How does temporary work work?

We answer your most frequently asked questions about temping!

Capa Intérim offers both temporary and permanent contracts.
The temporary worker signs an assignment contract with the temporary employment agency.
A secondment contract is signed between the temporary employment agency and the company where the temporary worker is working.
The temporary employee must write and sign the assignment contract. It can be for a specific term or without a specific term, depending on the reason and whether or not it has an expiry date.

You can combine several assignments, provided you comply with the following conditions:

  • You may not work more than 10h/day and 48h/week.
  • You can’t work more than 44 hours a week on average over a period of 12 consecutive weeks.
  • You must have a weekly rest period. The weekly rest period is at least 24 consecutive hours, in addition to the daily rest period of 11 consecutive hours.

A permanent contract is signed between the temporary employee and the employer. The employee is made available to a user company to carry out a specific, temporary task, and an assignment contract is drawn up between the temporary employment agency, the user company and the temporary worker. In the event of a shortage of assignments for the temporary worker, the employer guarantees remuneration, which is fixed when the permanent contract is signed.

You will need :

  • Your ID
  • Your health insurance card
  • Your bank details
  • Proof of address less than 3 months old
  • Your CV

The temporary worker’s employer is the temporary employment agency.

No, it is not possible to terminate your contract early.
However, the French Labour Code provides for certain types of early termination:

  • On the employer’s initiative :
    If this is the case, the employer must propose a new employment contract taking effect within a maximum of 3 days of the termination. The new contract must comply with the same conditions as the previous one.
  • On the employee’s initiative:
    • during the trial period
    • if hired on a permanent contract
    • in the event of force majeure

Night work is considered as such between 9 pm and 6 am. The daily duration of night shifts may not exceed 8 consecutive hours.

An employee is a night worker if he works :

  • at least 2 times a week, minimum 3 hours of night work according to his usual work schedule.
  • or 270 hours of night work over a reference period of 12 continuous months.

Depending on company agreements, night work can be considered in different ways.

There is no minimum duration for a temporary employment contract. However, a contract can be renewed twice, up to a maximum of 18 months.

The French Labor Code also stipulates a waiting period. It must be applied in the event of a succession of temporary employment contracts for the same position.
If the employee is reappointed to the same position, the waiting period must be respected and is calculated as follows:

  • For contracts of 14 days or more, the time limit is set at one-third of the duration of the previous contract (including renewals).
  • For contracts of less than 14 days, it is set at half the duration of the previous contract (including renewals).

For the temp :

  • Gain professional experience and skills
  • Developing your network
  • Can be a springboard to a permanent contract
  • Maintaining a professional activity
  • Flexibility: adapt your schedule to suit your lifestyle and desires

For companies :

  • Delegate recruitment and social obligations
  • Rapid recruitment
  • Manage unforeseen events with responsiveness: increases in activity and/or last-minute replacements
  • Find qualified and/or specific profiles

Do you have any other questions for us ? We're here to help!