- \n
- What exactly is a temporary employment agency?<\/a><\/span><\/li>\n
- How is temporary work formally defined under the law?<\/a><\/span><\/li>\n
- What does the tripartite cooperation model in temporary work involve?<\/a><\/span><\/li>\n
- What does the recruitment process through a temporary employment agency look like?<\/a><\/span><\/li>\n
- What are the basic principles of operation of a temporary employment agency?<\/a><\/span><\/li>\n
- How does a temporary employment agency select employees to meet company needs?<\/a><\/span><\/li>\n
- How does a temporary employment agency manage employee documentation?<\/a><\/span><\/li>\n
- What does the employment process through a temporary employment agency look like?<\/a><\/span><\/li>\n
- What is the responsibility of a temporary employment agency in relation to the employee and the client?<\/a><\/span><\/li>\n
- What authorisations must a legal temporary employment agency have?<\/a><\/span><\/li>\n
- How is remuneration settled by a temporary employment agency?<\/a><\/span><\/li>\n
- How does a temporary employment agency ensure continuity of HR services?<\/a><\/span><\/li>\n<\/ol>\n
\u00a0<\/p>\n\n\n
What exactly is a temporary employment agency?<\/h2>\n\n\n\n
Before using employment intermediation services, we must first understand what a temporary employment agency is. By this we mean an entity acting as an intermediary between the employee and the user employer seeking temporary staff and offering fixed-term employment.<\/p>\n\n\n\n
The number of people seeking temporary work, according to data from the Central Statistical Office (GUS), is increasing not only periodically during the summer season in industries such as agriculture or tourism, but also as a result of significant changes taking place in the labour market. These changes are related, among other things, to the emergence of new employment models, including remote work, which increase the flexibility of employment forms throughout the year.<\/p>\n\n\n\n
The objectives of such an agency are diverse, but its main tasks include:<\/p>\n\n\n\n
- \n
- providing broad access to employees for specific positions and flexible forms of employment;<\/li>\n\n\n\n
- handling necessary formalities, eliminating the need for a lengthy recruitment process;<\/li>\n\n\n\n
- verifying candidates\u2019 competencies and skills and matching them to specific requirements;<\/li>\n\n\n\n
- assigning employees to perform specific work;<\/li>\n\n\n\n
- conducting training, including health and safety (H&S) training;<\/li>\n\n\n\n
- calculating remuneration and paying contributions and taxes;<\/li>\n\n\n\n
- monitoring the work of employees hired through the agency.<\/li>\n<\/ul>\n\n\n\n
We now know the general definition of a temporary employment agency, which meets temporary staffing needs, and its objectives. It is also necessary to understand what regulations govern its activities.<\/p>\n\n\n\n
How is temporary work formally defined under the law?<\/h2>\n\n\n\n
Temporary work is regulated by the applicable provisions in our country, primarily the Act of 9 July 2003 on the employment of temporary workers. Equally important are the provisions of the Labour Code and those concerning tax settlements, social security contributions and the aforementioned H&S conditions.<\/p>\n\n\n\n
Under the Act on the employment of temporary workers, employees are employed by a temporary employment agency, of which there are already approximately 9\u201310 thousand on the market according to KRAZ, but they perform work for the benefit of the user employer.<\/p>\n\n\n\n
The terms of employment are defined in the contract, and the period of work for one user employer may not exceed 18 months within a period of 36 consecutive months. Legal regulations in the field of temporary work include tripartite cooperation between the agency, the user employer and the employee:<\/p>\n\n\n\n
- \n
- the agency employs the temporary worker;<\/li>\n\n\n\n
- assigns them to perform work for the user employer;<\/li>\n\n\n\n
- the agency is the formal employer, it pays the employee\u2019s salary and pays contributions.<\/li>\n<\/ul>\n\n\n\n
It is worth taking a closer look at the tripartite cooperation model and understanding how it should function properly.<\/p>\n\n\n\n
What does the tripartite cooperation model in temporary work involve?<\/h2>\n\n\n\n
Temporary employment agencies employ workers across various industries, including retail, logistics, tourism and the production sector. Assigning an employee for a certain period brings many benefits for all parties involved \u2013 the agency (the formal employer), the temporary worker and the user employer.<\/p>\n\n\n\n
The responsibilities of the temporary employment agency have been presented earlier, while the responsibilities of the user employer include:<\/p>\n\n\n\n
- \n
- ensuring appropriate working conditions in accordance with regulations;<\/li>\n\n\n\n
- defining tasks and supervising their performance;<\/li>\n\n\n\n
- keeping records of working time;<\/li>\n\n\n\n
- ensuring equal treatment of temporary workers, the same as permanent employees.<\/li>\n<\/ul>\n\n\n\n
Employees using flexible forms of employment also have rights that the other two parties must strictly respect, such as:<\/p>\n\n\n\n
- \n
- the right to remuneration applicable to the given position;<\/li>\n\n\n\n
- the right to work in safe and hygienic conditions;<\/li>\n\n\n\n
- the right to annual leave, if the period of work for a given user employer covers 6 months or more.<\/li>\n<\/ul>\n\n\n\n
Now that we understand the responsibilities and rights of all parties, we can move on to the recruitment process itself.<\/p>\n\n\n\n
What does the recruitment process through a temporary employment agency look like?<\/h2>\n\n\n\n
The recruitment process through a temporary employment agency consists of several steps:<\/p>\n\n\n\n
- \n
- the user employer submits a request for employees, specifying required qualifications and skills;<\/li>\n\n\n\n
- the agency searches its talent pool and publishes job offers in social media, press and industry portals;<\/li>\n\n\n\n
- initial selection and screening of candidates;<\/li>\n\n\n\n
- detailed interviews, practical and knowledge tests, verification of documents, references, soft and hard skills, as well as cultural fit;<\/li>\n\n\n\n
- presenting candidates to the user employer, and after acceptance, signing the employment contract and hiring.<\/li>\n<\/ul>\n\n\n\n
The average time to find lower-level employees usually does not exceed 2 weeks, while for specialists it may take longer. Selecting a candidate is an important step, but it is also necessary to understand the principles on which the agency operates.<\/p>\n\n\n\n
![\"Dzia\u0142anie](\"https:\/\/pl.gigroup.com\/wp-content\/uploads\/2025\/05\/agencja-pracy-tymczasowej-1.jpg\")
<\/figure>\n\n\n\nWhat are the basic principles of operation of a temporary employment agency?<\/h2>\n\n\n\n
Temporary employment agencies operate according to strictly defined rules. They are entered into the register of entities conducting employment agencies (KRAZ) and must comply with personal data protection regulations (GDPR). Their key principles include:<\/p>\n\n\n\n
- \n
- acting as an intermediary between employees and the user employer;<\/li>\n\n\n\n
- employing temporary workers under a transparent employment contract or civil law contract;<\/li>\n\n\n\n
- paying remuneration;<\/li>\n\n\n\n
- assigning employees to work;<\/li>\n\n\n\n
- handling formalities related to employment, including taxes and social security contributions;<\/li>\n\n\n\n
- ensuring equal treatment of employees and safeguarding their rights;<\/li>\n\n\n\n
- assisting in legalisation of residence and work for foreign workers.<\/li>\n<\/ul>\n\n\n\n
This approach forms the basis for relations with employees, building trust and positive relationships with the user employer. Proper selection of employees is equally important, as described below.<\/p>\n\n\n\n
How does a temporary employment agency select employees to meet company needs?<\/h2>\n\n\n\n
Each temporary employment agency must properly match employees to the needs of companies using its services. The first step in the selection process is identifying and analysing the client\u2019s needs:<\/p>\n\n\n\n
- \n
- the specifics of the position;<\/li>\n\n\n\n
- required soft and hard skills;<\/li>\n\n\n\n
- professional skills and experience.<\/li>\n<\/ul>\n\n\n\n
Based on this, a candidate pool is built, candidates are sourced through various channels, and submitted CVs are reviewed. Selected individuals are invited for interviews to assess their competencies and cultural fit, and professional tests may also be conducted.<\/p>\n\n\n\n
In many cases, candidates are subject to approval by the user employer, although some companies fully entrust the agency with the decision. Regardless of the model, the next step is signing the employment contract and onboarding, which requires efficient management of employee documentation.<\/p>\n\n\n\n
How does a temporary employment agency manage employee documentation?<\/h2>\n\n\n\n
The agency is responsible for properly collecting and managing employee documentation in accordance with regulations. This applies to each employee and documents such as employment contracts, tax declarations (PIT), social security documents (ZUS), and employment certificates.<\/p>\n\n\n\n
The entire process requires full confidentiality, compliance with personal data protection regulations, and documentation must be stored for up to 10 years. The agency must also meet deadlines for submitting documents, and improper management may result in high penalties imposed by the National Labour Inspectorate and other authorised bodies.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What does the employment process through a temporary employment agency look like?<\/h2>\n\n\n\n
The employment process through a temporary employment agency is well structured, which significantly facilitates the procedure. After initial recruitment (application submission and interview), the next steps include:<\/p>\n\n\n\n
\n- \n
- onboarding and providing necessary job information.<\/li>\n\n\n\n
- presenting the employment decision along with conditions such as salary and working time (maximum 18 months within 36 months);<\/li>\n\n\n\n
- referring the candidate for medical examinations and completing formalities;<\/li>\n\n\n\n
- preparing and signing the temporary employment contract;<\/li>\n\n\n\n
- informing the employee about the start of work and first day;<\/li>\n\n\n\n
- organising mandatory H&S training;<\/li>\n\n\n\n
- providing work clothing if required;<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
![\"Czym](\"https:\/\/pl.gigroup.com\/wp-content\/uploads\/2025\/05\/agencja-pracy-tymczasowej-2.png\")
<\/figure>\n\n\n\n<\/p>\n\n\n\n
What is the responsibility of a temporary employment agency in relation to the employee and the client?<\/h2>\n\n\n\n
The scope of responsibility of a temporary employment agency towards the employee is not limited and includes:<\/p>\n\n\n\n
- \n
- financial matters, timely payment of remuneration, payment of taxes and social security contributions, settlement of leave and other employee benefits;<\/li>\n\n\n\n
- formal and legal matters resulting from the Labour Code, signing the employment contract, maintaining employee documentation, issuing employment certificates;<\/li>\n\n\n\n
- safety-related matters, including referring the employee for medical examinations.<\/li>\n<\/ul>\n\n\n\n
The agency\u2019s responsibilities towards the user employer primarily include providing employees in accordance with the specified requirements, as well as support in formal and legal matters. However, for this to be possible, the agency is required to obtain the appropriate authorisations after meeting a number of formal requirements.<\/p>\n\n\n\n
What authorisations must a legal temporary employment agency have?<\/h2>\n\n\n\n
We already know that a temporary employment agency must be entered into the register of entities conducting employment agencies (KRAZ), which is confirmed by an appropriate registration number.<\/p>\n\n\n\n
Appropriate premises conditions are also required, as well as employing personnel with the necessary qualifications and authorisations. A trustworthy and responsible agency should have liability insurance that ensures the safety of its operations and should comply with all regulations governing its activity.<\/p>\n\n\n\n
When running an agency, one must take into account the possibility of inspections by the National Labour Inspectorate (PIP) or the Ministry of Family, Labour and Social Policy (MRPiPS), and the mere lack of registration in KRAZ may result in high financial penalties.<\/p>\n\n\n\n
At the same time, the issue of financial handling of employees should be taken into account, primarily their remuneration.<\/p>\n\n\n\n
How is remuneration settled by a temporary employment agency?<\/h2>\n\n\n\n
The settlement of employees\u2019 remuneration is the responsibility of the agency, not the user employer. This remuneration should be exactly the same as that of employees directly employed by the user employer in the same or similar positions. Rates may be calculated according to various remuneration systems \u2013 hourly, piecework, monthly or in another way, depending on the specifics of the industry, the position and the arrangements between the parties.<\/p>\n\n\n\n
Of course, additional benefits, discretionary bonuses or paid overtime allowances are also taken into account. The calculation of due remuneration is based on working time records provided by the user employer.<\/p>\n\n\n\n
It is also necessary to take into account all deductions, such as tax burdens and social security contributions (ZUS), the payment of which is also the responsibility of the temporary employment agency, which means that employees receive the net amount after these deductions have been made.<\/p>\n\n\n\n
The last issue that must be addressed is the way in which a temporary employment agency can guarantee continuity and security of HR services.<\/p>\n\n\n\n
How does a temporary employment agency ensure continuity of HR services?<\/h2>\n\n\n\n
A professional agency also places great importance on supervising and monitoring all staffing needs, which should be handled by a specially designated coordinator. Their main task is to ensure smooth communication between the agency, the user employer, and temporary workers.<\/p>\n\n\n\n
At the same time, the agency takes over the handling of all the aforementioned administrative and HR formalities, including maintaining documentation and issuing certificates. The constant support of the coordinator makes it easier to respond quickly to staffing needs, especially to shortages of sought-after employees.<\/p>\n\n\n\n
Employment agencies use modern IT solutions, dedicated workforce management systems, which allow, among other things, easy preparation of work schedules and online contact with employees.<\/p>\n\n\n\n
When analysing the issues presented, it is already clear at first glance how beneficial it is to use the services of a temporary employment agency when searching for qualified employees. This relieves the user employer of many formal obligations, which are taken over by agency coordinators, and the interest in using such employment methods is growing year by year.<\/p>\n","protected":false},"excerpt":{"rendered":"
Searching for employees, including temporary ones, requires extensive knowledge of the labour market, so it is worth using the services of a temporary employment agency. The experts employed there will help find people who fully meet the requirements of a future employer, who are looking for work for a certain period of time rather than […]<\/p>\n","protected":false},"author":42,"featured_media":171846,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[24,4,5],"tags":[],"class_list":["post-171843","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-and-development","category-employees","category-employers"],"yoast_head":"\n
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- How is temporary work formally defined under the law?<\/a><\/span><\/li>\n