The agencies in charge of connecting users interested in working temporary jobs and business interested in hiring them are called Temporary Agencies or Temp Agencies for short.

The Temp Agencies have to honor the rights of the people they work with, some of these rights are:

Temp workers will have the right to remuneration established according to the job they have been hired to develop. In the collective agreement (agreed by all the parties involved) the remuneration will be calculated and applicable on the basis of the units of time previously established. The compensation shall include the proportion of overtime pay, holidays and vacations. To this end, the Temp Agency would need to record all information related to how much and how the remunerations will be given on a written contract that will be made available to the temp worker. Workers should also have an allowance at the end of the contract equivalent to the proportionate share of the amount to be paid twelve days salary for each year of service. If the contract is concluded for an indefinite reason, general law applies.

The Temp Agency also has a set of obligations towards the employee:

The worker will be given the salary established in the contract and proper social security during his work time.

The Temp Agency will make available to the worker the appropriate training enough for him or her to fulfill the requirements of job they have been hired to perform. It the responsibility of the Temp Agency to find jobs for a minimum of one percent of their users.

Before sending the worker to the company he or she has been contracted for, the Temp Agency will make have the practical and theoretic knowledge of the hazards of the specific job. The Temp Agency shall also assess the capacities and skills of each individual and evaluate their qualification and experience related to the risks the worker could potentially face. If he or she is not properly trained, the Temp Agency will make risk training available to them.

The worker should not pay the Temp Agency any charges related to recruitment or training.

A written contract should be concluded and provided to the temporary worker.