For the employer

Temporary Employment Agency with Complete HR Support

We are the temporary worker's employer: we sign the contract, calculate pay and maintain personnel files. Your company assigns tasks on the shop floor and settles for hours worked.

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How it works

Temporary Work Is a Three-Party Arrangement

Temporary work is regulated by the Act of 9 July 2003 on the Employment of Temporary Workers. The employment agency is the employer: it concludes the contract with the worker, calculates remuneration, pays contributions and handles HR documentation. The user employer (pracodawca użytkownik), i.e. your company, directs the work, assigns tasks and ensures safe conditions at the workstation. Settlement between the company and the agency is for hours worked, not headcount.

In practice, there are no employment contracts, payrolls or pay disputes on your side. What remains is work direction and the time records required by law. You adjust the number of people flexibly, without terminating contracts, but parting with a specific worker means returning them to the agency, because we are their employer and we are the ones who terminate the contract with them.

  • The agency is the employer, you direct the work
  • HR, payroll and contributions on our side
  • Settlement for actual hours worked
  • Legalization and accommodation of workers from abroad
Scope of Services

What We Handle

The service covers the full cycle: from defining the position to settling the period and documentation after the assignment ends.

01

Recruitment and Verification

We match workers from our own database or run recruitment for specific demand. We check experience, qualifications and readiness for shift work. For foreigners, we additionally verify the residence title and completeness of documents.

02

Temporary Employment Contract

We conclude it with the worker for a fixed term or for the duration of a specific task. Throughout the employment period, the worker remains on the agency's HR books. We terminate the contract, settle leave and issue the work certificate.

03

Payroll, Contributions and Documentation

We calculate remuneration, pay contributions and tax advances, and maintain personnel files. The worker receives remuneration from the agency. Your company does not set up a personal file or payroll for them.

04

Work Referral

We issue a written referral indicating the user employer, type of work, location and period. From that moment, the worker performs tasks under your direction while remaining the agency's employee.

05

Employment Legalization

The shortest route is the declaration procedure (statement on entrusting work), available to citizens of Armenia, Belarus, Moldova and Ukraine. Other nationalities require a work permit (zezwolenie na pracę), which extends the proceedings. The entire process takes from 2 to 7 months, and we also monitor extension deadlines.

06

Coordinator and Accommodation

For your company, the coordinator is a single point of contact for all worker matters, from lateness to documents. The worker has them from day one. We organise accommodation to an agreed standard, and we run language learning in-house.

Process

How Cooperation Works Step by Step

Five stages from reporting demand to settling the period.

01

Demand and Quotation

You provide the positions, number of people, shift system and start date. We define candidate requirements and prepare an offer with a billing rate. At this stage, we also tell you whether legalization will be needed for the given nationality and how long it will take.

02

Candidate Selection

We check our database and, if necessary, launch recruitment. You receive short candidate profiles for acceptance. For foreigners, the legalization procedure starts in parallel, and the actual shop-floor start date is calculated from the office decision, adding time for the visa and travel.

03

Contracts and Referral

We sign an employment contract with the worker and a service agreement with your company. We record in it the type of work, period, rate and settlement rules. The worker receives a written referral to work for the user employer.

04

Start and Ongoing Support

You conduct job-specific training, issue personal protective equipment and record working time. We handle HR, payroll and residence matters. The coordinator resolves the worker's day-to-day issues so they do not land on your desk.

05

Period Settlement

You submit the hour records, we calculate remuneration, pay contributions and issue an invoice for the service. Upon completion of the assignment, we transfer the documentation required by law.

Legal Basis

Limits and Regulations Binding on Both Parties

Temporary work has statutory limits. Below are those that most often determine the choice of employment form.

  • Legal basis: Act of 9 July 2003 on the employment of temporary workers
  • Maximum period: 18 months in any 36 months
  • Agency register: KRAZ 75577

Legal status as of 24 July 2026. Temporary work and foreign employment regulations have changed several times in the last year, which is why we verify the legal status before every assignment.

When It Fits

When Temporary Work Is the Right Choice

This form works with variable demand. For permanent staffing, a different solution works better, and we say so directly.

Works Well When

  • Orders grow for several months and you do not want to create new positions
  • You need seasonal staffing or replacement for an absent employee
  • You are hiring foreigners and want to transfer legalization and HR to the agency
  • You want to test a worker in real working conditions before deciding on permanent employment

A Different Solution Is Better

  • You need someone permanently for your own team: that is permanent recruitment
  • You want to hand over the entire process along with management and responsibility for results: that is employee outsourcing
  • Work at your company is approaching the statutory limit of 18 months: switch to permanent recruitment
  • You have your own candidates and only need residence documents: that is employment legalization
FAQ

Employer Questions About Temporary Work

We answer what plant managers and HR departments ask most often.

Who is the temporary worker's employer?

The employer is the employment agency, JOBCEN, entered in the National Register of Employment Agencies (KRAZ) under number 75577. The worker signs the contract with us, receives remuneration from us, and the HR obligations are ours. The user employer directs the work but does not become a party to the employment contract.

Does changing the agency reset the 18-month limit?

No. The 18-month limit within 36 months concerns the relationship between the given worker and the user employer, regardless of which agency refers them. Changing the agency does not reset the counter, which is why we check the limit usage status before accepting an assignment.

How long can replacement of an absent employee last?

When a temporary worker performs work in replacement of an absent employee of the user employer, the period of work can reach 36 months. After its expiry, the same worker can be referred to that company only after a break required by law.

What obligations remain on my company's side?

The user employer is responsible for safe working conditions, job-specific training, personal protective equipment and working time records. These obligations arise from regulations and do not transfer to the agency. The rest, i.e. the contract, payroll, contributions and HR documentation, is on our side.

What work cannot be entrusted to a temporary worker?

The act excludes three situations: work that is particularly hazardous within the meaning of health and safety regulations, work in the position of an employee participating in a strike, and work of the same kind previously performed by a worker dismissed within the last 3 months for reasons not related to employees. We check this before accepting the assignment, because the consequences fall on the user employer.

What does settlement look like?

We settle for actual hours worked, based on records kept by the user employer. The invoice covers the worker's remuneration together with employer-side burdens and the agency fee. The rate depends on the position, shift system and scale of the assignment.

Can I hire a worker from abroad through the agency?

Yes, and this is our core specialization. For citizens of Armenia, Belarus, Moldova and Ukraine, we conduct the declaration procedure; for other countries, a work permit application. Ukrainian citizens with a PESEL UKR number have a separate notification-based path.

Contact

Need workers? We'll respond within 24 hours.

Tell us your staffing needs and we'll deliver a tailored offer within one business day. First consultation is free and non-binding.