🇩🇪Germany

Verstoß gegen Gleichbehandlung und Entgeltgleichheit (AÜG § 8)

2 verified sources

Definition

Temporary workers are entitled to equal treatment regarding pay, working hours, overtime, and other conditions compared to permanent employees. After 15 months with the same user company, workers must receive the same hourly rate as permanent employees in the same role. Violations discovered during audits or worker complaints trigger back-pay claims (typically 3–5 months of underpayment) plus fines up to €500,000 for the agency or hirer.

Key Findings

  • Financial Impact: 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.
  • Frequency: Per worker reaching 15-month threshold without pay adjustment; discovered during audits, worker grievances, or union inspections.
  • Root Cause: Manual tracking of assignment duration vs. pay status; no automated flag at 15-month milestone; inconsistent compensation across temporary and permanent payroll systems.

Why This Matters

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

Affected Stakeholders

Payroll Managers, HR Compensation Teams, ACA Compliance Officers, User Company Finance

Deep Analysis (Premium)

Financial Impact

Financial data and detailed analysis available with full access. Unlock to see exact figures, evidence sources, and actionable insights.

Unlock to reveal

Current Workarounds

Financial data and detailed analysis available with full access. Unlock to see exact figures, evidence sources, and actionable insights.

Unlock to reveal

Get Solutions for This Problem

Full report with actionable solutions

$99$39
  • Solutions for this specific pain
  • Solutions for all 15 industry pains
  • Where to find first clients
  • Pricing & launch costs
Get Solutions Report

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).

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

€30,000 per unreported cross-border/virtual assignment. For a company with 10–20 remote foreign contractors: €300,000–€600,000 penalty 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).

Request Deep Analysis

🇩🇪 Be first to access this market's intelligence