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Hiring of Temporary Workers

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If you need temporary staff for a certain period, hiring a temporary worker can be an attractive option. What should you pay attention to, how does the temporary work sector work and what are the risks for employers? The employment agency is the employer of the temporary worker and therefore responsible for all personnel matters.

The recruitment and selection is done for you and you do not have to keep records for the employee. You pay one amount with which all personnel costs are covered.

The employment agency itself pays the payroll taxes, pays holiday allowance and other allowances, such as travel expenses. One of the advantages of hiring a temporary worker is that you do not have to continue paying wages in the event of illness.

1. Flexibility of temporary employees

The most important reason for hiring temporary workers is flexibility. You hire the employee as long as necessary. If there is no more work to do, then you are not obliged to keep this person working.

You therefore only pay for the hours actually worked. If the employee does not like it, you can immediately say goodbye to each other without any problems.

This flexibility can also turn out to be disadvantageous. After all, the temporary worker can also leave at any time. For example, because he has received a permanent contract somewhere else.

Tip

If the position requires a long training time, it might be wiser to have someone on a temporary contract. This gives you more certainty that the employee will remain employed for the desired period.

2. Temporary agency worker costs

Hiring a temporary worker is relatively expensive. You not only pay the gross salary of the temporary worker, but also the employment agency. These are costs for brokerage, profit for the employment agency and for covering their employer's risks.

Count on having to pay the gross wage about two to three times. The costs vary per hired temporary worker. The higher the qualified personnel, the higher the hourly wage. The mediation costs also increase in this case.

3. Time registration for temporary employees

An employment agency works with time registration. This is possible both digitally and via the old-fashioned job sheet.

The temporary worker fills in the number of hours worked at the end of the week, after which you check this and sign the (digital) note. The payment to the employment agency is determined on the basis of the total number of hours worked.

4. Recipient's remuneration for temporary workers

A hirer's remuneration applies to temporary agency workers who fall under the ABU or NBBU collective agreement. This means that temporary employees must immediately receive the same salaries and benefits as your own employees.

In addition, it's mandatory to offer temporary workers the same facilities, such as the use of the canteen, company transport and childcare. They must also be given the opportunity to apply for positions within your company.

5. Give temporary employee a permanent contract?

Employees are entitled to a permanent contract under the Work and Security Act after three temporary contracts within two years.

If you are satisfied with the temporary worker and want to keep it, there is a risk that you must immediately give the employee a permanent contract. A temporary worker who works for you already has one (temporary) contract.

Pay attention

Some employment agencies apply the rule that if an employee falls ill, they deregister and later re-employ him. These contracts continue to count.

If the temporary worker has reported sick three times in the period that he works for you, then it may happen that - if you want to hire him yourself - you must immediately offer him a permanent contract.

6. Phase system of temporary work

Most employment agencies work with a phase system. The longer a person is employed by an employment agency, the more rights he builds up.

These rights are described in the CLA of the employment agency. For example, the temporary worker is paid a percentage of his last-earned wage over the agreed number of hours, even if there is no work for a while.

Normally this phase system only applies to the employment agency. Discuss this in advance to rule out that this has consequences for you.

The Tax Authorities have the first lien on the account and the employment agency cannot make other payments from this account. This protects all parties against defaults.

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