Working Through an Agency: How Temporary Assignment Works

In practice, this means that the employee signs an employment contract with a staffing agency but performs their work directly for a company that needs workers. The agency handles administration, the employment contract, and salary payments, while the employee works at the client company’s site.

Temporary assignment is when a staffing agency assigns an employee to another company—the so-called user (or client) employer—for a specific period of time.

This type of arrangement is typical for:

• manufacturing jobs
• warehouse and logistics roles
• seasonal work
• short-term projects

It is important to note that the employee is not employed by the company where they work, but by the staffing agency. The agency must hold a valid license issued by the Ministry of Labour and Social Affairs of the Czech Republic.

Agency employment involves a triangular relationship between three parties:

The Labour Code protects agency workers in the same way as direct employees. This means agency workers must receive at least the same working conditions as comparable in-house employees, including:

• equal or comparable pay
• working hours and breaks
• workplace safety (OHS)
• entitlement to paid leave
• equal treatment in the workplace

Employees must not be disadvantaged because they are employed through an agency.

The staffing agency is the official employer and must fulfill all obligations arising from the employment relationship.

Key responsibilities include:

• concluding an employment contract with the employee
• arranging a pre-employment medical check
• providing occupational health and safety (OHS) training
• registering the employee for social security and health insurance
• handling all employment-related administration

The agency is also responsible for communication with the employee and resolving any work-related issues.

The employee’s salary is always paid by the staffing agency, not by the company where the work is performed.

The agency ensures:

• payroll processing
• timely salary payments
• payslips
• statutory social security and health insurance contributions

If the employee has wage deductions or participates in supplementary pension savings, the agency also handles this administration.

During and after employment, the agency must provide the employee with all necessary documents. These may be required, for example, when applying for a loan, mortgage, or dealing with public authorities.

These include:

• employment contract
• payslips
• income confirmation
• employment record (upon termination)