Temporary agency work involves a three-party setting: you, the agency that employs you, and the hirer where work is performed. Confusion often starts when papers from those relationships are read as one document.
The employment contract
The employment contract usually governs the continuing relationship with the agency. It may contain pay references, working hours, probation, leave, mobility clauses, notice periods and references to a collective agreement. Its wording also matters when one client assignment ends.
The assignment information
An assignment notice or written information may identify the hirer, workplace, expected duties, start date, schedule and assignment-related remuneration. The title and exact content vary. It should be read alongside, rather than instead of, the employment contract.
Questions to put in writing
Ask which document defines the work location, who approves leave, how hours are reported, which supplements apply, and what process follows if the hirer ends the assignment. A factual written answer can expose whether the uncertainty is contractual or simply missing operational information.
Keep each version of an assignment document. If verbal instructions change important conditions, ask the agency to confirm them in writing.