temporary work assignments

The Advantage of Temporary Work Assignments

Temporary work is often viewed as a mere stepping stone to permanent positions. However, embracing temporary roles can offer significant advantages, including skill development, flexibility, and unique career opportunities. Here's a deeper look at the benefits of temporary work and why it might be the right choice for you.

The Advantages of Temporary Employment

Skill development:.

Temporary jobs often require you to adapt quickly to diverse work environments, allowing you to develop a broad range of skills in a short amount of time. This can include technical skills specific to an industry, as well as transferable skills like communication, problem-solving, and time management.

Flexibility:

One of the most significant benefits of temporary work is its flexibility. Whether it’s choosing assignments that fit your schedule or exploring different career paths without long-term commitments, temporary jobs can provide a work-life balance that is hard to achieve in permanent roles.

Networking Opportunities:

Working in various temporary roles exposes you to a wide network of professionals and industries. Each assignment is a chance to make new connections, increasing your visibility in the job market and opening doors to future opportunities.

Potential for Permanent Employment:

Many employers use temporary positions as a testing ground for future permanent hires. Excelling in a temporary role can often lead to a full-time offer, providing a smooth transition into long-term employment.

Reduced Job Search Stress:

Temporary work can ease the financial and emotional stress of job hunting. While you continue to look for a permanent position, temporary jobs provide income, build your resume, and enhance your employability.

Learning Industry Insights:

Temporary assignments can immerse you in various industries, giving you insider knowledge and a better understanding of where you might want to focus your career long-term.

How to Make the Most of Temporary Work

Be proactive:.

Approach each temporary job as a stepping stone towards your career goals. Take initiative, seek out responsibilities, and show eagerness to learn.

Update Your Resume Regularly:

Keep your resume updated with all the new skills and experiences gained from each assignment. Highlight your adaptability and broad skill set.

Maintain Relationships:

Develop good relationships with coworkers and supervisors in each job. They can be valuable references or may alert you to upcoming opportunities.

Stay Organized:

eep track of the skills you acquire and the achievements you attain in each role. This will be handy for future job applications and interviews.

Temporary work is not just a means to an end—it can be a valuable part of your career strategy. By embracing the flexibility, networking opportunities, and varied learning experiences it offers, you can significantly enhance your professional development and readiness for permanent opportunities. Remember, every job is a chance to grow, learn, and move one step closer to your ultimate career goals.

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How to Make the Most of Your Temporary Job Assignment

Temporary job assignments have become increasingly popular in recent years. They offer workers the flexibility to take on short-term projects or fill in for staff on leave, while also providing companies with the skilled workers they need to meet their business goals. However, temporary assignments can be challenging if you're not prepared for the experience. Here are some tips on how to make the most of your temporary job assignment:

1. Understand your role

One of the most important things you can do when starting a temporary job assignment is to understand your role. Make sure you know what is expected of you and what your responsibilities are. Talk to your supervisor and ask questions about the project or tasks you'll be working on. This will help you feel more confident and productive in your job.

2. Be proactive

Temporary assignments can be short, and you may not have a lot of time to get up to speed. Being proactive and taking the initiative to learn as much as possible about the company and the project you're working on can help you succeed. Attend company meetings and events, and ask your supervisor or colleagues for feedback on your work.

Even if your temporary job assignment is short-term, it's important to build relationships with your colleagues and supervisors. You never know who you might meet or how they might be able to help you in the future. Be friendly, ask questions, and show interest in the work that others are doing. Networking can also help you learn about potential job opportunities in the future.

4. Be adaptable

Temporary job assignments can be unpredictable, and you may need to be adaptable in your work. Be open to changes in your work schedule or job duties, and be willing to learn new skills if necessary. Being adaptable can help you stand out as a valuable employee and make a positive impression on your supervisor.

5. Focus on your goals

While your temporary job assignment may be short-term, it's important to stay focused on your long-term career goals. Think about how this job can help you develop new skills or gain experience that will be valuable in the future. Communicate your career goals to your supervisor and ask for feedback on how you can achieve them.

6. Stay positive

Temporary job assignments can be challenging, but it's important to stay positive and focused. Try to maintain a positive attitude, even when things get tough. This will help you stay motivated and productive, and it will also make a positive impression on your colleagues and supervisors.

In conclusion, temporary job assignments can be a great way to gain valuable experience, build your skills, and make important professional connections. By following these tips, you can make the most of your temporary job assignment and set yourself up for future success.

10 Tips for Successful Temporary Assignments

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Organizations use temporary assignments for a variety of reasons. These assignments are usually loosely controlled activities of convenience for the individual, the boss, the organization, the family, or all of the above. Sometimes temporary assignments are for a specific project, such as to serve on a transition or integration team during a merger or acquisition. Many of the most respected organizations use temporary assignments as a way to enhance the skills of an individual or to test the person in different ways prior to a promotion to a higher level. If a person is truly on a fast track and being seasoned by some temporary assignments, it is imperative that he or she be told this information. That will serve as a great source of motivation and fortitude to endure the hassles.

Temporary assignments can be delightful opportunities to pick up new knowledge and to shine in a different way that has more exposure than the status quo. As all businesses become more global, temporary assignments give rising executives a convenient way to become more sensitive to cultural differences. Not all temporary assignments involve relocation; they can be just a transient change in function.

In a merger or acquisition process, there are often numerous temporary assignments because, by definition, conditions are changing dramatically. It is important to have some people pulled out of the daily business decisions to focus on the integration effort. In the steady state, these design and policy-making positions will no longer exist, so during the transition there will be numerous people in temporary slots.

Note: I am not referring to “temporary” or “contract” jobs, which are often used by organizations to reduce costs due to lower benefit costs. I am focusing on permanently employed professionals who have a defined position but are given different duties for some short period of time, usually less than 2 years.

The science of making temporary assignments work well is rather eclectic, and the track record of success is spotty. This paper deals with some of the problems that can occur and several ideas that can help improve the probability of success.

• Poorly defined position – This often occurs when the reason for the temporary assignment is done for convenience. The person needs to be moved in order to eliminate some issue or to provide a slot for another individual. The assignment is drawn up hastily, often without much documentation of what this person will actually do. The focus is on getting the person moved quickly. The cure is to take the time to consider at least a partial list of duties that will be transferred with the individual. Make the assignment one that includes a real challenge, along with the authority to make professional decisions that help the organization.
• Inadequate facilities – Many temporary assignments require people to perform in ad hoc or formal project teams. Finding a central location with the proper facilities in which to do the work is a typical challenge. For some period of time, individuals will have to work out of hotel rooms or sparsely-equipped community gathering places. One obvious alternative is to rent fully equipped and furnished office space from a real estate vendor whose business is providing flexible and convenient housing for professionals on the move. Another potential source of facilities is the real estate listings. Often there are buildings that are being underutilized due to bankruptcies or other discontinuities. The owner may be happy to make some low cost office space available rather than have a location atrophy while waiting for a buyer.
• Inconvenient location – In most cases, people chose their domicile location to allow a reasonable balance of work function and lost time due to the daily commute. If a temporary assignment changes the pattern significantly, it can present a real hardship. Since, by definition, a temporary assignment has an end point, it is not likely the individual will go through a change of residence, and instead will choose to endure the hassle of a much longer commute. Often the need requires an individual to live in a different city and fly home on weekends for months on end. Sometimes it is possible to arrange temporary housing for the person in a convenient location to the job that allows the entire family to move in yet still maintain the original residence for the return path. This is a typical scenario for expatriates. The downside is that the vacant home needs to be made secure while unused, which can get expensive.
• Lack of Authority – Since the roles of a temporary assignment are transitory by definition, individuals often feel a lack of authority at a time when they are forced to assume greater responsibility. They can see all the work and the confusion of carving out a niche of credibility, but they have little formal purchasing power to make their decisions stick. If individuals do not like or are threatened by the changes represented by the person in a temporary assignment (which is often the case), then it is possible to make the assigned person miserable through any number of ploys. Some people will get cynical and drag their feet, others will take a passive aggressive attitude, still others will undermine the individual through rumor or other hostile means. All of these methods can be like a Chinese water torture for an executive who is already under immense pressure. The antidote here is to give decision rights to the individual on the assignment and back up this person’s decisions and actions publicly.
• Bad Personal Chemistry – An individual doing a temporary assignment is often entering a society with little knowledge of the people, customs, and culture. The reason for this person coming in may not have been well explained, and the individual is forced to establish new relationships from a position of distrust. That may get things off to a rocky start and require extra effort to achieve a good social balance. The antidote here is simple. The person arranging for a temporary assignment owes the person being moved a good introduction to the new group that includes an adequate rationale and an expectation of fair play.
• Sense of futility – A person in a temporary assignment can become depressed simply due to a lack of foundation. The work being performed is difficult and seemingly unappreciated. Not having daily interface with former peers at the central office gives one a lonely feeling of isolation. If the assignment is working on a merger transition team, there is the constant pressure of who will be the survivors on the ultimate team. Not being in close physical proximity to the top decision makers on a daily basis can lead to additional anxiety that the person might be overlooked. In this situation, top managers need to assure the individual that it is precisely due to this person’s worth to the organization that he or she was picked to help design the integration process. There will be a good job at the end of the ordeal. Actually, people on the integration team have a natural advantage because they help invent the structure and rules for the merged entity. It is the people left behind to run the ongoing business who have the greater jeopardy once the musical chairs game comes to an end.
• Burn out – When temporary assignments are for the purpose of designing details of a merger or acquisition, the technical detail and amount of work can be overwhelming. Transition teams are usually kept lean because, during the integration, both of the former businesses need to keep operating at top efficiency as well. There are just not enough resources to cover everything, so both the ongoing business resources and the integration team are forced to stretch to the limit. It is easier for the ongoing business to stretch because some people from lower levels can step up to temporary management positions to cover. For the transition team, life is more difficult. There are literally thousands of details to consider, and many mutual processes that need to be invented. The work is endless, critical, urgent, and highly emotional in nature. That, coupled with the individual living or working out of temporary housing, causes many people in these assignments to burn out, have health problems, or get fed up and leave. For this reason, senior managers need to provide some modicum of work-life balance or “R&R breaks.” One observation is that people on the edge of total burn out often do not realize their peril. One must consider the ongoing health and welfare of each person serving on a transition team.
• Guilt or sense of punishment – Some individuals will over-analyze the nature of a temporary move. They may feel a sense of failure; after all, other people were not moved out. They wonder if this is a signal from top management that there is a serious issue or some chemistry problem with the senior people. The individual may feel he or she is being punished for being too aggressive, outspoken, or some other interpersonal skill shortage. If there is a suspicion of this flavor in the body language, it will seriously undermine the motivation of the moved individual to do a good job. To prevent unwarranted worry, top managers need to be transparent and share the true reason for a temporary assignment. If there are issues, then the individual is due an explanation and a chance to mitigate the damage to his or her reputation before being moved out.
• Squishy Return Arrangements – It is common for a person on a temporary assignment to have no visibility to his or her return path. Will there be a good job at the end of the assignment? When will the assignment end? Was this little adventure good or bad for the person’s ultimate career? It can be a lonely and scary situation for a good performer to find him or herself in a remote site with little connection to the home office and no concrete way back home. A simple fix is to have frequent communications with the remote individual to assure him or her that the temporary service is appreciated and a return path is not going to be forgotten. It is easy for managers to get embroiled in the urgent matters of daily decisions and neglect individuals in remote areas who may be feeling insecure about their future.
• The pasture – Unfortunately, some groups use a series of temporary assignments to encourage an under-performing individual to leave the organization. The jobs have marginal value, yet keeping the person on organizational life support seems kinder than pulling the plug. People who are being led out to pasture are usually well aware of the intent. Many upper managers hope it will cause the person to quit and leave, unfortunately in a lot of cases it causes the person to quit and stay. Here again, the antidote is candor and transparency. Let the individual know the truth so he or she can make appropriate choices rather than guess.

These are just 10 of the common issues with temporary assignments and how upper management can reduce the stress and pain having to do with them. Properly managed, temporary assignments can be invigorating and helpful to both the individual and the organization. If done poorly or without care for the individual, they can be a real problem.

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Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is author of:  Trust in Transition: Navigating Organizational Change , The Trust Factor: Advanced Leadership for Professionals , Understanding E-Body Language: Building Trust Online , and Leading with Trust is Like Sailing Downwind . Bob had many years of experience as a senior executive with a Fortune 500 Company and with non-profit organizations. 

Bob Whipple is currently CEO of Leadergrow, Inc., an organization dedicated to growing leaders. For more information or to bring Bob in to speak at your next event, contact him by email, phone 585-392-7763, fill in the contact form on the Leadergrow Website, or BLOG.

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Top Benefits of Temporary Work

There are a number of great benefits for professionals to take on a short-term assignment.

There are a number of great benefits for professionals to take on a short-term assignment. Temporary job opportunities are a great way to fill gaps in your resume, build your network of connections, explore new professional opportunities, and put money in your pocket! You might also find your next full-time position with this strategic move.

Here are some of the top benefits of taking on a temporary assignment:

1. TEMPORARY WORK ALLOWS YOU TO EXPERIENCE A NEW POSITION OR INDUSTRY.

Are you thinking of making a career change? A temporary assignment offers you the unique opportunity to test out a career move before fully investing yourself and your time into a permanent position. If you’re committed to moving into a new industry or role, completing a temporary job assignment in a related field can help get your foot in the door. Companies look to hire candidates with similar industry experience because you can quickly make an impact once you join the team.

2. TEMPORARY WORK FILLS THE GAPS IN YOUR RESUME.

It often takes more than a month to find a permanent job opportunity. Temp work can help keep income coming in and fill in gaps on your resume as you search – providing additional experience in the process. It keeps you going, growing, and looking good to potential future employers. It’s also an opportunity to build valuable references for future positions.

If you’re early in your professional career, landing your dream role without a long CV can make it challenging to get your foot in the door. Taking on a temporary role not only provides networking and upskilling opportunities, but also helps build your professional portfolio and adds professional experiences to your resume.

3. TEMPORARY WORK HAS FLEXIBILITY AND BETTER WORK/LIFE BALANCE.

Temporary positions often allow you to manage your work-life balance better than permanent ones. In between assignments, you’re able to spend time on your “side-hustle”, whether that’s your family, your Etsy business, Uber, or anything else. Depending on the type of position, there also may be limits on overtime so your work hours don’t encroach your personal time, and you’d be eligible for overtime pay that you wouldn’t otherwise have in a salaried position.

4. TEMPORARY WORK ALLOWS YOU TO EXPAND YOUR SKILLSET.

Not every temp job will be perfectly aligned with your skillset, and actually, that’s what makes temp work such a great opportunity for you. Not only can you continue to sharpen some of your current skills, but you can also pick up skills that may be brand new to you and learn new platforms you wouldn’t otherwise have exposure to. Research shows that every 4-5 years your skills become half as valuable. And for technology, it’s even less. By learning new skills and keeping your existing expertise up-to-date, you become the top candidate for future roles and an expert industry best practices.

5. TEMPORARY WORK ALLOWS YOU TO BUILD YOUR NETWORK.

You never know who you will meet while working on a contract job, who they know, and where they can potentially make introductions. Working a contract position only helps to expand your professional network. An estimated 85% of jobs are filled through networking . In addition to meeting valuable contacts, you have an opportunity to gain recommendations on LinkedIn to help build your portfolio of skills.

6. TEMPORARY WORK COMES WITH A BUILT-IN SUPPORT SYSTEM.

Staffing companies, like our team at LHH, are here to help guide you through each assignment you take. Our recruiters are trained to work with you to ensure that you’re working on the right assignment, with the right company, for the right compensation. You’ll receive benefits and a steady income, in addition to professional career guidance from your recruiter, all at no expense to you.

If you’re ready to explore short-term opportunities, we’d love to talk! Take a look at our open temp roles or reach out to discuss your goals with one of our talent recruiters.

Short-Term Assignments: Key Considerations and Essential Information

By Tracy Langlois, CRP, GMS

Short-term work assignments have been steadily increasing over the years and certain factors like the pandemic have shined a light on vulnerabilities within numerous industries. For instance, the demand for travel nurses has never been higher, as certain staffing agencies need to fill voids and provide additional support at hospitals all over the US. Other companies are asking employees to train new hires at different locations or attend workshop programs and conferences out of state. Those working in media may need to spend days, weeks, or months in different locations covering news stories. HR representatives are focusing on talent mobility, which may require employees to take on short-term work assignments for specialized training and upward growth within a company.

No matter the industry or reason, employers are recognizing the value of short-term assignments, as well as the logistical steps required to smoothly transition their employees from point A to B. With that in mind, CapRelo put together an overview of short-term assignments, so your company knows what is needed to assist your employee during the hectic transition of a short-term assignment.

What is a Short-Term Assignment?

A temporary assignment is defined as a work stint lasting for one year or less. A short-term assignment can be a series of shorter rotational assignments or an assignment that requires an employee to stay in one place for the entire duration. Similar to temporary duty assignments in the military, short-term assignments are not permanent and are meant to carry out a specific purpose. Companies may send one employee or a whole team out on temporary assignments, depending on the industry and work goal.

What is the Purpose of a Short-Term Assignment?

There are plenty of different reasons why companies would send their staff out on short-term assignments. For instance, an employee may need to assist a branch that’s struggling to perform and help them to increase their sales numbers. It’s also not uncommon for staff to oversee different departments during a company merger, requiring temporary assignments to ensure company policies are being carried out consistently across the board. Perhaps limited resources have prevented staff at different locations from being properly cross-trained, necessitating the need for temporary work trips.

Whether three weeks or three months long, short-term assignments typically require companies to cover lodging, food, transportation, and other travel-related expenses with stipends.

Benefits and Challenges of Short-Term Assignments

While short-term assignments sound like a breeze, they can pose some serious challenges for both the employee and the company itself. International short-term assignments can pose tax and immigration issues if companies don’t comply with the laws and regulations in each country. Secondly, some countries have turbulent landscapes, which could potentially put staff at risk. Employees may also get stranded in the assignment country due to canceled flights or COVID-related concerns, further implicating the company when temporary assignments do not go according to plan.

On the flip side, a company can create a robust talent mobility strategy with initiatives that reward current and new hires willing to take on short-term assignments. For instance, paying employees during travel time can lead to higher retention rates. Companies can also train staff across locations to improve their skills, eliminating any consistency errors. A change of scenery might help employees to improve productivity as well, especially in locations that offer plenty of sunshine and warm weather for post-work relaxation.

Short-Term Assignment FAQs

• Are Short-Term Assignments International? Short-term assignments can be either domestic (within a country) or international (across country borders). Certain companies like Amazon, FedEx, and Apple are known for leading the way with the most corporate travel, requiring employees to rack up airline miles to fulfill their job duties.
• How Does the IRS Define Short-Term Assignments? The IRS defines short-term assignments as work in one location that can be reasonably completed in one year or less (and is). Employees typically file taxes with their home state. If a work assignment lasts for longer than a year then it is considered an indefinite assignment, prompting an employee’s tax home to change.
• What is Relocation Tax Assistance? Before 2018, any moving-related payments or reimbursements to employees were not included in their annual reportable wages. These expenses did not require withholding taxes and would have been paid by the employee and later deducted. The Tax Cuts and Job Act of 2017 changed the way payroll handled relocation expenses. Nowadays, employers can offer relocation tax assistance or tax gross-ups . A tax gross-up simply means that a company provides a larger payment sum to the employee to compensate for the taxes that will be withheld from their payment if that employee is relocating somewhere new.
• Do Family Members Join Employees on Short-Term Assignments? When it comes to temporary assignments, most companies do not assist families to join the employee in the new location if the assignment is expected to have a duration of six months or less. Assignments greater than six months may include company support for family accompaniment. Some companies will offer to pay for visits home after a certain amount of time has passed for employees who are not accompanied. This could be anywhere from 8 to 12 weeks after the start of the assignment but depends on the company’s unique policies.

How Can Companies Assist Employees?

Companies should have well-defined relocation policies in place before sending employees out on temporary assignments. The policy should include details on the relocation services and benefits which will be provided to employees and who will be assisting them with these services. It is important to note for international cases that proper immigration documentation is required before the start of the assignment. Letters of assignment (LOA)s should also be created for employee and company signature and should include specifics on the location and duration of the assignment and specific benefits. Companies should have a dedicated budget in place to assist with short-term assignment relocation expenditures; a comprehensive cost estimate including tax costs can be prepared in advance to ensure appropriate approvals can be obtained. A survey of HR professionals conducted in partnership with CapRelo found that 33% of participants stated their relocation policies have been updated to accommodate employees’ mental health and well-being, which is another factor that should be taken into consideration to help employees cope better with their new surroundings.

Do You Need a Relocation Program?

So, you’re ready to send your employees out on short-term assignments, but don’t know where to start? Whether you need help transferring one employee intra-country, or flying a whole team across the globe for specialized training, we can help.

At CapRelo , we provide relocation solutions for companies that need them, covering a host of services including cost estimate preparation, corporate housing, auto shipment, property management, travel services, immigration coordination, and much more.

Our team specializes in seamless transfer operations and sorts out all of the logistical steps before your employee’s short-term assignment so you can have peace of mind knowing that they are in the best of hands. Allow us to take one more thing off your plate and contact our highly qualified team at CapRelo today to get started.

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Caprelo insider july 2024, winning the balancing act: duty of care and cost containment, caprelo insider june 2024, caprelo insider may 2024.

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Temporary Work Assignments

Extend the time limit for temporary work assignments in construction, background:.

• The IRS “temporary work assignment” definition for construction is 12 months and the construction industry commonly requires its employees to travel to out of town job sites. In recent years construction contracts have become increasingly larger and complex.

AGC Message:

• Extend “Temporary Work Assignment” Definition to 24 Months.  AGC supports increasing the “temporary work assignment” IRS definition for construction workers from the present limitation of 12 months to a new limitation of 24 months. Many jobs now require more than 12 months but less than 24 months to complete.
• Construction Has A Mobile Workforce.  The extension of the temporary assignment period from 12 months to 24 months merely recognizes the mobile nature of the construction work force, the modern complexity and size of contracts, as well as reasonable delays outside the control of the contractor. For example, a highway construction contract in Florida that can be completed in 12 months may require up to 24 months to complete in Alaska due to weather and other on-site delays.
• Reimbursement and Necessary Living Expenses Are Not Subject to Taxation.  Ordinary and necessary living expenses paid on behalf of or reimbursed to an employee when working away from home on temporary assignments are not subject to taxation to the employee and are deductible business expenses. Existing tax law requires reimbursements to employees be treated as additional compensation when the work assignment time becomes expected to exceed 12 months. Typically, the employer “grosses up” (includes in gross income) the reimbursement so that the employee is receiving a tax neutral benefit to the expense of the employer and the contracting customer. This gross-up effectively doubles the cost of the employee to the employer.

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Temporary Assignments Policy

[Company Name] may periodically re-assign employees to other work locations for temporary duty based on business need. The purpose of this policy is to complement [Company Name]'s relocation policy and its business travel policy. Under this policy, temporary assignments are not less than 60 days and not more than 180 days.

Temporary assignments are subject to a written agreement detailing the terms of the assignment and the approximate duration. The distance of the new work location must be greater than 50 miles from the employee's regular work location. If the distance is less than 50 miles, the assignment is handled under the business travel policy.

Allowances during Temporary Assignment

Travel costs to and from the temporary work location by public transportation, personal vehicle or rental car will be reimbursed by [Company Name]. For public transportation, travel arrangements must be made through [Company Name]'s contracted travel service and costs will be paid directly by [Company Name]. For personal vehicle use, reimbursement will be made based on the standard mileage rate of [current IRS rate] per mile. All rental vehicles should be reserved through our contracted travel service.

Costs for return visits to the employee's home location every two weeks during the temporary assignment will be covered.

Per Diem and Lodging

The employee will receive per diem and lodging allowances during the temporary assignment. If known in advance that the duration of the assignment will be for more than three months, arrangements with a corporate apartment provider will be handled through our travel service. If the duration is unknown, the employee will be required to stay at a hotel scheduled through our travel service.

Payment of Expenses

Any expense that is authorized by [Company Name] will be paid through accounts payable. Expenses for lodging, meals and incidental expenses paid by the employee should be submitted weekly to the accounting department for reimbursement.

Tax Considerations

Reasonable expenses incurred due to temporary assignments are considered proper business expenses that can be deducted by the company and are not considered taxable income to the employee. Thus, actual expenses reimbursed to an employee are not subject to federal or state withholding.

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• Temporary work

Glossary: HR & Recruiting Definitions

What is temporary work?

The term temporary work describes a short-term, temporary form of employment. Although this can technically refer to any form of temporary employment, in general, temporary work refers to work through a so-called temp agency.

This is a form of employment in which employed skilled workers (“temporary workers” or “temp workers”) are deployed on a loan basis in a company (“employee leasing”). Particularly in case of urgent staffing requirements, temporary employment can offer a practical solution for filling a vacancy quickly.

Table of contents

How does temporary employment work?

Why should companies hire temporary workers, other advantages and disadvantages for employers.

Temporary work (often shortened to temp work) refers to a form of employee leasing.

A personnel service provider (an agency) leases out a skilled worker—or their know-how—to an external company that requires personnel immediately. This follows previously agreed terms and conditions and is normally for a fixed period of time.

All in all, temporary employment is the only form of employment in which three parties are involved. However, although the borrowed employee (the temporary worker) is employed in an external company, they are not automatically employed there as well.

The temporary worker initially signs their employment contract with the staffing agency and remains employed by the former throughout their assignment at the third-party company.

The temporary worker also receives their salary — after deducting some fees — from their actual employer (the temp agency).

The third-party company is responsible for onboarding and often for providing any material necessary to perform the job as well. However, the staffing company is responsible for issuing a certificate of employment for the assignment.

Different countries will have different laws regarding how the parties work together. For example, in Germany, all the important rights and obligations of the parties involved are laid down in the German Personnel Leasing Act (AÜG).

What happens when temporary workers are no longer needed?

If the company no longer requires the temporary worker’s services, they will simply stop the collaboration.

The temporary worker initially ends up back in the staffing company’s talent pool until a new assignment is found for the employee. That is why temporary work is often also called staff leasing.

Can temporary workers also be taken on permanently?

Yes. If both the temporary worker and the company enjoy the collaboration, the temporary worker can, in some cases, also be hired and permanently employed by the company.

Personnel leasing (in addition to direct staff placement) is therefore used in many companies as an instrument for personnel recruitment and is sometimes even part of the recruitment strategy .

How long can temporary workers be leased out?

The regulations on this differ per country.

For example, according to the German Temporary Employment Act (AÜG), the maximum period for which a temporary worker can be leased out cannot exceed 18 months.

This means that temporary workers may be employed for a maximum of 1.5 years in one and the same (third-party) company.

If the maximum assignment period is exceeded, an employment contract between the third-party company and the temporary worker may automatically come into effect.

Temporary staffing is an important part of the labour market. This is because temp agencies cover a broad spectrum of workers with a wide range of skills and qualifications. Companies can find both unskilled workers and well-trained specialists.

Sometimes it happens that several team members in a company resign shortly after each other, take maternity leave, or leave for early retirement. Sometimes, a company can struggle with immediate staff shortages due to illness (e.g. Corona or flu).

Another reason can be that the company is scaling rapidly and the workload is causing overwork and burnout in the team… Long story short: There are many reasons that can cause an urgent need for personnel.

In such situations, a company needs new employees ASAP. However, searching via a job ad can take too much time. This is when HR managers can use temporary staffing to provide replacements at very short notice in order to defuse urgent situations and take the pressure off the team.

Of course, alternatively, you can use JOIN’s free recruitment software to attract talent faster and more efficiently.

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Employers can expect other benefits, including short-term staffing options and a large talent pool. However, recruiters should be aware of a few drawbacks. We briefly outline both below.

Advantages of temporary staffing

• Custom-fit recruiting: Instead of having to search for the right talent in the broad mass of job seekers , recruiters can specifically request the hard skills they’re looking for from the staffing firm and find suitable talent faster.
• Significant cost savings in recruiting: A vacant position becomes more expensive the longer it remains unfilled. And the time spent on writing a job ad, applicant management, screening , and interviewing processes are also factors that can be shortened with staff leasing.
• More flexibility in staff scheduling: For companies looking to compensate for sick or maternity leave, temporary workers are a great solution. They are available quickly and can leave with very short notice (generally between 2 and 14 days, depending on the length of employment) when their help is no longer needed.
• Contributing to more diversity in the team: Temporary employment also contributes to integration. In fact, foreign professionals who experience problems finding work through the usual channels—for example, due to bad and unfair shortlisting practices—can often get a job through an agency more easily. Integrating them in the third-party company can contribute to the company’s diversity recruitment goals and provide valuable cultural add —that is, enriching the corporate culture with valuable skills—in the team.
• No ancillary wage costs: In addition, companies only pay the gross remuneration and do not have to pay ancillary wage costs (i.e. social security contributions, holiday days, sick leave). The staffing agency deducts these (in addition to a service fee) before paying the net remuneration to the temporary worker.
• Easy to calculate: Because companies only compensate the temporary worker for hours actually worked, it’s easier to keep track of the staff leasing budget and costs can be better planned and estimated.

Disadvantages of temporary employment

• Qualified staffing agencies hard to find: There are many staffing agencies, but not everyone signed up with them is truly qualified for the job. Companies should therefore ideally find out in advance about other recruiters’ experiences with a temporary staffing agency.
• “Equal Pay” after several months: In Germany, for example, temporary workers must be compensated at the same rate as the company’s permanent workforce after more than nine months of employment with the third-party company.
• Calculation of deadlines is complicated and often unclear: It is particularly important to know and keep an eye on the deadlines for the deployment of temporary workers (e.g. when equal pay sets in or the maximum transfer period). This can sometimes be difficult and confusing.
• Takeover is rarely seamless: If a company actively decides to hire temporary workers on a permanent basis, this rarely happens without a transitional phase. For example, the contract with the staffing service provider must first expire, or the temporary worker must give notice and wait for the notice period.

Are you looking for an alternative to temporary workers? Then hiring a trainee or freelancer could be a good solution for you.

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Related terms

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Associate Costume Buyer (Temporary Assignment/Project Hire)

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About the role & team.

Through innovative storytelling and a culture of collaboration, Disney Live Entertainment creates, produces, and delivers remarkable and engaging entertainment experiences. From the intimate to the spectacular, our work can be seen at Disney theme parks, resort hotels, cruise ships and other locations the world over. This diverse team – representing a wide variety of disciplines and talents from technical directors, writers and lighting designers to choreographers, cosmetologists, and music producers – brings magical worlds to life through technical expertise, performance excellence, incomparable ingenuity, unparalleled spectacle… and a dash of pixie dust!

Disney Parks Live Entertainment is looking for best-in-class candidates to join a team of diverse and dynamic individuals to work along side our Costume Design & Development team as we create one-of-a-kind costumes for our cast in the parks and resorts. This position reports to the Area Manager-Costume Buying.

This position is temporary assignment/project hire with no guarantee of permanent placement.

What You Will Do

Research and place orders for garments and accessories in SAP, and supervise delivery dates for commodities/products being ordered

Handle existing garments/commodities orders

Assist in developing and management of sourcing initiatives

Develop bid recommendations for narrow product categories with focus on cost and time

Continually supervise production timelines and strive for efficiencies

Research, analyze and onboard international sources of supply

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Adhere to all of The Walt Disney Company procurement policies

Meet customer service requirements for service and value at the lowest total cost and highest quality

Maintain files of signed vendor contracts, request for proposals, and bid exception forms

Communicate production status to all Costuming partners

Required Qualifications & Skills

1+ years experience managing the purchase order process from creation to delivery, with a preferred focus on apparel

Experience coordinating a portfolio of orders with narrow product focus

Experience with domestic sourcing and shipping

Experience facilitating communication (written & verbal) to local Leadership

Experience performing basic cost analysis and comparisons on a narrow range of commodities/products

Experience collaborating with stakeholders at all levels

Experience in planning, problem-solving, conflict resolution, influencing, and negotiating

Experience with continuous improvement process

Basic knowledge of garment construction, terminology, garment specification and/or technical specification writing

Ability to work around all types of fibers and furs

Ability to travel between work locations in a given day

Ability to be flexible with work schedule, including nights, weekends and holidays

Preferred Qualifications

Experience with SAP/Coupa purchasing module, Yunique PLM, and Access

Experience in textiles, cosmetology, or other apparel related products

Experience with international sourcing and shipping

High school degree or equivalent is required

Advanced degree in Merchandising, Costuming or Apparel related field is preferred

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Founded in 1952 as WED Enterprises to design and build the world’s first theme park — Disneyland — Walt Disney Imagineering (WDI) is where imagination and creativity combine with cutting-edge technology to create unforgettable experiences. WDI is the creative force that imagines, designs and builds all Disney theme parks, resorts, attractions and cruise ships worldwide. Imagineering’s unique strength comes from its diverse global team of creative and technical professionals, who build on Disney’s legacy of storytelling to pioneer new forms of entertainment. The Imagineers who practice this unique blend of art and science work in more than 100 disciplines to shepherd an idea all the way from “blue sky” concept phase to opening day.

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The Walt Disney Company, together with its subsidiaries and affiliates, is a leading diversified international family entertainment and media enterprise that includes three core business segments: Disney Entertainment, ESPN, and Disney Experiences. From humble beginnings as a cartoon studio in the 1920s to its preeminent name in the entertainment industry today, Disney proudly continues its legacy of creating world-class stories and experiences for every member of the family. Disney’s stories, characters and experiences reach consumers and guests from every corner of the globe. With operations in more than 40 countries, our employees and cast members work together to create entertainment experiences that are both universally and locally cherished.

This position is with Disney Entertainment Productions, which is part of a business we call Walt Disney Imagineering.

Disney Entertainment Productions is an equal opportunity employer. Applicants will receive consideration for employment without regard to race, religion, color, sex, sexual orientation, gender, gender identity, gender expression, national origin, ancestry, age, marital status, military or veteran status, medical condition, genetic information or disability, or any other basis prohibited by federal, state or local law. Disney champions a business environment where ideas and decisions from all people help us grow, innovate, create the best stories and be relevant in a constantly evolving world.

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The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email [email protected] with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

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