Temporary work. Stability requires flexibility. Companies can only keep their services consistent if they have the staff to compensate for high workloads or illness within their ranks.

If there is a frequent need for temporary workers or contractors, it is well worth cultivating a suitable network of contacts with defined processes and framework agreements. Concepts such as this are generally developed and rolled out by purchasing or HR departments. This enables a quick, professional response to imminent staff shortages caused by an increased workload or the loss of personnel.
Companies that only use staff leasing very occasionally or in individual cases should seek advice from a specialist staff leasing company, which can then provide them with active support during the temporary deployment.

Temporary workers generally do best when they feel that they are an integrated member of a team or division. Companies should therefore treat temporary workers in the same way as permanent workers that they hope will commit to the company for the long term. Frequently, temporary positions can become permanent ones if both sides are satisfied and feel valued.

Staff leasing is a triangular relationship. It involves the staff leasing company as the legal employer, the hiring company where the employee's deployment will take place, and the employee themselves – also known as the temporary worker or contractor. The staff leasing company concludes an employment contract with the temporary worker and pays their wages. The hiring company concludes a staff leasing contract with the staff leasing company, governing how much the hiring company will pay the staff leasing company for the temporary staff provided.