also deemed to be economic temporary employment.
The commercial supply of temporary workers must be of a temporary nature. Currently, temporary workers can be hired out by the hirer for a maximum of 18 consecutive months. However, this maximum duration can also be regulated differently by collective agreement. This option has often been utilised.
An employee leasing agreement is used for temporary work. This must comply with the provisions of the German Temporary Employment Act (AÜG). This means that the contract must transparently regulate the conditions of the assignment so that there are no surprises for either party.
The commercial supply of temporary workers must be of a temporary nature. Currently, temporary workers can be hired out by the hirer for a maximum of 18 consecutive months. However, this maximum duration can also be regulated differently by collective agreement. This option has often been utilised.
An employee leasing agreement is used for temporary work. This must comply with the provisions of the German Temporary Employment Act (AÜG). This means that the contract must transparently regulate the conditions of the assignment so that there are no surprises for either party.
English 
German 
Czech 
Slovak 
Polish