What does temporary staffing really cost? Hourly rates and add-on costs in 2026

When companies compare quotes from staffing providers, the eye goes to one number first. The cost per hour often decides who makes the shortlist at all, long before the first conversation. In temporary staffing that number does say something, but only if you know what sits inside it. An hourly rate is not a wage. It carries the worker's wage, the employer contributions to social insurance, the collective agreement of the sector, vacation and continued pay, plus placement, support, administration and the risk of an absence. Anyone comparing headline rates alone is comparing fragments. This article works through what a rate contains, why a low rate can end up more expensive, and what our guide rates cover.

The largest block in the rate is the wage, and the wage is bound by law and by collective agreement. The statutory minimum wage has been €13.90 gross per hour since January 1, 2026, and it rises to €14.60 on January 1, 2027. In temporary staffing an additional sector agreement applies on top, and it sits higher. Since January 2026 a single collective framework from DGB and GVP has been in force; it replaced the earlier frameworks of iGZ and BAP. The lowest pay grade started at €14.96 on January 1, 2026 and keeps rising in stages until April 2027. On top of that wage come the employer contributions to social insurance, in 2026 roughly 20 to 21.5 percent depending on the health insurer surcharge, plus levies as well as vacation, public holidays and continued pay.

Up to this point every provider calculates in much the same way. The difference shows up in the items that are missing from the headline rate. Where do the workers live, and who pays for the accommodation? Who carries the vehicle and the trips between accommodation and plant? What does overtime cost when a shift runs long? Who provides a replacement in case of absence, and from when? A rate that leaves these questions open looks cheap in the quote and turns expensive in the invoice. So do not compare headline rate against headline rate, but the full cost of a filled workstation across the planned period. Ask staffing providers about prices for surcharges, travel, accommodation and absence before you sign.

On the cost per hour for temporary staffing we name guide rates instead of hiding them behind an inquiry. Semi-skilled workers and production helpers, licensed forklift drivers included, sit at €22.50 net per hour. Skilled helpers for assembly and metalwork start at €26.90 net, certified welders at €31.00 net. These are indicative rates; the binding rate is set in the quote after the requirement analysis, depending on qualification, duration and model. All inclusive as per quote are accommodation, vehicle and transport costs as well as overtime without surcharges. One point matters for the classification: in staff leasing, legally temporary staffing (German AÜG, Arbeitnehmerüberlassung), a licensed partner company is the lender and employer of the workers and carries the employer obligations. Minimum wage, collective pay, social insurance and payroll tax run through that company. Arbeitina acts as intermediary and coordinator, and your company remains the client site with the duties that arise there. How the process runs is described on our page on temporary staffing and staff leasing.

One cost factor appears in no quote: the time without staff. An unfilled shift costs contribution margin and delivery reliability, sometimes the follow-up order. Availability therefore belongs in every calculation. Workers from Eastern Europe are usually on site within 7 to 10 days, complete teams included. Set the headline rate against the weeks you would otherwise keep searching. Training-in works in a similar way. Whoever gets staff with matching practice pays a higher rate and saves ramp-up time. Whoever saves on the rate and picks the qualification too tight pays the difference at the machine, in scrap and rework. Which qualification your assignment really needs is something we clarify beforehand in the requirement analysis.

What is included in the hourly rate for temporary staffing? Included are the worker's wage together with the employer contributions to social insurance, the collective agreement of the sector, vacation and continued pay, as well as placement, ongoing support and administration. With us, accommodation, vehicle and transport costs and overtime without surcharges are added as per quote. Not included are the things your company provides anyway: workstation, tools, material and the briefing on site. The agreed costs are fixed in writing before the assignment begins, and there are no hidden surcharges. Further answers on terms and invoicing are on our FAQ page.

Why is a low hourly rate often the more expensive solution? Because the rate is only one part of the calculation. If accommodation, transport or overtime are missing from the price, they show up later as separate line items. If the qualification is picked too tight, you pay the difference in scrap and rework. If the position stays open for four weeks, even the cheapest rate does not help. So compare quotes along four questions. What is included in the rate? What qualification stands behind it? How quickly is the position filled? And what happens in case of absence? A replacement in case of absence is governed by the agreement with the partner company; we coordinate the change, including during a running assignment.

How do you get to a binding rate for your assignment? Through a short requirement analysis. Describe the assignment, the number of workers and the period, plus shift model, qualification and location. You receive an honest assessment of the net cost per hour and of the model that holds up commercially and contractually. If temporary staffing is not the right answer for your case, we say so openly. The legal assessment in the individual case remains with your company. An informal message via our contact page is enough to start.