Fifteen years after the enactment of the EU Directive 2008/104/EC on temporary agency work (TAWD) there are still considerable differences in the use of temporary agency work and in the legal situation, status, and working conditions of temporary agency workers within the European Union, even though these differences were one of the reasons for enacting the TAWD. This article evaluates whether the TAWD is still fit for its purpose – mainly, whether the objective of ensuring the protection of workers and the improvement of their working conditions have been achieved – by analysing its personal and material scope, taking into account the presence of other multiparty work arrangements. The article argues that an integral approach to multiparty work arrangements is needed to ensure the personal scope of the Directive is broad enough. Currently, the TAWD leaves (too) much room for deviation from the equal treatment principle, thereby missing a transparent level of worker protection. This makes the enforcement of the equal treatment principle significantly complicated. Lastly, the article argues that introducing a maximum period of the time that one temporary agency worker can be placed at the same user undertaking is the best way – the way with most legal certainty for all parties involved – to ensure that temporary agency work at the same user undertaking does not become a permanent situation for a temporary agency worker.

中文翻译：

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更有效的临时机构工作指令的可能途径

欧盟关于临时代理工作（TAWD）的指令 2008/104/EC 颁布十五年后，临时代理工作的使用以及临时代理工作的法律地位、地位和工作条件在欧盟范围内仍然存在很大差异。欧盟，尽管这些差异是颁布 TAWD 的原因之一。本文通过分析 TAWD 的个人和物质范围，并考虑到其他人的存在，评估 TAWD 是否仍然适合其目的，主要是确保保护工人和改善他们的工作条件的目标是否已经实现。多方工作安排。文章认为，需要对多方工作安排采取综合方法，以确保该指令的个人范围足够广泛。目前，TAWD 留下了太多偏离平等待遇原则的空间，从而失去了透明的工人保护水平。这使得平等待遇原则的执行变得非常复杂。最后，文章认为，规定一名临时代理工作人员可以在同一用户企业工作的最长期限是确保临时代理工作在同一用户企业的最佳方式，也是对所有相关方最具法律确定性的方式。同一用户承诺不会成为临时代理工作人员的永久情况。