Contracts for work: defined results instead of borrowed hours
With a contract for work (Werkvertrag) you order a result: a work package, a quantity, a finished section. Our teams organize themselves, and you pay a lump sum or by milestone. That lets you hand over entire work packages without managing additional staff.
What defines a contract for work
Three characteristics draw a clean line between a contract for work and temporary staffing:
- The contractor works independently and organizes the crew itself
- No instructions from your company; what is owed is the agreed result
- Payment as a lump sum or by milestone rather than by the hour
Hand over entire work packages
Pre-assembly, packaging line, sorting plant or a section of scaffolding: you define the package, we supply the established team including its own supervision. Quality and deadlines are set out in the contract for work. If the work step should no longer run inside your company at all, outsourcing to Eastern Europe is the right route: there the work stays with us and you receive the finished result.
Cleanly separated, cleanly documented
We design every model so that it is clearly separated from bogus self-employment and disguised labor leasing, and we turn down anything we cannot separate cleanly. The legal assessment in the individual case remains with your company. The contracts govern scope, payment terms, liability and occupational safety.
Also with teams from Vietnam and Asia
Workers from third countries are deployed through service and subcontracting models, not through temporary staffing. That is exactly why the contract for work is the right framework for teams from Vietnam and Asia: a defined work package, a self-directed team, a clear separation. Recruitment runs through partner structures on the ground; the employer remains the partner company in the country of origin, and we bring company and team together.
Or would a different model fit better?
Law, cost, process.
Why are workers from Eastern Europe more affordable?
More affordable does not mean lower quality: lower living costs in the countries of origin allow a different calculation, while pay stays fair and contractually fixed in line with the German minimum wage and collective agreements.
What is included in the hourly rate?
All inclusive as per quote: accommodation, vehicle and transport costs as well as overtime without surcharges, plus placement, ongoing support and administration. The agreed costs are fixed in writing before the assignment starts, and there are no hidden extras.
Is the German minimum wage observed?
Yes. Wages are contractually defined, and German labor law and collective standards apply to the employment relationship. Wage dumping is not compatible with our model.
Are the workers legally employed?
Yes. Every assignment requires either EU citizenship or valid residence and work permits. For workers from third countries, the partner company in the country of origin is responsible for the work permits, and the client site verifies legal eligibility to work. Registration, social insurance and payroll tax are handled properly.
How quickly are workers ready to start?
EU candidates often within a few days, complete teams usually in 7 to 10 days. That window does not apply to third countries such as Vietnam, the Philippines, India or Central Asia: there, recruitment runs through our partner structures on the ground and takes several months until the assignment starts.
Let us talk about your staffing needs.
Outline your plan and we will recommend the model that holds up commercially and contractually.