Employers, but also more and more employees, seek flexibility in how work is organised. Temping is combined with pay-rolling and contracting. In addition, ways are being sought to organise work without employment contracts, so-called ‘platform work’. The impact of both European and national rules on these forms of work results in a complex landscape of legislation governing the regulation and obligations of employers who use flexible workers.
Every employer encounters temporary workers, whether as a permanent part of business operations or as an occasional replacement of a sick employee. The legislature does not care about the reason for using flexible workers, or whether companies use temporary workers, payroll workers, on-call workers or the self-employed. All forms of flexible employment have their own special rules. A misstep may quickly have far-reaching consequences, due to the interacting civil-law, tax and social insurance law rules with regard to this special, but indispensable, group of workers.
HVG Law frequently advises on the use of flexible workers in large and small companies, both nationally and internationally – not only in terms of drawing up contracts or setting up an organisation or an employment process, but also with regard to all the obligations and risks that come into play once the contract with a flexible worker has been concluded.