Key takeaways
- Contracts, social-security coverage, notifications, and pay conditions must be checked before work starts.
- Clients carry risk and must know who employs the worker, how payroll is handled, and what documents are available.
- Clear terms on pay, hours, and accommodation reduce disputes and protect project continuity.
- Employers should use specialists to confirm exact local requirements and collective agreements for each country.
01
Compliance starts before arrival
Posted-worker rules vary by country, but the basic principle is stable: contracts, social-security coverage, notifications, and pay conditions must be checked before work starts.
02
The client still carries risk
Even when an agency handles administration, clients should know who employs the worker, how payroll is handled, and which documents are available for inspection.
03
Workers need clarity too
A compliant posting gives workers clear pay, working hours, accommodation expectations, and a named contact. This reduces disputes and protects project continuity.
04
Use specialists for country details
Rules change and local collective agreements matter. Treat general guidance as a starting point, then confirm the exact requirements for the country and project.
