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The reform of temporary employment

date
23.03.2017

On April 1, the new German Personnel Leasing Act (Arbeitnehmerüberlassungsgesetz) comes into force. We explain to you what will fundamentally change in personnel services from this day on.

Die Reform der Zeitarbeit
Equal Pay | Starting on April 1, temporary workers will be paid according to equal pay after nine months of employment. This includes more than just the hourly wage, because according to the current status, non-cash benefits with a monetary value (e.g. meal vouchers) and special payments (supplements, bonuses, etc.) are also included in the calculation. There is a deviation in the application of an industry supplement collective agreement, in which an equivalent remuneration is achieved after 15 months at the latest. Here again, the temporary worker has the advantage of a steadily increasing hourly wage.
Maximum transfer duration | The maximum period of temporary employment is limited to 18 months and here, too, April 1 is the cut-off date for assessment. Under the application of a collective agreement or a works agreement, this period can be extended to up to 24 months. As we recently reported, a longer period of 48 months is on the cards if IG Metall decides to go ahead. We are also committed to offering our employees the longest possible deployment prospects.
Mandatory labeling | Each temporary employment contract must be explicitly designated as such and the respective temporary worker must be specified by name. This is intended to prevent the improper use of contracts for work and services that merely suggest the temporary employment character.
Temporary employment should remain a simple topic - despite the complex legal regulations. We at Franz & Wach have prepared ourselves intensively for all innovations in order to always advise you clearly, wisely and competently. 

 

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