The cost of delivery of an employee depends on the salary that the employee will receive, the system of work, the type of contract and the calculation of his residence. The cost of hiring a temporary employee should not exceed the cost of hiring another person in a similar position in the relevant company.

The rules for calculating ZUS contributions and their amount are identical for a temporary employee as for an employee employed directly in a given company.

Yes, if the nature of the activities performed corresponds to the mandate contract.

The employer must keep a list of temporary employee participants for three years. All obligations arising from the Labor Code are kept by the employment agency.

The user employer gives instructions to temporary employees, organizes and supervises their work. In addition, the user employer can send temporary employees on a business trip, and charge the expence to the company’s accont.

Temporary work may last up to 1.5 years. After this period, the user employer often employs temporary employees directly. The employment agency does not charge any fees for that.

Mostly from Ukraine, less often from Georgia, Belarus and Moldova. Citizens of the Philippines present an increasing number of employees.

Before starting cooperation, we analyze the employer’s needs. If communicative use of the Polish language is required, we only provide employees who meet these criteria.

The coordinator monitors the correct flow of information between the employer and the temporary employees employed by him. The coordinator of the employment agency is available to our clients at any time.

In most cases, the employment sends employees for a medical examination before starting work. However, it is possible for the employer to carry out the tests.

In most cases, the initial health and safety training is provided by the employment agency. Most often, the employer provides the job training. There is an opportunity for an employee of the employment agency to participate on the job training.

The notice period for temporary employment contracts is seven days with entry into force at the end of the week. However, it concerns employment agencies. An employer can dismiss any number of temporary employees at any time.

The employer may refuse to hire a temporary employee from day to day in any case. In this case, the employer must immediately notify the employment agency without undue delay, which will terminate the contract with the employee. If there is such a will of the employer, the employment agency will immediately send another person to take his/her place.

First, the user employer must respond to such an event, provide first aid, or if necessary call an ambulance. After that, the OHS inspector and the employment agency make a report on the accident with the participation of the employer and the victim. All subsequent actions are the obligation of the employment agency.

No, the increase in insurance premiums incurred after an employee’s accident concerns the employment agency.

The employer at the beginning of the month is supposed to provide the attendance list of the employees to the employment agency for the previous month.

Expenses related to employment, such as legalizing the residence and work, are borne by the employment agency.

The employment agency is the employer, and it bears all responsibility related to the employment of the employee, including the proper way of documenting his legal work and stay in Poland.

Worker is to be provided with work clothing. In most cases, it is the obligation of the employer. If the employer and the employment agency have a personal agreement this task may also be carried out by the employment agency.

Providing housing to the employee is very important and significantly affects the job offer. In most cases, the employment agency is to provide accommodation, unless the employer has the option for the employees.

The cost of living is part of the employee’s salary. The employee bears the cost of living directly, for example, by paying the monthly rent or the equivalent part of the salary is kept.

The employment agency is obliged to provide the employees with transportation to the work site.

The service can be provided, for example, by a company car of the employer, by public transport, or even by a car provided to temporary employees by the employment agency.

Yes, and in addition at any time during the contract, provided that it is the will of the temporary employee and the employer. The employment agency does not charge any additional fees for this. Very often, the employer hires temporary employees directly after the termination of the contract for temporary work with this employee.

Yes, in justified cases.

The responsibilities of the outsourcing service customer are less than responsibilities of the employer. The outsourcing customer is not to draw up an employee attendance list, monitor their work or assign the tasks for the employees. These actions are the duty for the employment agency.

No, these actions are usually carried out by the employment agency.

The employment agency shall receive remuneration for the actions performed, for example, for packing a certain number of products, or for picking a certain weight of vegetables.

Yes, because the employment agency is responsible for the work carried out.

No, if possible, the employment agency may provide outsourcing services in another place, e.g. in a hall rented for this purpose.

Yes, of course.

No, the employment agency provides work clothes to its employees.

It depends on the agreement between the employment agency and the Employer. In many cases, the employment agency uses its own tools.

In the case of temporary work, the employer can refuse employees at anytime, in the case of outsourcing, these terms are longer and are individually agreed between the parties of the contract.