Temporary Work Agency
Temporary foreign workers.
We employ workers on our own contracts and assign them to work at your site. We run recruitment, HR, payroll, social security and legalisation of foreign nationals, and you settle the hours actually worked. Crew size scales up and down with your orders.
- Temporary staff from Poland and from abroad
- Full HR and payroll handling on our side
- Hourly billing – one consolidated invoice
- Residence and work legalisation included
- Model
- Temporary agency work
- Ramp-up
- From 5–10 business days
- Limit per client
- 18 mo. / 36 mo.
- Billing
- Hourly rate
- HR and social security
- On the agency
What temporary agency work actually is
Temporary agency work is a three-party employment model. The worker holds a contract with the agency but performs the work for and under the direction of the user employer – your company. It is governed by the Polish act on the employment of temporary workers, and the agency must hold an entry in the National Register of Employment Agencies.
Legal employer
The agency: contract, wages, contributions, personnel files, medicals and employment certificates.
Actual direction
Your company: shift planning, instructions, health and safety and working-time records.
Flexible scale
Headcount and hours matched to orders, season and production plan.
Who this service is for
Manufacturing with seasonal peaks
You need 20, 50 or 200 extra hands for a quarter – not permanent roles you cannot sustain off-season.
Logistics and warehousing
Peak season, stocktaking, a new site launch – shift coverage changes from week to week.
Companies trialling candidates
You want to see a person perform on the job before deciding on direct employment, without dismissal risk.
Companies with a lean HR team
You do not want to scale HR and payroll for dozens of extra people and foreign-national paperwork.
What exactly we do
We take over the entire employment layer – from sourcing candidates to the monthly settlement of hours and audit-ready documentation.
Recruitment and screening
We source candidates in Poland and abroad, verify experience, references and readiness for shift work.
Contracts and assignments
Temporary employment contracts on our side, assignment letters to the user employer and full start-up documentation.
HR and payroll
Payrolls, social security, tax, leave, sick notes, pension scheme and settlements – all on us, with one statement for you.
Legalisation of foreign nationals
Type A permits, national D visas, residence cards and renewals, with a deadline calendar and reminders.
Time records and reporting
Hours, absences and turnover tracked, weekly report and an end-of-period statement for invoicing.
Accommodation and transport
Housing, shift transport, coordinator support and first-days onboarding for workers arriving from abroad.
Three parties and how responsibility is split
Most misunderstandings in temporary work come from an unclear split of duties. Here is what belongs to each party in practice.
Temporary work agency
The legal employer. Signs the contract with the worker, pays wages, remits contributions and taxes, keeps personnel files, arranges medical checks and issues employment certificates.
User employer
Your company. Organises and directs the work, provides health and safety, workwear and protective equipment, keeps working-time records and informs the agency about pay conditions for the position.
Temporary worker
Performs the work stated in the assignment, on conditions no less favourable than your own staff in comparable roles. All HR matters are handled with the agency.
What the user employer gains
Temporary work pays off wherever demand for people changes faster than you can run your own recruitment and HR procedures.
Variable cost instead of fixed
You pay for hours worked. A drop in orders means a smaller crew, not costly redundancies and severance.
Fast ramp-up
First people on shift within 5–10 business days when candidates are available in Poland – no waiting on your own hiring cycle.
No HR workload on your side
Contracts, payrolls, social security, leave and sick notes stay with us. Your HR team does not grow with seasonal headcount.
Risk-free trial period
You see the person at real work and only then decide on a move to direct employment.
Continuity of coverage
Cover for absences and replacements is part of the service, so the line does not stop because someone is off.
Audit-ready compliance
Personnel and legalisation documentation kept to Labour Inspectorate and Border Guard standards, available on demand.
How we launch and run the crew
The model is the same for five people and for two hundred – only the recruitment scale and the length of the paperwork stage change.
Needs analysis
We agree positions, headcount, shift system, the rates applicable in your plant and health and safety requirements.
Contract and terms
We sign the temporary work services agreement defining each party's duties and the billing model.
Recruitment and screening
We build the candidate pool, verify experience and present the crew for your approval.
Paperwork and medicals
Contracts, medical examinations, initial safety training and legalisation documents for foreign nationals.
First shift
Assignment letter, on-the-job instruction on your side and a first week supervised by our coordinator.
Ongoing service
Time records, cover for absences, replacements, weekly report and a monthly consolidated invoice.
How long it takes and what the statutory limits are
Temporary work has firm statutory time frames. Knowing them lets you plan when part of the crew moves to direct employment.
5–10 days
Ramp-up with candidates available in Poland
8–16 weeks
International recruitment with full legalisation
18 / 36
Months with one user employer within a 36-month period
The 18-month limit counts jointly, no matter how many agencies assigned the same person to your company. We keep that counter and warn you before it runs out.
What the service costs
We bill for hours worked. The rate is agreed before the start and does not change without your consent – no extra charges for correspondence, HR changes or dealing with public offices.
Included in the hourly rate
The worker's pay, employer social contributions, HR and payroll handling, medicals and initial safety training, coordinator support and the agency margin.
Billed separately
Accommodation, shift transport and legalisation costs for foreign workers – always shown as separate lines in the quote.
Alternative model
A multiplier on the worker's base rate – convenient when in-plant rates change during the year.
Invoice and documents
One consolidated monthly invoice with an hourly annex per worker and an absence summary.
What stays with your company
Even with full agency handling, some duties follow directly from the statute and remain with the user employer. We remind you about them and provide ready templates.
Pay conditions
You provide the rates and allowances that apply to comparable positions – the basis for the equal treatment principle.
Health, safety and PPE
Workwear, personal protective equipment, preventive drinks and on-the-job instruction remain with the user employer.
Working-time records
You keep the hours of temporary workers and pass them for settlement in the agreed cycle.
Occupational risk assessment
Information on workstation risk and required qualifications reaches the agency before the worker is assigned.
Directing the work
Instructions, shift planning and supervision of task delivery belong to your company – exactly as with your own staff.
Raising issues
Performance issues go to the coordinator; replacements are handled without any dismissal procedure on your side.
Foreign workers under the agency model
Most of our crews come from Asian markets. The worker stays on our contract while we handle the full legalisation file, accommodation and onboarding.
The Philippines
Manufacturing, logistics and processing – candidates used to shift work.
India
Technical staff, welders and machine operators with documented qualifications.
Nepal
Manual workers with low turnover who settle well into team work.
Bangladesh
Light industry, warehousing and food processing.
Sri Lanka
NVQ certificates, construction and manufacturing.
Indonesia
Manufacturing, HoReCa and logistics – qualifications verified upfront.
The full document path is described in our residence and work legalisation service. If you are looking for individual specialists outside the temporary model, see one-off recruitment.
Sectors and roles we staff most often
Temporary work fits where readiness for shift work, repeatable tasks and fast onboarding matter most.
Manufacturing and industry
Machine operators, assemblers, packers, quality control, maintenance.
Logistics and warehousing
Warehouse staff, forklift operators, order picking, sorting hubs.
Construction
Helpers, steel fixers, carpenters, structural fitters, certified welders.
Food processing
Production lines, cutting, packing, cold store and freezer work.
HoReCa and cleaning
Kitchen support, hotel service, cleaning crews, housekeeping.
Agriculture and horticulture
Seasonal work, harvesting, sorting plants, greenhouses and processing sites.
Risks we eliminate upfront
Labour inspections of temporary work focus on four areas. We verify each of them before the first person is assigned.
Exceeding the 18-month limit
After 18 months with the same user employer within 36 months, further assignment of the same person is not allowed. We keep the counter and flag the approaching limit in advance.
Breaching equal treatment
A rate below your own staff in a comparable role is the most common finding in labour inspections. We verify this when terms are set.
Work barred to temporary staff
Particularly hazardous work cannot be assigned, nor can a temporary worker replace someone on strike or a person dismissed for reasons not attributable to employees within the last 3 months in that role.
Agency without a KRAZ entry
Providing temporary work without an entry in the employment agency register is illegal and exposes the client too. We share our certificate number with the contract.
What we guarantee
Replacement at no recruitment cost
If a worker does not fit within the agreed period, we assign a new candidate without an extra recruitment fee.
One coordinator
The same person owns crew coverage, time records and contact with your supervisor – no handovers between departments.
Weekly report
Attendance, absences, turnover and planned coverage for the coming week in one statement.
Audit-ready documentation
Personnel files, legalisation documents and training confirmations prepared to Labour Inspectorate and Border Guard standards.
Photos from temporary staffing projects
Plants and shifts staffed with temporary workers placed by Primework Group.
Frequently asked questions about temporary work
How is temporary agency work different from direct employment?
In temporary agency work the employee is employed by the agency but performs the work for and under the direction of the user employer – your company. The agency handles contracts, HR, payroll, social security and documentation, while you organise and supervise the work on site. With direct employment all of those duties stay with your company.
How long can we use the same temporary worker?
Polish law on the employment of temporary workers limits assignments to one user employer to 18 months within any 36-month period. The limit applies jointly, regardless of how many agencies assigned the same person. We track this counter and warn you in advance when a transition to direct employment needs to be planned.
Who pays wages and social contributions?
The agency pays the salary as the legal employer and remits social security contributions and income tax advances. You receive a single consolidated invoice for hours worked with a detailed breakdown. You keep no personnel files, payrolls or settlements for these people.
Must a temporary worker earn the same as our own staff?
Yes. The equal treatment principle requires that pay and working conditions of a temporary worker are no less favourable than those of the user employer's own staff in the same or a comparable position. That is why we ask for the rates and allowances applicable in your plant before the assignment starts.
What duties stay with our company?
The user employer provides safe working conditions, workwear and personal protective equipment, keeps working-time records for these people, directs the work and delivers on-the-job instruction. It also provides the agency with information on pay conditions and occupational risk at the workstation.
How fast can the service start?
With candidates already available in Poland the first people can join a shift within 5–10 business days of signing the contract. International recruitment with full legalisation takes 8–16 weeks depending on the country and consulate workload. The schedule is agreed before the start and progress is reported weekly.
Do you employ foreign nationals under this model?
Yes, that is our core specialisation. We handle type A work permits, national D visas and residence cards, and the worker stays on our contract throughout. Documentation is kept so that it can be presented immediately during a Labour Inspectorate or Border Guard audit.
What if a worker is not a good fit?
Replacement happens without any dismissal procedure on your side – you flag the issue, we end the assignment and send a new candidate. The contract defines a period in which replacement carries no additional recruitment cost.
How is the service billed?
Most often as an hourly rate covering the worker's pay, contributions, HR and payroll handling and our margin – a predictable cost that scales with hours. Alternatively we bill using a multiplier on the base rate. You receive one invoice with an hourly annex per worker.
Do you provide accommodation and transport?
Yes. For workers coming from abroad we arrange housing, transport to shifts and onboarding during the first days. Those costs are shown separately in the quote so it is clear what sits inside the hourly rate and what is billed on top.
Are you a licensed agency?
Temporary agency work requires an entry in the National Register of Employment Agencies (KRAZ). We share our certificate number when signing the contract and it can be verified in the register kept by the regional marshal – worth checking with every provider you talk to.
We will size your crew.
We reply within 48 hours with an hourly rate, costs and a timeline for the first shift – no obligations and no upfront fees.