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In simple terms, temporary work is a form of employment for a specific period of time rather than for a permanent period. According to the Act on the Employment of Temporary Employees, the maximum duration of temporary work is 18 months over a three-year period or 36 months continuously when a temporary employee replaces a permanent employee.
A temporary employment contract creates a tripartite relationship between the employee, the employer and the temporary employment agency. The agency recruits and employs the worker and then secondments the worker to its client, the employer, to perform temporary work for them. Forms of temporary employment may include seasonal, casual or weekend work. It is important to note that an employee using the services of a temporary employment agency does not pay any agency fees – these costs are paid by the employer for whom the work is performed.
It is not true that temporary workers have worse working conditions than those in permanent positions. Temporary work offers a number of benefits, including entitlement to annual leave, sick leave, and counting the period of work as pensionable service.
Although both a typical employment contract and a temporary employment contract are governed by the Labour Code, there are important differences between them. The temporary worker does not sign a contract directly with the company for which he or she performs work, but with the temporary employment agency, which then posts him or her to its client, the employer. The length of employment is also different – a temporary contract is always for a fixed period. The notice period also differs: if the contract is for a maximum of two weeks, it is three days, and for longer employment it is one week. In the case of a standard employment contract, the notice period can be as long as three months.
In addition, although temporary workers are entitled to leave, the rules for granting it are different. Irrespective of seniority, the employee receives 2 days of leave for each month worked (a total of 24 days per year). However, in order to earn the right to leave, the employee must be available to the employer for at least one month.
Is it possible to do temporary work while pregnant?
There are no obstacles to a pregnant woman taking up temporary work. However, it is important to pay particular attention to its working conditions, which means:
Temporary employment allows employers to respond quickly to changes in the labour market by adjusting the number of employees to meet current needs.
Employers can quickly replace employees who are absent due to illness, holidays or sudden redundancy.
By offering temporary employment, companies can provide employees with more flexibility and better meet their needs.
Temporary workers can be hired for several days, weeks or months, ensuring continuity of work in industries with fluctuating workloads.
The overall costs associated with temporary employment tend to be lower, especially for short-term commitments.
At Vekst Group, we have a large database of candidates with a variety of skills across a range of industries, enabling us to find the right employee quickly.
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We will discuss the terms and model of cooperation, establish guidelines, verify needs, and expectations.
Based on the analysis, we will develop individually tailored solutions for your company.
We will sign the contract, assign a caretaker for your company, and begin a successful cooperation.
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