There are many reasons why you should consider hiring outsourced manpower in Germany. Here are just a few:

1. Cost-effective - When you outsource your workforce, you can save on costs associated with employee benefits, insurance, and training.

2. Flexible staffing - You can respond quickly to changes in demand by increasing or decreasing the size of your workforce as needed.

3.. Access to global talent - By working with an outsourcing company, you can tap into a pool of talented workers from around the world.

4.. Increased productivity - When employees feel supported and have access to the resources they need, they're more productive overall.

Laws in Germany

There are a number of laws and regulations that apply to the outsourcing of workers in Germany. These include:

- The German Civil Code (BGB)

- The Commercial Code (HGB)

- The Industrial Relations Act (IRG)

- The Works Constitution Act (BetrVG)

In addition, there are also European Union directives that have been implemented into German law which impact on the outsourcing of workers. These include:

- Directive 96/71/EC concerning posted workers

- Directive 2014/67/EU on the enforcement of directive 96/71/EC

Finally, there are a number of sector specific laws and agreements which can also apply to the outsourcing of workers in certain industries or sectors. For example, in the construction sector there is the Construction Site Ordinance (Baustellenverordnung).

Employee benefits for Outsourced Workers

There are a number of benefits that workers may be entitled to when working in Germany. These include:

Minimum wage – All workers in Germany are entitled to receive the national minimum wage, which is currently €9.19 per hour. This applies regardless of whether they are full-time, part-time or temporary employees.

Annual leave – German employees are typically entitled to at least four weeks (20 days) of paid annual leave each year. This entitlement often increases with length of service and some employers offer additional holiday allowance on top of this statutory entitlement. Workers may also be able to take unpaid leave if they have been employed for more than six months and have a valid reason such as caring for a family member or undertaking military service/reserve duty.