A bonus for temporary workers in the metal and electrical industries, as well as in the wood, plastics, textile, and apparel industries. In these sectors, temporary workers receive industry-specific bonuses on top of their standard temporary worker wage—now starting from the first day of assignment at the client company. IG Metall secured this in negotiations with the temporary employment associations iGZ and BAP.
When am I entitled to the industry-specific supplements as a temporary worker?
Temporary workers in IG Metall’s industrial sectors earn more: In the metal, wood, plastics, and textile industries, they are entitled to industry-specific wage supplements under collective bargaining agreements. This adds up to as much as 8,400 euros more over the first nine months of assignment compared to temporary work in other sectors.
You are entitled to these supplements if the staffing agency is a member of the iGZ or BAP/BZA associations or if the employment contract refers to the so-called collective bargaining agreement on industry-specific supplements. It does not matter whether the client company is bound by a collective bargaining agreement. The employer—that is, the staffing agency—pays the supplements.
How much are the industry surcharges?
That depends on the length of the assignment at the client company. According to the IG Metall collective bargaining agreements, the metal and electrical industry has offered a 15 percent premium on top of the standard temporary staffing rate since September 1, effective from the first day at the client company. IG Metall secured this provision during negotiations in June. A temporary worker in the metal and electrical industries thus receives at least 14.95 euros (pay grade 1) starting on the first day of the assignment, because a 15 percent industry surcharge is added to the temporary agency wage rate of 13 euros (pay grade 1).
IG Metall has now also secured industry-specific surcharges effective from the first day in the wood and plastics industries as well as in the textile and apparel industries. This takes effect on October 1. In the wood and plastics industries, the surcharge starts at 7 percent, and in the textile and apparel industries, at 5 percent.
The percentage-based industry surcharges continue to increase as the duration of assignment increases.
Here you’ll find tables showing temporary agency worker rates plus industry surcharges in the metal and electrical industries, the wood and plastics industries, and the textile and apparel industries.
What happens if the assignment is interrupted?
If the interruption lasts less than three months, the industry surcharge continues to apply when the assignment resumes at the same client company. If the interruption lasts longer than three months, the assignment period starts over from the beginning. Vacation, holidays, or sick leave do not count as interruptions to the assignment period.
Can the premium be offset?
Only if the benefits exceed the collective bargaining agreement and are paid voluntarily by the employer, such as wages above the collective bargaining rate. Under no circumstances may the staffing agency offset travel allowances, vacation pay, Christmas bonuses, or other allowances.
I am assigned to a company that has a “better terms agreement.” Am I entitled to additional payments?
“Better terms agreements” refer to benefits that the client company pays a temporary worker during the assignment. However, these company-agreed benefits are not paid in addition to the industry-wide supplement. If the company-agreed benefit is lower, employees are entitled to at least the amount of the industry-wide supplement. This means that the entitlement applies even if the client company has a company agreement governing the payment of temporary agency workers. The provision that is more favorable to the temporary agency worker applies.
My employer is reducing the industry surcharge because lower wages are paid at the client company. Is he allowed to do that?
If the pay for temporary agency workers, including the industry surcharge, exceeds the pay of a comparable permanent employee—for example, because the client company does not pay a collective bargaining rate—then the pay may be capped at the actual pay of a comparable permanent employee. The client company must explicitly invoke this provision and provide proof of the actual pay. If the employer imposes a general cap, those affected should contact the client’s works council to inquire about the pay rates there.
My work at the client company corresponds to that of a skilled worker. Contractually, I am classified as an assistant. What can I do?
Temporary agency workers should immediately file a complaint with the staffing agency regarding incorrect classification and have their employment contract corrected accordingly (note the statute of limitations). By the way: Temporary agency workers are entitled to the pay of a skilled worker even if they do not possess the corresponding formal qualification—such as completed skilled worker training. What matters is the work they perform at the client’s site.
