Price is an important criterion when choosing a staffing provider. Before signing the contract, it is worth checking how the agency organises employment and working time settlement, how document flow and the settlement of deductions work, and how responsibility is divided
A price difference may come from efficiency, scale or a different way of organising the process. That is why a low rate alone is not the problem. The problem is when the client cannot determine the reason for the difference.
| 1 | Is the agency entered in the KRAZ register of employment agencies? | 2 | Who is the formal employer, or the party to the contract with the worker? |
| 3 | What types of contract are used on a given project? | 4 | How is working time settled, and who keeps the working time records? |
| 5 | How does the agency fulfil its PIT and ZUS obligations? | 6 | How does the process of employing foreign nationals work? |
| 7 | How are responsibilities for BHP (occupational health and safety) divided? | 8 | How are workers informed about bonuses, deductions, accommodation and transport? |
| 9 | What documents can the provider give the client to confirm that settlements are correct? | 10 | What is the procedure for reporting complaints, worker grievances or discrepancies in settlements? |
1. In temporary work, the user employer has obligations of its own.
They include, among other things, safe working conditions and working time records.
2. Choosing an agency does not replace your own control of the process.
A temporary work agency is the formal employer of the workers it assigns, but some of the processes carried out at the workplace remain with the company using temporary work.
3. How the agency operates is worth factoring into the company's procedures.
This applies to HR, Procurement, Legal and Compliance procedures.
| 1 | The provider cannot explain why its price is significantly lower. |
| 2 | It is unclear which company employs the workers and is responsible for settlements. |
| 3 | The model for settling hours, allowances and deductions is not described. |
| 4 | The process of employing foreign nationals is presented solely as the agency's responsibility, with no clear division of roles. |
| 5 | The provider avoids presenting basic documents that should be subject to verification. |
Risk is not always visible when comparing offers. The first signs may appear only in documents, settlements or when work is being organised at the workplace.
Not all risks of working with an agency are visible at first glance. To help companies spot potential risks in good time, we have prepared an analytical document, the "B2B Compliance Red Flags" risk matrix.
1. 19 schemes pointing to potential risks worth looking out for when working with an employment agency;
2. Discussion of each case: what signals may indicate the risk, what consequences it may have for the company and what actions are worth considering;
3. Practical information for the management board and for the HR, Procurement, Legal and Compliance departments.
Legal notice: The material has been prepared on the basis of the legislation in force and materials from the Polish National Labour Inspectorate (PIP). The legal position is stated as at 14 September 2026. The material is provided for information purposes only and is not a substitute for individual legal advice.
Enter your business e-mail address in the form below. Once we have verified your request, we will send the matrix file to the address provided.
At Gremi Personal, we set out the rules of cooperation clearly: the scope of services, how workers are employed, the division of responsibility, documentation, and the settlement of working time and costs. We do not ask you to take our word for it. We show how we work, explain our processes and provide documents confirming what we do.
No. A price difference may come from efficiency, scale or a different way of organising the process. The problem is when the client cannot determine the reason for the difference. That is why, before signing the contract, it is worth checking how the agency organises employment and working time settlement, how document flow and the settlement of deductions work, and how responsibility is divided.
The user employer has obligations of its own, including those relating to safe working conditions and working time records. The agency is the formal employer of the workers it assigns, but choosing an agency does not replace your own control of the process.
It determines who is responsible for contracts and settlements with the worker. If it is unclear which company employs the workers and is responsible for settlements, that is a red flag. That is why it is worth clarifying who the formal employer is and which types of contract are used before the contract is signed.
For example, the provider cannot explain why its price is significantly lower, does not describe the model for settling hours, allowances and deductions, or avoids presenting basic documents. The first signs often appear only in documents and settlements, so it is worth checking them before signing the contract.
It is an internal risk matrix for the selection and verification of temporary work agencies. To get it, complete the form with your full name, business e-mail address and company name. We send the full version to companies that use temporary work once we have briefly verified the request.
