🇩🇪Germany

Grenzüberschreitende Leiharbeit und EoR-Modelle – AÜG-Ausnahmeregelung (AÜG § 1 Abs. 3; BA-Richtlinie 2025)

2 verified sources

Definition

New BA (Bundesagentur für Arbeit) guidelines clarify that remote work and virtual assignments are NOT exempt from German AÜG if the worker receives instructions from the German host company. Foreign EoR providers typically lack German temporary employment permits. If a German company uses an EoR model for virtual workers, it may face fines of €30,000 per violation for each worker without proper license verification.

Key Findings

  • Financial Impact: €30,000 per unreported cross-border/virtual assignment. For a company with 10–20 remote foreign contractors: €300,000–€600,000 penalty exposure.
  • Frequency: Per cross-border or virtual worker assignment; discovered during Federal Employment Agency (BA) spot checks or whistleblower complaints.
  • Root Cause: Misunderstanding of remote work exemption; failure to classify virtual assignments as temporary agency work; EoR providers not verified for German AÜG compliance.

Why This Matters

This pain point represents a significant opportunity for B2B solutions targeting Temporary Help Services.

Affected Stakeholders

International HR Teams, ACA Compliance Managers, Finance/Procurement (EoR vendor selection), Legal/Compliance (cross-border staffing)

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Financial Impact

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Methodology & Sources

Data collected via OSINT from regulatory filings, industry audits, and verified case studies.

Evidence Sources:

Related Business Risks

Überschreitung der Maximalbeschäftigungsdauer (AÜG § 1 Abs. 1b)

€30,000 per violation (standard); €500,000 per aggravated violation (equal pay, permit misuse). Estimated industry impact: 2–5 violations/year per mid-sized agency = €60,000–€2,500,000 annual exposure.

Verstoß gegen Informationspflichten für Leiharbeitnehmer (AÜG § 1 Abs. 1c)

€500,000 per notification violation (if not remedied within one-month grace period). Estimated impact: 1–3 unnotified assignments/year = €500,000–€1,500,000 annual penalty exposure per agency.

Fehlende Dokumentation und Nachweisbarkeit bei Betriebsprüfungen (AÜG § 1 Abs. 2)

€10,000–€50,000 per audit finding (estimated 2–5 findings per Betriebsprüfung); multiply by audit frequency (every 3–7 years for mid-sized agencies). Estimated: €5,000–€25,000/year in audit-driven fines plus defense costs (€5,000–€15,000 in legal/consulting fees).

Verstoß gegen Gleichbehandlung und Entgeltgleichheit (AÜG § 8)

Estimated back-pay: €2,000–€8,000 per worker (3–5 months × hourly difference). Plus statutory fine: €30,000–€500,000. For 5–10 workers: €110,000–€4,080,000 total exposure.

Unzulässige Vorkontingente und Verstoß gegen Einsatzverbote (AÜG § 1 Abs. 3, § 14 AÜG)

€500,000 per precautionary permit violation (if undisclosed or misused); €500,000 per strike-replacement assignment. Estimated: 1–2 violations per year = €500,000–€1,000,000 annual exposure.

Verwaltungsoverhead durch manuelle Rechnungskontrolle und Arbeitsrecht-Compliance

Estimated 15–25 FTE hours/week per 100-client agency (or €15K–€35K/month in overhead). Sector-wide: 47,000 agencies × avg. 0.3 FTE dedicated to compliance = ~14,100 FTE × €50K/year = €705M annual overhead (conservative estimate: 15–20% of this = €105–140M due to manual controls).

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