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How Does the Posting of Staff Work

As an entrepreneur you can also temporarily 'hire' an employee from another company. this is called posting. that way you can quickly have expert staff. how does posting work exactly? read about this here.
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Posting means that another company lends staff to you. The posted employee is usually not on your payroll with you.

The employee then has a permanent or temporary employment contract with a secondment agency or another company that lends staff.

Secondment, when handy?

Secondment can be interesting in several cases. Namely:

For the temporary replacement of an employee, for example during pregnancy. If you suddenly need extra capacity, such as an unexpected peak in work. For special projects that require employees with specific knowledge or skills. Secondment is also common in the deployment of staff with an occupational disability. From the social work provision they are increasingly employed on a secondment basis by normal employers. Through posting you can deploy people with disabilities without too many risks and hassle.

Tip

For example, read how Jasper Kool posts disabled people for his company Happy Tosti.

Secondment, the advantages and disadvantages

Posting has all kinds of advantages and disadvantages. It's important to consider these carefully before you deploy employees in this way.

Benefits of posting:


- Fast expert staff: The recruitment and selection of expert staff is time-consuming. For example, you need to prepare a job advertisement, review application letters and interview many candidates. You can skip all of that when posting, because the posting agency has done the preliminary work for you.
- Fresh look: Many posted employees have a fresh look. They have often seen a good number of companies from the inside out and are therefore less committed to a specific working method. There is a good chance that you'll gain valuable knowledge and ideas in this way, which will ultimately benefit your company.
- Fewer risks: The posting agency usually counts as the employer. As a result, you run fewer risks, including the risk of continued payment of wages in the event of illness. You also have more flexibility, because the posted person isn't employed by you. You usually agree on a trial period in the secondment agreement, after which a cancellation period may apply.

Disadvantages of posting:


- Less connection with your company: Secondment has a temporary nature. This means that the posted employee will probably have less connection with your company. After a while he will say goodbye to work at another company. This may mean that the involvement is less than with your own staff.
- Multiple parties: With secondment you always have to deal with multiple parties. That can be disadvantageous for you or the posted person. After all, matters such as vacations, wage increases and training must also be discussed with the secondment agency. So you can't switch quickly and make one-on-one appointments like your own employees.
- Higher costs: The cost tag is also a disadvantage of posting. You lose more money than with staff employed. In addition, secondment often involves highly trained and specialist personnel who require continuous training. This can also ensure that the costs are higher.

Secondment, what are the costs?

The costs of posting are completely dependent on the person you hire. If you hire a highly trained specialist, you'll logically lose more than a recently graduated substitute in the hospitality industry.

The costs often consist of an hourly rate and a surcharge. A large number of issues have been incorporated into this. Then it isn't only about the salary costs and premiums, but also, for example, the costs for recruitment and selection, administrative costs and training. In addition, you can expect the posting agency to take into account the risk of continued payment of wages in the event of illness.

pay attention

The obligations regarding working conditions also apply to posted workers. You're therefore obliged to arrange this properly in accordance with the Working Conditions Act.

In addition, also check whether your liability insurance offers cover for posted employees, so that you have sufficient cover in the event of an accident, for example.

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