{"id":9885,"date":"2026-03-12T03:43:30","date_gmt":"2026-03-12T03:43:30","guid":{"rendered":"https:\/\/global-business-recruiting.de\/wissen\/deutscher-schiffbau-typische-werften-am-beispiel-der-meyer-werft-und-luerssen\/"},"modified":"2026-03-29T13:09:22","modified_gmt":"2026-03-29T13:09:22","slug":"secure-design-of-labour-contracts","status":"publish","type":"page","link":"https:\/\/global-business-recruiting.de\/en\/wissen\/werkvertraege-sicher-gestalten\/","title":{"rendered":"Legally compliant contracts for work and services - what you should bear in mind when concluding them"},"content":{"rendered":"<section class=\"l-section wpb_row height_custom\"><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>When contracts are awarded to external companies, this is often done on the basis of a contract for work and labour. This contract model regulates the reciprocal obligations between the client (customer) and contractor (contractor) - from the provision of services and remuneration to acceptance and warranty rights. If you want to draft contracts for work and services with legal certainty, you should know the essential legal principles and the typical pitfalls.<\/p>\n<h2>What are the obligations of the two contracting parties?<\/h2>\n<p>The contractor owes the production of a specific work or the achievement of a specific work result at the contractually agreed time. This obligation to achieve success fundamentally distinguishes the contract for work from the service contract, where only an activity is owed.<\/p>\n<p>The legal basis is \u00a7 631 BGB:<\/p>\n<blockquote>\n<p><strong>\u00a7 631 BGB<\/strong><\/p>\n<p>(1) Under the contract for work and services, the contractor is obliged to produce the promised work and the customer is obliged to pay the agreed remuneration.<\/p>\n<p>(2) The object of the contract for work and services may be both the manufacture or modification of an item and another result to be achieved through labour or services.<\/p>\n<\/blockquote>\n<p>For its part, the client is obliged to pay for and accept the work. In addition, he is obliged to co-operate in order to enable the work to be produced. Acceptance is also a prerequisite for the contractor's claim to remuneration.<\/p>\n<h2>What warranty rights does the client have?<\/h2>\n<p>If the accepted work has defects, the client is entitled to statutory rights. Firstly, he can demand subsequent fulfilment from the contractor (Section 635 BGB). If the contractor unjustifiably refuses subsequent fulfilment, the client may rectify the defect themselves and demand reimbursement of the expenses - so-called self-remedy in accordance with Section 637 BGB. In addition, the client has the right to withdraw from the contract or reduce the remuneration (Section 638 BGB) and, under certain conditions, a claim for damages if a reasonable deadline for performance or subsequent fulfilment has been set without success.<\/p>\n<h2>What should a contract for work contain?<\/h2>\n<p>The law does not prescribe a specific form, but a written agreement is always recommended. For legal certainty, a contract for work should contain at least the following information:<\/p>\n<ul>\n<li>Name and address of both contracting parties<\/li>\n<li>Concrete description of the work to be delivered<\/li>\n<li>Note that the contractor carries out the order under its own responsibility<\/li>\n<li>Performance period, delivery dates and, if applicable, interim acceptance dates<\/li>\n<li>Type and method of acceptance<\/li>\n<li>Agreement on remuneration (remuneration for work)<\/li>\n<li>Payment modalities<\/li>\n<li>If applicable, an agreement on rights of use<\/li>\n<\/ul>\n<h2>How is the contractor remunerated?<\/h2>\n<p>There are different models for remuneration. A flat-rate fee for the production of the work is conceivable, as is invoicing on an hourly wage basis. In accordance with Section 632a BGB, the contractor can also demand instalment payments from the client.<\/p>\n<p>When billing by the hour, the question arises as to how precisely the contractor must document his work. The Federal Court of Justice has clarified this (BGH, decision of 1 February 2023, case no. VII ZR 882\/21): In the case of hourly-paid work, the company only has to state how many hours were incurred for the provision of the contractual services and at what hourly rates. A breakdown by time periods or exact activities is not mandatory - unless the contracting parties have expressly agreed to this.<\/p>\n<div><strong>Important exception:<\/strong><span>\u00a0<\/span>Further obligations to provide evidence for hourly paid work apply in accordance with<span>\u00a0<\/span><strong>\u00a7 Section 15 (3) VOB\/B in connection with the execution of construction work<\/strong>.<\/div>\n<h2>Can a contract for work be cancelled?<\/h2>\n<p>Yes - in accordance with Section 648 of the German Civil Code (BGB), the client can terminate the contract for work at any time until the work has been completed, without the need for good cause. In this case, the contractor remains entitled to demand the agreed remuneration; however, he must take into account any expenses saved and income generated elsewhere.<\/p>\n<p>Both contracting parties may also terminate the contract for work for good cause in accordance with Section 648a (1) BGB. Good cause exists if one party to the contract cannot reasonably be expected to continue the contractual relationship until completion of the work, taking into account all circumstances and weighing up the interests of both parties.<\/p>\n<h2>Differentiation: Contract for work vs. service contract vs. temporary work<\/h2>\n<p>The distinction between these forms of contract is legally significant, particularly with regard to bogus self-employment and concealed temporary employment.<\/p>\n<p>At the<span>\u00a0<\/span><strong>Service contract<\/strong><span>\u00a0<\/span>the contractor owes an activity, not success. A concrete result is not owed. Typical examples are the employment contract, the mandate contract with a lawyer or the consulting contract.<\/p>\n<p>At the<span>\u00a0<\/span><strong>Contract for work<\/strong><span>\u00a0<\/span>On the other hand, two independent contractual partners are involved. The client has no right to issue instructions to the contractor's employees - not even during the time they are working at the client's premises.<\/p>\n<p><strong>Temporary employment (labour leasing)<\/strong><span>\u00a0<\/span>is characterised by the triangular relationship between the temporary employment agency (lender), hirer and temporary worker. The hirer has the right to issue instructions to the temporary worker, while the temporary employment agency remains the contractual employer. The assignment takes place within the framework of an assignment contract in accordance with the A\u00dcG.<\/p>\n<p>You can read more about differentiation in our article<span>\u00a0<\/span><a href=\"https:\/\/global-business-recruiting.de\/en\/know\/service-contract-vs-contract-for-work\/\">Service contract vs. contract for work<\/a><span>\u00a0<\/span>and to the<span>\u00a0<\/span><a href=\"https:\/\/global-business-recruiting.de\/en\/know\/labour-leasing-vs-subcontracting\/\">Temporary employment vs. subcontracting<\/a>.<\/p>\n<h2>Contracts for work and labour with subcontractors from Eastern Europe<\/h2>\n<p>Do you have a large order that you do not want to handle independently or directly through an Eastern European subcontractor? As an international personnel service provider, Global Business Recruiting supports you in drawing up and organising legally compliant contracts for work and services. We are familiar with the legal provisions in the partner countries and can advise you on clearly defined contract structures.<\/p>\n<h2>Frequently asked questions about legally compliant contracts for work and labour<\/h2>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-tabs style_default switch_click accordion type_togglable has_scrolling\" style=\"--sections-title-size:inherit\"><div class=\"w-tabs-sections titles-align_none icon_chevron cpos_right\"><div class=\"w-tabs-section\" id=\"x30e\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-x30e\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">Does a contract for work have to be concluded in writing?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-x30e\" 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>There is no statutory written form requirement. However, for reasons of legal certainty and provability, a written agreement that clearly regulates all essential contractual points - service description, remuneration, acceptance modalities - is always recommended.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"q3e0\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-q3e0\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">What happens if the contractor delivers defective work?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-q3e0\" 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 client initially has the right to subsequent fulfilment (Section 635 BGB). If the contractor refuses to do so, the client can rectify the defect themselves and demand reimbursement of costs (Section 637 BGB), withdraw from the contract or reduce the remuneration (Section 638 BGB). Under certain circumstances, compensation for damages is also possible.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"q4a9\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-q4a9\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">Can the client terminate the contract for work at any time?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-q4a9\" 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>Yes - in accordance with Section 648 of the German Civil Code (BGB), the client can terminate the contract for work at any time without good cause until the work has been completed. In this case, the contractor retains its claim to remuneration, but must take into account any expenses saved and other income.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"g574\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-g574\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">What is the difference between a contract for work and a contract for services?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-g574\" 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 decisive difference lies in the object of performance owed: in the case of a contract for work and labour, a concrete result (the finished work) is owed, whereas in the case of a service contract, only the provision of an activity without a guaranteed result is owed. This is legally significant for questions of liability and bogus self-employment.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"h67e\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button class=\"w-tabs-section-header\" aria-controls=\"content-h67e\" aria-expanded=\"false\"><div class=\"w-tabs-section-title\" itemprop=\"name\">Can the client issue instructions to the contractor's employees?<\/div><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-h67e\" 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 - in the case of a genuine contract for work, the client has no right to issue instructions to the contractor's employees. If there is nevertheless a relationship of instruction in practice, this can be categorised as a concealed hiring out of employees, which has considerable legal consequences.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>","protected":false},"excerpt":{"rendered":"Wenn Auftr\u00e4ge an Fremdfirmen vergeben werden, geschieht dies oft auf Basis eines Werkvertrags. Dieses Vertragsmodell regelt die wechselseitigen Pflichten zwischen Auftraggeber (Besteller) und Auftragnehmer (Werkunternehmer) \u2013 von der Leistungserbringung \u00fcber die Verg\u00fctung bis hin zur Abnahme und zu M\u00e4ngelrechten. Wer Werkvertr\u00e4ge rechtssicher gestalten will, sollte die wesentlichen gesetzlichen Grundlagen sowie die typischen Fallstricke kennen. Was...","protected":false},"author":1,"featured_media":10612,"parent":9347,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-9885","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/pages\/9885","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/comments?post=9885"}],"version-history":[{"count":6,"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/pages\/9885\/revisions"}],"predecessor-version":[{"id":11187,"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/pages\/9885\/revisions\/11187"}],"up":[{"embeddable":true,"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/pages\/9347"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/media\/10612"}],"wp:attachment":[{"href":"https:\/\/global-business-recruiting.de\/en\/wp-json\/wp\/v2\/media?parent=9885"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}