Temporary employment and secondment differ in how flexible work is filled. Broadcasting involves an employment clause. This means that the employment contract ends automatically when the client terminates the assignment. The maximum broadcasting period is 26 weeks.

Please note that both the employer and candidate have no notice period in the event of an employment agreement. We have temporary jobs for short periods with the prospect of extension. In the case of secondment, you are “loaned” to an organization for a longer period of time, but you are employed by us.

You are entitled to a fair wage that is at least the legal minimum wage, timely payment and the same employment conditions as permanent employees. In addition, you are entitled to a safe working environment and are eligible for maternity leave and continued payment. Please note that this varies by legislation, employment and collective agreement.

If no temporary jobs are available, it may mean that there are temporarily no suitable vacancies for which you are eligible. In such a situation, we do our best to find interim jobs that match your experience and skills.

We will continue to actively look for opportunities and will notify you as soon as new opportunities are available.

In general, temporary workers are entitled to continued payment of a percentage of their salary during illness. The specific percentage and duration vary by situation.

We are your sparring partner and negotiate with the client on your behalf to achieve a favorable offer. It is important to communicate openly and clearly about your expectations so that we can represent you in the best possible way.

The client determines the final offer, but our team is committed to reaching an agreement that meets your needs.