{"id":10062,"date":"2026-09-02T13:08:48","date_gmt":"2026-09-02T11:08:48","guid":{"rendered":"https:\/\/metrickal.com\/human-resources-outsourcing-what-to-outsource-and-what-not-to\/"},"modified":"2026-09-02T15:32:30","modified_gmt":"2026-09-02T13:32:30","slug":"human-resources-outsourcing-what-to-outsource-and-what-not-to","status":"publish","type":"post","link":"https:\/\/metrickal.com\/en\/human-resources-outsourcing-what-to-outsource-and-what-not-to\/","title":{"rendered":"Human Resources Outsourcing: What to Outsource and What Not to"},"content":{"rendered":"\n
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\nQuick Response<\/span>\n

In human resources, personnel administration is often outsourced: payroll processing, Social Security enrollment and deregistration, Form 111, absence tracking, initial screening of applicants, and document management. Everything involving decision-making remains in-house: hiring, firing, setting salary ranges, evaluating performance, and negotiating with union representatives. The legal boundary is defined by Article 43 of the Workers\u2019 Statute. <\/p>\n<\/div>\n<\/div>\n\n

Human resources is one of the areas where it’s hardest to define what is outsourced, because the same label can cover very different things: preparing a payroll and deciding on a layoff are two completely different matters.<\/p>\n\n

And there’s a legal line you should be aware of before signing anything, because crossing it can be costly.<\/p>\n\n

What should be delegated, and what should be handled in-house?<\/h2>\n\n
\"Human
The line is drawn between running a process and making decisions about people.<\/figcaption><\/figure>\n\n

The practical rule of thumb is the same as in accounting: if the task has clear rules, is repetitive, and its outcome is verifiable, it can be delegated effectively. If it involves making a decision about a specific person, it stays in-house.<\/p>\n\n

Delegates well<\/th>It stays inside<\/th><\/tr><\/thead>
Payroll Processing<\/td>Decision to Hire or Fire<\/td><\/tr>
Social Security Enrollments, Withdrawals, and Changes<\/td>Pay Policy and Pay Bands<\/td><\/tr>
Form 111 and Annual Summaries<\/td>Negotiations with Union Representatives<\/td><\/tr>
Absence and Vacation Tracking<\/td>Performance Evaluation<\/td><\/tr>
Initial Screening of Applications<\/td>Final Selection Decision<\/td><\/tr>
Document Management for Case Files<\/td>Signing of Contracts and Severance Agreements<\/td><\/tr><\/tbody><\/table><\/figure>\n\n

Where is the legal line?<\/h2>\n\n
\"Four
Article 43 distinguishes between contracting a service and assigning workers.<\/figcaption><\/figure>\n\n

This is the part that almost no one mentions in a business proposal. Article 43 of the Workers\u2019 Statute<\/strong> prohibits the assignment of workers outside of authorized temporary employment agencies. The consequences of crossing that line are significant: the affected workers are entitled to become permanent employees, at their discretion, either at the transferring company or the receiving company, with seniority calculated from the start of the assignment, and both companies are jointly and severally liable for their obligations to the workers and to Social Security. <\/p>\n\n

A legitimate outsourced service meets four conditions:<\/p>\n\n