Temporary employment contract
Regulated by the Temporary Work Act. Access to the same benefits provided by the code agreement.
Temporary work is a form of employment in which 3 parties are involved: a temporary worker, an employment agency and an employer-user. How does it work? You sign a temporary employment contract with an employment agency, which becomes your employer. The employment agency delegates you to perform work for its client, i.e. the user’s employer. Under his direction, you perform your duties. On the other hand, the employment agency, as your formal employer, takes care of all HR and payroll services related to your employment, i.e. calculates and pays your salary, settles holidays, pays advances for income tax, social security contributions, etc.
Why is it worth using this form of employment?
- Opportunity to return to the labour market and gain work experience – gain valuable work experience and new skills by working on interesting projects in various companies and industries, while reconciling work with childcare
- A chance for permanent employment – show yourself to the employer-user from the best possible side, and when he increases permanent employment, you will be a proven candidate
- access to the same benefits as in the case of a statutory employment contract – you can take paid holiday leave and sick leave, and your salary is regularly credited to your account
A temporary employment contract differs from a statutory employment contract in that it is regulated by the Act on the Employment of Temporary Workers of 9 July 2003 (Journal of Laws 2003.166.1608).
According to the Act, temporary work is used in the case of seasonal work, temporary work, work to replace an absent employee and work in which permanent employees would not be able to perform in a given period. This solution works well for both blue-collar and white-collar workers, including qualified specialists.
The possibility of performing temporary work is limited in time – for one employer-user it is not allowed to work for more than 18 months within 36 consecutive months.
A temporary employment contract can be terminated with notice, which amounts to:
- 3 days, if the contract was concluded for a period not longer than 2 weeks,
- 1 week (counting from the next Sunday) if the contract was concluded for a period longer than 2 weeks.
Doświadczony analityk rynku pracy, specjalizuje się w badaniach nad trendami zatrudnienia i zmianami w strukturze zawodowej. Jego artykuły, publikowane w renomowanych czasopismach branżowych, pomagają czytelnikom zrozumieć dynamikę rynku pracy.
