Germany’s temporary employment sector is set for important updates beginning January 2026, following the introduction of the new DGB/GVP collective agreements. These agreements replace the previous BAP and iGZ frameworks and aim to create greater consistency across the temporary staffing industry. While the collective agreements themselves are not government-issued, they operate under the rules established by Germany’s official federal law governing temporary agency work — the Arbeitnehmerüberlassungsgesetz (AÜG).
Scope and Applicability
The new DGB/GVP agreements apply to all temporary workers employed by GVP‑member staffing agencies and placed with client companies in Germany. This updated framework brings several elements — such as working conditions, job classifications, and pay structures — into one more coordinated system. These changes continue to align with the AÜG, which outlines the legal standards for temporary agency work, including licensing requirements and how employment relationships between agencies and temporary workers must be structured.
Employment Terms Under the Updated Framework
Under the new agreements, employment contracts must now be issued in text form to ensure clarity and proper documentation. This requirement fits within the broader expectations of German labour law, which places strong emphasis on transparent and well‑defined employment relationships. The AÜG also requires that the relationship between the agency and the temporary worker is properly established before any assignment begins.
Notice periods in the new agreements start with shorter, practical timelines during the early months of employment, before shifting to the standard notice rules set out in German law. Fixed‑term contracts are still permitted, but they must comply with national limits on assignment duration and the conditions set by the AÜG.
Working Time Requirements
From January 2026, the standard full‑time monthly working hours for temporary workers will be set at 151.67 hours, which roughly corresponds to a 35‑hour week. This harmonised structure is intended to bring more consistency across the temporary staffing sector, while still allowing for increased hours when required by the client, as long as they comply with German working time laws.
The AÜG also requires temporary workers to be properly integrated into the working environment of the company they are assigned to, and they may only be deployed while an active employment relationship exists with the agency. A standardised working schedule helps support lawful and transparent assignments.
Pay, Benefits & Wage Calculation
The updated collective agreements introduce new pay tables that will come into effect in January 2026, with scheduled increases through 2027. Although these wage tables are negotiated at the sector level, broader protections — such as continued pay during periods of sickness — must still follow federal law.
Under German labour legislation, including the AÜG, temporary workers must receive correct pay for the duration of their assignment, and employment contracts must clearly set out all relevant pay details. When employers calculate continued pay for periods such as illness, they must follow established wage calculation rules consistent with national employment protections.
Why These Updates Matter
The move to a unified DGB/GVP structure provides more transparency and more predictable working conditions for temporary workers. Importantly, the updated agreements continue to operate within — and must fully comply with — the official federal legal framework defined by the Act on Temporary Agency Work (AÜG).
How Leap29 Can Support in Germany
The shift to a unified DGB/GVP framework makes temporary employment in Germany clearer and more consistent, while still sitting firmly within the AÜG. From Leap29’s perspective, this is a good moment for organisations to pause and make sure their approach is fit for what comes next.
- Take stock of current arrangements to ensure contracts, working hours, and pay structures reflect the updated agreements.
- Build compliance in from the start when entering or expanding in Germany, rather than treating it as a later fix.
- Plan for cost changes, using the standardised hours and phased wage increases to avoid surprises.
- Keep documentation and governance simple and robust, especially where multiple suppliers or projects are involved.
- Use the clearer framework to scale with confidence, knowing the rules are more consistent and predictable.
With local market knowledge and experience supporting growth across Germany, Leap29 helps organisations manage change smoothly while setting up for sustainable expansion. Locations: Germany – Leap29
Leap29 Perspective
“The move to the DGB/GVP collective agreements feels like a natural evolution rather than a sharp turn. Germany’s temporary employment framework has always been firmly anchored in law, and these changes respect that foundation while bringing much‑needed consistency to pay structures, working time, and contractual terms. What matters most is not the introduction of something entirely new, but the reduction of fragmentation that had built up over time. That kind of alignment tends to lower risk, improve understanding, and make the system work more predictably for everyone involved.” Simon Duff – Director Leap29
