This triangular structureenables organizations to efficiently address temporary workforce needs without the complexities of direct employment.
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Work Squad
Temporary Agency Workers
Temporary staffing, also referred to as leasing, hiring out, secondment, assignment, or deployment, addresses temporary and specific manpower needs of organizations. This service accounts for over 98% of our business volume.
Temporary staffing is a widely used management tool that operates through a straightforward triangular relationship involving three distinct parties:
Worker (A)
Employed by the temporary staffing agency.
Temporary Staffing Agency (B)
Employer of record is responsible for payroll.
Client/User Firm (c)
Directs and benefits from the worker’s labor while compensating the staffing agency.
How Does the Temporary Staffing Process Work?
Let's imagine a scenario where a potential client organization decides to engage us for temporary staffing services under a formal agreement. Here's a step-by-step breakdown of how the process unfolds
Before proceeding, we must determine if it is legally and practically feasible to assign temporary workers to the client organization. Key considerations include
- Nature of the Requirement
Are the needs temporary or project-based, as opposed to permanent? If the need is permanent, a temporary staffing arrangement is not permissible. - Legal Compliance
Does the specific jurisdiction allow temporary staffing for the requested sector? For example, temporary agency work is prohibited in Germany’s construction sector. - Licensing and Authorization
Does our agency meet all jurisdictional requirements (e.g., pre-registration, permits, or licenses)? While we operate freely within the EU and EEA, some countries have specific legal prerequisites. - Skillset Availability
Can we provide workers with the required qualifications? For example, if the client needs specialized professionals (nurses, industrial air-conditioning installers, etc.), we must ensure we can fulfill these demands.
Temporary workers require suitable and reasonably priced accommodation in the host location. If such arrangements cannot be made, the process cannot proceed.
We ensure compliance with the EU Directive 2018/957, which mandates that posted workers receive terms and conditions of employment equal to or more favorable than those provided to local workers in similar roles.
Workers cannot be paid less than the local minimum wage or collective agreement rates in the host country.
Example
The end client is responsible for providing accurate employment information to ensure compliance. Misrepresentation or non-conformity may result in penalties.
The end client is responsible for providing accurate employment information to ensure compliance. Misrepresentation or non-conformity may result in penalties.
Once compliance is ensured, we negotiate and agree on the hourly rate.
Example
If 10 workers each work 40hours/week at an agreed rate of €23/hour, the invoice amount would be 10×40×€23=€9,200(VAT exempt).
Rates account for worker wages, overheads, and operational costs, including accommodation and transportation if covered by us.
Despite these factors, our services often remain cost-competitive compared to directly employed workers in many European countries.
After settling all details-rate, accommodation, transportation, dates, worker numbers, and logistics-a formal Temporary Staffing Agreement is signed. This legal document is essential for:
• Compliance with Portuguese Social Security regulations (e.g., issuing PDA] certificates).
• Audit or inspection requirements in the host country.
Transparency is key, and we provide any requested documentation to clients, such as licenses, certificates, or worker details, to build trust.
We complete all necessary administrative tasks to ensure seamless worker deployment
- Worker Validation:
Collecting documents (e.g., residence work permits, passports, licenses, references) and signing contracts. - Medical Examinations
Arranging occupational health checks. - Regulatory Notifications
• Informing Portuguese authorities (e.g., ACT).
• Filing mandatory notifications with host country authorities as per Directive 2014/67/EU. - Insurance Coverage:
Ensuring workers are covered by comprehensive insurance from the first to the last day of posting. - Travel Arrangements:
Booking tickets and preparing itineraries.
A1(PDAI) Certificate Ensuring Compliance
An A1 certificate, also known as Portable Document A1, is a mandatory form confirming the country where a worker's social security contributions are paid. It provides legal assurance for the legitimacy of cross-border assignments with in the EU. Key aspects of the A1 include
Purpose
Verifies that workers' contributions are being made in their home country, eliminating the need for duplicate payments in the host country.
Applicability
Required for all workers posted to other EU member states.
Process
The employer requests the certificate from the home country's social security authority. It must be presented during audits or inspections in the host country.
The A1 is a cornerstone of compliance, ensuring that workers and companies adhere to social security laws while benefiting from seamless cross - border operations.
Our Recruitment Process
