Responsibility that goes
beyond the workplace
Recruiting people from abroad carries a particular responsibility. For us it does not end when a shift is filled.
Legally sound and reliable
- Open-ended licence for ArbeitnehmerüberlassungMBP Personalmanagement GmbH has held an open-ended licence under the German Arbeitnehmerüberlassungsgesetz since 2024. Our management has held an open-ended licence continuously since 2011, initially for the predecessor company. That is fifteen unbroken years of licensed operation.
- Collective agreementAs a member of the Gesamtverband der Personaldienstleister we apply the DGB/GVP collective agreement framework, which has been the single valid framework for the German temporary work sector since 1 January 2026. Sector supplement agreements apply where relevant to the assignment.
- IZS — Institut für Zahlungssicherheit, premium statusWe are subject to the full IZS audit scope. Compliance, credit and clearance certificates are kept continuously up to date and are available for supplier audits.
- Signatory to the GVP Standards for International MobilityWe apply the German staffing association's framework for cross-border recruitment — covering exactly what our model consists of: recruitment abroad, accommodation, mobility and support.
- Member of the Bundesvereinigung Logistik (BVL)Because we do not see ourselves as a temporary staffing firm but as part of the logistics sector.
Our standards
Our flats are fully furnished and equipped so that people can move straight in and organise their daily lives independently. No more than two people share a room.
The flats are managed and inspected by us, not by a third party. Our clients are expressly invited to see them for themselves — viewings can be arranged at any time and at short notice, with due regard for our employees' privacy.
On costs and billing: we disclose the terms for accommodation and transport in full during tenders and supplier audits, including how they are charged. We do not publish them, because they form part of our costing. Ask, and you will get an answer.
What every unit contains
| Occupancy | maximum two people per room |
| Furnishing | fully furnished, ready to move in |
| Kitchen | own kitchen per unit |
| Sanitary | bathroom and separate laundry room |
| Management | by MBP itself, not outsourced |
| Inspection | regularly, by our own staff |
| Use | voluntary, no disadvantage if declined |
We do not show you photographs. We show you the flats.
Pictures can be staged. So we invite you to see for yourself — at any time and at short notice, with due regard for our employees' privacy.
Arrange a viewingRecording and fair pay
- Pay under the applicable DGB/GVP frameworkincluding sector supplements as well as shift, night, Sunday and public holiday premiums under the applicable rules.
- Traceable payslipsTransparency on hours worked and time credits. Before every assignment we check the correct collective agreement grading.
- Software-supported early warning systemAssignment periods and equal pay deadlines are monitored continuously. Relevant thresholds are flagged early so that adjustments can be made in good time.
Contacts and complaints procedure
Our employees have fixed, multilingual contacts who accompany them throughout the assignment — scheduling, on-site management and native-speaking coordinators and interpreters.
The route in detail
- First stage: the coordinator on the floorEvery team leader and coordinator is bilingual. Concerns can be raised there in the employee's own language, without a form and without waiting — as a rule within the same shift.
- Second stage: scheduling in RödermarkAnyone who would rather not approach the coordinator, or finds no solution there, can reach our scheduling team directly — in person, by telephone or in writing.
- Third stage: the managementFor serious concerns the route to the management is open. Every report is documented and answered.
A complaint must have no negative consequences for the employment relationship or the assignment. Concerns are treated confidentially. Nobody who raises one need fear reassignment or a worse shift.
Workplace safety without language barriers
- Before the assignmentGeneral safety instruction, supplemented by task- and workplace-specific briefings.
- How it is deliveredExplained by native-speaking coordinators or interpreters, using visual material and practical examples.
- EvidenceDocumented attendance confirmations, with refresher instruction whenever needed or whenever the workplace changes.
Before work begins we also check that the required personal protective equipment, occupational health screening and task-related qualifications are in place.
Code of Ethics
Our binding principles for how we deal with employees, clients and partners — the basis of every engagement and part of our supplier documentation.
Responsibility has to be
verifiable
Responsibility does not show in promises but in traceable standards and documented procedures. We make the necessary evidence available for audits and supplier reviews — and invite you to form your own picture of our support, our accommodation and our processes.