Temping and secondment differ in the way flexible work is completed. Temporary employment involves an agency clause. This means that the employment contract ends automatically the moment the client terminates the assignment. The maximum agency period is 26 weeks.

Keep in mind that both the employer and candidate have no notice period with a temporary employment contract. We have temporary assignments for short periods with the prospect of extension. In secondment, you are "loaned" to an organization for a longer period of time, but are employed by us.

You are entitled to a fair wage that is at least the legal minimum wage, timely payment and the same working conditions as permanent employees. You are also entitled to a safe working environment and are eligible for maternity leave and continued pay. Note that this varies by law, employment and collective bargaining agreement.

If temporary assignments are not available, it may mean that there are temporarily no suitable vacancies for which you can be considered. In such a situation, we will do our best to find interim assignments that match your experience and skills.

We will continue to actively search for opportunities and notify you as soon as new opportunities become available.

In general, temporary workers are entitled to continued payment of a percentage of their wages 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 way possible.

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