Questions from purchasing.

Within one working day of your request, in writing, with price, contract form and start dates. The specific dates for your request are shown by the quick request on the home page – counted in working days, excluding weekends and public holidays in Germany and Lithuania.

In 5 to 10 working days after your confirmation of the offer – working day 0 is your confirmation, by working day 10 at the latest your team is with you, usually earlier. The offer itself you have one working day after your request. We need the time for profiles, your selection, employment contracts, A1 certificates, accommodation and travel. If we have tested people nearby, it can be faster.

No, none of them. We also send a single worker, take on short deployments – and there is no minimum number of hours: you pay only hours worked and signed off. The notice period is agreed individually in the contract; it is stated in the offer.

You call or write via WhatsApp. Within 3 working days a replacement is at your site – at no extra charge, with a profile in advance. We take the previous worker back. No written justification, no form. The details – for example what applies if we cannot keep the deadline in an individual case – are regulated in the contract.

Any time by phone. For extensions in temporary staffing we keep the maximum assignment period of 18 months in view and get in touch in good time.

Same rule as for “does not fit”: replacement within 3 working days, at no extra charge. You pay only hours worked and signed off by your foreman – no travel, no accommodation for people who have not worked.

Then we tell you before your confirmation, not afterwards. If a deadline cannot be met in an individual case, you hear it before you plan – with the date we can keep.

In temporary staffing you pay only hours worked; sick pay is our business. If someone is out for longer, we send a replacement – in 3 working days. Under a works contract illness is our risk: we still owe the result.

It is agreed individually in the staffing or works contract and depends on the agreed deployment length – short deployments, short periods. It is stated in every offer, not in the small print.

Then the notice period from the offer applies. We organise the return journey and deregistration. In case of short-time work or a drop in orders, talk to us – we discuss return, pause or a move to another customer.

One hourly rate per worker with everything in it: wages, social contributions, A1 certificate, accommodation, travel, workwear, site lead or contact, replacement if someone does not fit, our organisation. On top come only the supplements for night, Sunday and public-holiday work – at the rate you also pay your own people, agreed in advance, on the same invoice. No flat fees for accommodation, travel or administration. What the rate depends on: qualification, your comparable pay, deployment length, team size, region. We tell you the price for your deployment in the offer – within one working day. Under a works contract we bill by unit prices or lump sum.

One per month. With timesheets attached that your foreman has signed. No side invoices for accommodation, travel or administration.

Because for services of a company from another EU state to a German company, as a rule, the recipient owes the VAT (§ 13b UStG). You declare it in your advance return and – if entitled to input tax deduction – deduct it as input tax in the same step. An information sheet for your accounts department comes with the first invoice; please agree the booking with your tax adviser.

In temporary staffing you pay only hours worked; sick pay is our business. Under a works contract we owe the result – illness is our risk.

No. Accommodation is free of charge for the worker – no deduction from wages. For you it is included in the hourly rate; there is no separate item for it.

AÜG licence from the German Federal Employment Agency (valid until 23 May 2027) – the certificate naming your contracting partner is enclosed with every offer. With any provider, check that the company on the certificate is the same as on the contract – without a licence the contracts are void and the worker is deemed your employee.

Social security runs in Lithuania – proven by the A1 certificate of every worker. In temporary staffing wage tax is paid in Germany; under a works contract it follows the Germany–Lithuania double taxation agreement – this is stated in the offer. Proof of contribution and tax payments is available on request, at a fixed interval if you wish.

In temporary staffing the staffing provider is the employer; the workers follow your instructions within your shift plan. In a works contract the contractor remains the employer and its site supervisor leads the team; you accept the work. In recruitment, you become the employer. Who your contract partner is, is stated in the offer.

As hirer you are liable for the contributions of hired workers like a directly liable guarantor (§ 28e (2) SGB IV); as client under a works contract for the net minimum pay (§ 13 MiLoG, § 14 AEntG). It cannot be negotiated away – but it can be kept small: A1 certificate per worker, certificates of the Lithuanian social insurance and tax authority, contribution and wage proofs, timesheets signed by you. All under Legal & quality.

The Temporary Employment Act puts temporary workers on an equal footing with your permanent staff – the same essential working conditions, the same pay (§ 8 AÜG), in principle from day one. Only a temporary-work collective agreement applied by the provider may deviate on pay – as a rule for a maximum of nine months, up to 15 months with a sector supplement agreement (§ 8 (4) AÜG). Independently, the temporary-work wage floor (§ 3a AÜG) applies. Which basis applies to your deployment and whether the rate changes over time, we disclose before the contract is signed – it is in the offer. For that we ask for your own employees’ comparable pay before the offer.

The same worker may be deployed with the same hirer for a maximum of 18 consecutive months (§ 1 (1b) AÜG), unless a collective agreement in your sector provides otherwise. We track the deadlines and suggest alternatives in good time: transfer or change of worker. A works contract only comes into consideration if there is a definable scope of work under our management – not as a continuation of the same job.

Proof that the worker remains covered by Lithuanian social security during the deployment (EU Regulation 883/2004). We apply for it for every worker before the start; you receive a copy, the worker carries a printout. In customs inspections it is the first document requested.

Yes, for every hour worked in Germany – EUR 13.90 since 1 January 2026, EUR 14.60 from 1 January 2027 (decision of the Minimum Wage Commission of 27 June 2025). In temporary staffing the temporary-work wage floor (§ 3a AÜG) and equal treatment with your permanent staff apply in addition; in construction the obligations under the Posted Workers Act. We prove wage payment on request.

That depends on sector and contract form. Subject to notification are the sectors of § 2a SchwarzArbG – of our trades construction and warehousing/logistics; production and metalworking are not. Under a works contract the contractor registers the deployment itself. In temporary staffing by a provider based abroad, the notification is legally your task as hirer (§ 16 (3) MiLoG) – we supply all data, prepare the notification in the minimum-wage portal and remind you in time.

No – and nobody should offer you that. § 1b AÜG generally prohibits temporary staffing into construction businesses. On construction sites we work exclusively under works contracts: own team, own site lead, specification, acceptance, warranty.

Exemption certificate under § 48b EStG (otherwise you would have to withhold 15 percent construction withholding tax) and register extract – with the offer; the SOKA-BAU certificate on request. The A1 certificates for all workers you receive before work starts as copies, the subcontractor declaration on your template. Details under Legal & quality.

Through practice: instructions go through our site lead, the scope is defined, billing is by output, not by hours. Before work starts we go through this with your site management.

One profile per worker: qualification, work experience, certificates and operator licences as PDF, languages with level, availability. Plus our credentials from Legal & quality. In temporary staffing you decide who comes – nobody travels whom you have not seen. Under a works contract you receive the team’s credentials and the site lead’s name; the selection of individual workers is ours.

Yes. For the line, packing, final inspection, order picking and goods-in we present experienced semi-skilled workers. Machine and plant operators, licensed forklift drivers and trained specialists are shown separately in the profile. Describe the workstation in one sentence – we propose the right profile.

In three stages in Lithuania: technical interview with people from industry, document check (validity, range, references), work sample – driving test for forklift drivers, a scanner list for order pickers, measuring and assembly to instructions for production workers, assembly from drawings for fitters, weld test for welders. Anyone who fails is not presented.

The profile states the language level. From 4 workers a site lead works in the team who speaks German or English and the team’s language; he translates the safety briefing and is your foreman’s contact. For 1 to 3 workers we name a German- or English-speaking contact at our office who is reachable by phone, translates your safety briefing in writing beforehand and takes sick notes. The Randstad-ifo HR survey (Q2 2025) names language difficulties as the most common hurdle in recruiting foreign skilled workers – 83 percent of companies report it. That is our answer to it.

With a forklift licence, written authorisation by you and instruction on your equipment – as for your own staff (DGUV Regulation 68, DGUV Principle 308-001). Which equipment types the training covers is stated in the profile.

Occupational-medical examinations or suitability checks – for example G25 for driving and control tasks (forklift) or G41 for work with fall risk – we organise before arrival where your deployment requires them. In the worker’s profile we note that they have taken place (no findings). Tell us in your request which examinations your company prescribes.

You, before work starts – the law requires that of the hirer (§ 11 (6) AÜG, § 12 ArbSchG). The site lead translates; if you send us your documents in advance, the team goes through them before travelling. On request we supply a bilingual confirmation for your files.

Where your job requires it, yes – with process (135 MAG, 141 TIG, 111 MMA), material group, position and validity stated in the profile. The certificate remains valid only if it is confirmed every six months that the welder is working within the range – we take care of that during the deployment. On request the welder welds a test piece to your WPS on the first day.

Yes. We regulate the transfer in the staffing contract from the start. Many customers use the deployment as a trial period.

IZOTOP from Marijampolė, Lithuania. For six years we have provided staff for production, warehousing and logistics, assembly and construction; more than 1000 workers have found work through us in that time. Who your contract partner is, is stated in the offer.

Our workers are EU citizens: Lithuania is an EU member with full freedom of movement since 2011 – no work permit, no visa, no residence permit. Established posting procedure with A1. Strong industrial tradition. And around 1,300 km to the Ruhr area – a day’s drive by minibus; hence replacement in 3 working days instead of three weeks.

You can. Then you need a Lithuanian employer or a German permanent position with flat hunting, A1 or German social insurance, accommodation, travel, induction – and someone who has tested the people beforehand. That is our work. Yours is production.