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HR managers facing short-term gaps have three options: traditional temporary staffing, direct placement, or digital student recruitment. The answer depends on assignment length, qualification requirements, and lead time - but for assignments under 70 working days per year, student recruitment is in most cases the most cost-effective choice. Hourly rates range from €14-18 gross with no agency markup (ucm.jobs internal pricing 2024), while traditional temporary staffing charges a markup of 25-40% on the gross wage (BAP Temporary Staffing Report 2024). Bookings are possible via digital platforms in under 24 hours (ucm.jobs internal data 2024).
Short-term employment (§ 8 para. 1 no. 2 SGB IV) refers to an engagement of no more than 70 working days per calendar year, carried out on a non-professional basis. It is exempt from social security contributions and is particularly well-suited for seasonal peaks, trade fair staffing, and event personnel. The requirement is that the employment does not recur regularly and that the worker does not exceed the threshold in the respective calendar year.
Temporary staffing is appropriate when workers are needed over a longer period - typically more than 70 working days per year - and no permanent employment is planned. It offers flexibility for commercial activities where specialized temp agencies maintain a certified candidate pool. Temporary staffing is also relevant where collective bargaining agreements (e.g., in the logistics sector) prescribe industry-specific qualifications. For assignments under the 70-day threshold, however, it is significantly more expensive than student recruitment due to the combined markups of agency fees and social security contributions.
The markup with traditional temporary staffing ranges from 25 to 40 percent on gross wages - which adds up considerably for multi-month assignments. - BAP Temporary Staffing Report 2024
Student recruitment is advantageous when three conditions apply: first, short-term need with fewer than 70 assignment days per year; second, operational tasks requiring no specialized vocational training (trade fair service, event assistants, promotional staff, administrative support); and third, a tight lead time. For trade fairs and conferences, for example, digital booking in under 24 hours enables a response to short-notice demand fluctuations that is barely achievable with traditional temporary staffing. Additionally, when staying within the limits of § 8 para. 1 no. 2 SGB IV, the employer's social security contribution of approx. 20-21% is waived entirely.
Approximately 2.9 million enrolled students are available as flexible, well-educated workers - a pool that many companies still underestimate. - Federal Statistical Office 2024
The stated markup of 25-40% is only part of the actual cost. HR managers should factor in the following items:
With approximately 670,000 temporary workers in Germany (BAP Temporary Staffing Report 2024), temporary staffing is established - but cost transparency leaves much to be desired compared to digital student platforms.
§ 8 para. 1 no. 2 SGB IV - Short-term employment: Permitted up to 70 working days or 3 months per calendar year. The employment must not be carried out on a professional basis - students meet this criterion as a rule automatically. Key benefits:
Minimum wage 2026: €13.90 gross/hour (MiLoG) applies as the floor - including for students. Market rates at ucm.jobs at €14-18 gross exceed this and ensure attractiveness for qualified candidates. Further information on staffing requests at Submit a staffing request.
With temporary staffing, a temp agency lends workers to a client company - the AUeG applies in full, including markups and the equal pay obligation. With working student employment, a direct employment relationship exists with the student. Social security obligations apply only in limited form: health, long-term care, and unemployment insurance are generally waived; the employer's share of pension insurance remains. With short-term employment under § 8 para. 1 no. 2 SGB IV, all social security contributions are waived entirely up to the 70-day limit. The key difference: working students and short-term employees cost the employer significantly less than temporary workers, with comparable flexibility for operational tasks.
For seasonal peaks with a clearly defined time frame, student recruitment via digital platforms is the most flexible option. Booking in under 24 hours (ucm.jobs internal data 2024), combined with social security-free processing under § 8 para. 1 no. 2 SGB IV, enables fast, cost-effective scaling. Temporary staffing also offers flexibility but is slower and more expensive due to agency markups and AUeG documentation. Direct placement is fundamentally unsuitable for seasonal gaps. Information on seasonal assignments is available for students in the airport sector and for large companies with framework agreements at ucm.jobs.
Sources: BAP Temporary Staffing Report 2024; DGFP Study on Direct Placement 2024; Federal Statistical Office, Student Statistics 2024; German Pension Insurance, Social Security Contribution Rates 2025; ucm.jobs internal pricing and booking data 2024; Minimum Wage Act (MiLoG), as of 2026; § 8 para. 1 no. 2 SGB IV (short-term employment).
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