🇩🇪Germany

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

2 verified sources

Definition

Prior to assignment, the temporary work agency and user company must expressly designate the assignment as temporary agency work in writing and provide the worker's personal details. If the worker is not informed of their temporary status and the agency's permit, an employment relationship is deemed created unless the worker formally objects within one month. This breach carries fines up to €500,000 for the hirer or agency.

Key Findings

  • Financial Impact: €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.
  • Frequency: Per worker not properly notified before assignment; discovered during labor audits or worker complaints.
  • Root Cause: Manual disclosure workflows; missing or lost notification documents; delays in posting notices; no centralized ACA compliance audit trail.

Why This Matters

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

Affected Stakeholders

ACA Compliance Managers, HR Onboarding Specialists, User Company HR Contacts, Temporary Work Agencies

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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.

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.

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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