---
type: Guide
title: "Temporary agency work: AÜG, authorisation and responsibilities"
description: "Who remains the employer, what is the client’s role and which documents need checking? This guide explains key concepts of German temporary agency work and links to official sources."
resource: https://eastpowergmbh.de/en/ratgeber/arbeitnehmerueberlassung-aueg/
status: draft
generated: { by: codex/editorial-build, at: "2026-10-14T12:00:00+02:00" }
sources:
  - resource: ../references/legacy-source.md
    title: Supplied legacy German website
  - resource: ../references/owner-identity.md
    title: Owner-declared entity identity
---

# Temporary agency work: AÜG, authorisation and responsibilities

Who remains the employer, what is the client’s role and which documents need checking? This guide explains key concepts of German temporary agency work and links to official sources.

## Agency and client

The agency employs the assigned workers. The client uses their work within its operation. Section 1 AÜG describes integration into the client’s organisation and its instructions. The worker’s employment contract and the agreement between the companies are different relationships.

## Authorisation and the correct legal entity

Authorisation is generally required, with statutory exceptions. The Federal Employment Agency handles the authorisation process. Identify the entity acting as agency and the current evidence corresponding to it before commissioning. The company documentation page links the published East Power Sp. z o.o. certificate; this guide does not constitute a current authority check.

## Maximum assignment duration: assess the case

Section 1 AÜG addresses maximum assignment duration and the treatment of previous assignments, alongside provisions for variations. Planning therefore needs the individual worker, client, previous assignments and applicable rules. No blanket promise for any requested duration follows.

## Equal pay and equal treatment

Section 8 AÜG addresses equal treatment including pay and conditions for collective-agreement variations. The applicable arrangement needs professional assessment for the actual assignment. A customer price does not answer that question: assignment billing and worker pay are different amounts.

## A1 concerns social security

Cross-border work can also raise the issue of evidence of applicable social-security legislation. A1 serves that purpose in relevant cases. Requirements and the competent institution depend on the case. The documentation page treats A1 and agency-work authorisation separately.

## What to clarify before an agreement

Identify the entity, site, tasks and proposed period. Clarify required evidence, responsibilities and applicable conditions with the responsible professionals. This guide is an introduction based on the linked sources, not a final assessment of an assignment. Editorial source review: 15 October 2026.

- [AÜG § 1](https://www.gesetze-im-internet.de/a_g/__1.html)
- [AÜG § 8](https://www.gesetze-im-internet.de/a_g/__8.html)
- [Bundesagentur für Arbeit — Arbeitnehmerüberlassung](https://www.arbeitsagentur.de/unternehmen/personalfragen/pflichten-arbeitgeber/arbeitnehmerueberlassung)
- [Deutsche Rentenversicherung — A1](https://www.deutsche-rentenversicherung.de/SharedDocs/FAQ/a1_bescheinigung/a1_bescheinigung_faq_liste.html)
## Related concepts

- [Temporary staffing for your business](leistungen--zeitarbeit.md)
- [Temporary staffing and recruitment](ratgeber--zeitarbeit-personalvermittlung.md)
- [East Power Sp. z o.o. authorisation and registration](rechtliches.md)
- [What does staffing from Poland and Eastern Europe cost?](ratgeber--personalkosten.md)