Temporary Work and Health Insurance in Germany: What Differs for Agency Workers?

It registers the worker with DAK-Gesundheit (17. The Zeitarbeitsfirma (temp agency) — not the client company — is the employer. 8% of gross, split 50/50) under § 28a SGB IV from day one. Foreign workers need the same GKV membership as regular employees.

As long as the Zeitarbeit contract stays active, DAK-Gesundheit cover continues at 17. Yes. 8% of gross — even during Verleiher-freie Zeit (gaps between placements). The agency pays the contribution as long as the Arbeitsverhältnis persists.

No — same statutory rights (§ 11 SGB V), same Krankengeld (§ 44 SGB V, up to €120.75/day in 2026), same Lohnfortzahlung (6 weeks, § 3 EFZG). Only Zusatzleistungen from DAK-Gesundheit like English-speaking service apply universally, not the client's private company benefits.

Yes, if the residence permit allows employment (§ 18a AufenthG, Blue Card § 18g, or job-search visa § 20). DAK-Gesundheit registration by the temp agency is proof for § 5 AufenthG. Care Expatriate from €58/month can bridge the first 4 weeks if GKV registration is delayed.

§ 19 (2) SGB V grants a one-month nachgehender Leistungsanspruch through DAK-Gesundheit at no cost. After that, ALG I via Agentur für Arbeit (14.6% of benefit to Krankenkasse) or Care Expatriate from €58/month bridges the gap until the next assignment.

Yes – temporary workers have the same social insurance obligations as regular employees. The staffing agency pays the employer's share. The DAK Gesundheit for employees (from 17.8 % of gross) covers temporary workers fully.

As long as your contract with the temp agency continues, your health insurance remains active. If the contract ends, Care Economy (from 30 € / 30 days) can bridge the gap quickly.

Yes – you have full freedom to choose any statutory health insurer (GKV), regardless of what the temp agency suggests. This is your legal right under German social insurance law.