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5 min read

An Overview of the AUG License in Germany: Requirements and Effects

An Overview of the AUG License in Germany: Requirements and Effects

The AUG license in Germany is a permit to provide temporary employment services. It regulates the relationship between temporary employment agencies and their clients, ensuring that employees are adequately protected.

Key Points

  • The AUG license in Germany is essential for staffing companies to provide labor while protecting workers’ rights and remaining compliant with regulations.

  • Partnering with an AUG licensed agency offers businesses the benefits of flexible hiring, cost savings, legal compliance and access to a wide talent pool.

  • Expert assistance can help navigate the German labor market, ensuring successful expansion through securing an AUG license.

What is an AUG License? 

In the German labor market, the AUG license (Arbeitnehmerüberlassungsgesetz license) enables professional companies to lease or contract out labor to companies, thereby avoiding needing permanent employees. This ensures that workers’ rights are protected and companies comply with regulations. Payroll, PEO, and EOR companies commonly provide AUG services. 

Companies that operate without an AUG license risk facing penalties of up to 500,000 euros and may be obligated to employ workers under direct employment contracts with a minimum wage.

The Role of the Federal Employment Agency

The Federal Employment Agency, known as Bundesagentur für Arbeit, presides over Germany’s unemployment insurance law and is tasked with:

  • Implementing AUG rules

  • Overseeing the application process for obtaining an AUG license

  • Ensuring compliance with health insurance and other labor regulations

  • Administering penalties for any violations.

The agency is instrumental in preserving the labor market’s integrity and safeguarding the rights and welfare of German workers.

Temporary Employment Act

The Temporary Employment Act, or Arbeitnehmerüberlassungsgesetz (AÜG) in Germany, sets the foundation for regulations about temporary employment. It outlines the rights and obligations of temporary employment agencies and the protection of temporary agency workers, impacting how companies employ workers in the country through a temporary employment agency.

The Temporary Employment Act regulates temporary worker placement and establishes conditions for acquiring an AUG license, contributing to a balanced labor market and adherence to German labor laws.

Key Requirements for Obtaining an AUG License

Companies or individuals aspiring to acquire an AUG license must submit multiple documents to the Federal Employment Agency. The license is valid for one year, with the possibility of renewal or obtaining an unrestricted permit after three years of consecutive operations.

Companies that comply with these requirements can enjoy the benefits of utilizing an AUG licensed partner.

Application Process and Documents

The application for an AUG license is a complex process that requires the submission of several documents, such as evidence of financial stability, insurance coverage, and adherence to labor laws. Applicants must also provide a valid identification document, proof of residence, and a valid work authorization.

Obtaining professional assistance and submitting a properly completed application with all required documents can expedite the application process.

Validity and Renewal

AUG licenses are valid for one year, after which they can be renewed or, following three consecutive years of operations, replaced with an unrestricted permit. This allows companies to continue hiring employees through temporary work agencies while ensuring compliance with German labor laws.

In some cases, contacting attorneys to facilitate expedited processing of an AUG license application is also possible.

Benefits of Utilizing an AUG Licensed Partner

Employing the services of an AUG-licensed partner brings various benefits, including flexible hiring of temporary workers, cost-effective recruitment practices, and guaranteed adherence to German labor laws.

These advantages make it an attractive option for companies seeking to expand their operations in Germany or hire temporary workers to meet short-term needs.

Flexibility in Hiring

AUG licensed partners offer the advantage of:

  • Flexible hiring of temporary workers to fulfill short-term necessities

  • Circumventing the need to train full-time or part-time employees

  • Quickly adapting to changing market conditions

  • Better managing their workforce

  • Minimizing hiring costs and administrative burdens.

Partnering with an AUG licensed agency also allows companies to access a wider pool of talent, ensuring they find suitable candidates for their specific needs.

Cost Savings

Outsourcing temporary workers to an AUG licensed partner can lead to significant benefits, including:

  • Time and resource savings in recruitment and hiring

  • Reduction in administrative tasks

  • Cost savings in recruitment

  • Increased flexibility in meeting production demands

  • Adherence to labor regulations

By partnering with an AUG licensed agency, companies can enjoy the advantages of an umbrella company.

This, in turn, allows companies to focus their resources on growing their business and achieving their objectives.

Legal Compliance

Partnering with an AUG licensed agency ensures compliance with complex German labor laws and regulations, avoiding potential fines and legal issues. The agency manages obligatory contributions, payroll deductions, and employment liability while guaranteeing adherence to German labor laws, making the hiring process seamless and worry-free.

In addition, engaging an AUG-licensed partner ensures that companies are up to date with any changes in labor regulations, further safeguarding them from potential legal pitfalls.

Hiring Options in Germany: Direct vs. AUG-Licensed Employers

When hiring in Germany, a hiring company can choose between direct hiring or using an AUG-licensed employer of record, each with its challenges and benefits.

Understanding the differences between these options can help companies make informed decisions about their hiring strategy in the German market.

Direct Hiring Challenges

Direct hiring within Germany necessitates adherence to German payroll and employment standards, which can prove intricate and time-consuming for international companies. Challenges associated with direct hiring include:

  • Labor shortages

  • Stringent anti-discrimination laws

  • The absence of at-will employment

  • A high degree of candidate mobility

Navigating these challenges can be complex and resource-intensive, making direct hiring a less attractive option for many companies looking to navigate local employment.

Simplifying Hiring with an AUG-Licensed Employer of Record

Utilizing an AUG-licensed employer of record streamlines the hiring process as it takes over the handling of:

  • Mandatory contributions

  • Payroll deductions

  • Employment liability

  • Ensuring adherence to German labor laws

This enables companies to focus on their core business operations while the AUG-licensed partner takes care of the administrative responsibilities associated with hiring and payroll.

In addition, using an AUG-licensed employer of record offers increased flexibility in workforce management, cost efficiency, and the opportunity to assess the market.

Navigating the German Labor Market with Expert Assistance

Expert guidance from global hiring solutions and legal professionals can aid companies in navigating the German labor market, guarantee compliance, and sourcing the right talent.

By leveraging the expertise of these specialists, companies can overcome the challenges associated with hiring in Germany and successfully expand their operations.

Benefits of Global Hiring Solutions

Global hiring solutions like Global Employer of Record provide current compliance services worldwide—Germany included—simplifying the hiring process and guaranteeing legal compliance. Global hiring solutions free companies from the burden of navigating complex labor laws and regulations by providing a single point of contact to fulfill all compliance and legal requirements.

This, in turn, allows companies to focus on growing their business and accessing a global talent pool.

Finding the Right Partner

Identifying the proper associate, be it a law firm specializing in labor leasing or a labor leasing company with a global hiring solution, can offer valuable guidance and assistance in securing an AUG license and maneuvering the German labor market. Conducting due diligence to evaluate potential partners’ expertise and experience is crucial to determining if they are suitable for navigating the Labor Leasing Act.

By choosing the right partner, companies can ensure they have the necessary support to overcome hiring challenges and expand their presence in Germany.

AUG Licenses — Our Take

In conclusion, understanding the AUG license and its requirements is essential for companies hiring employees in Germany. Utilizing an AUG-licensed partner offers numerous benefits, such as flexibility in hiring, cost savings, and legal compliance. By seeking expert assistance from global hiring solutions and legal professionals, companies can successfully navigate the complexities of the German labor market and find the right talent. As the world continues to evolve, staying informed and adaptable will be key to thriving in the dynamic landscape of international hiring.

If you are an international company looking for a hiring partner with an AUG license, check out our list of the top Professional Employer Organizations and the Best Employers of Record in Germany. 

Frequently Asked Questions

An AUG license (Arbeitsnehmerüberlassung), also known as the labor leasing act, is a mandatory employment permit in Germany. It allows agencies to provide labor to companies not based in Germany, thus allowing the employee to be contracted with the agency rather than the end user company.

An AUG license is valid for one year, with the option to upgrade after three years of consecutive use.

Quinn is RemotePad’s authority on remote work and HR tools. A Baltimore native, Quinn has a Bachelor of Arts from the College of William & Mary and a professional background in copy editing and education.