HR Interim Guide
GUIDE FOR TEMPORARY WORKERS FOR HR PROFESSIONALS
Reasons for use
The conclusion of a temporary employment contract is only possible for the execution of a specific and temporary task, called a mission, and only in the following cases :
- To replace an employee with another in case of absence or suspension of the employment contract, provided that the said suspension is not caused by a strike;
- The temporary increase in the company's activity;
- The execution of seasonal work;
- The execution of work for which it is customary not to conclude an open-ended employment contract due to the nature of the work.
Duration of the mission
The duration of the mission is defined in the employment contract. It must include a precise term. The temporary employment contract also includes a probationary period.
Mission contract
The contract signed by the employment agency and the user company must include the following elements:
- The reason for using a temporary worker;
- The term of the mission;
- The workplace;
- Working hours;
- The required professional qualification;
- The characteristics of the job (specify if the job is on the list of high-risk positions, if the employee uses personal protective equipment)
- The amount of remuneration and, where applicable, bonuses;
Termination of the contract
Once the probationary period has been validated, the contract can only be terminated in the event of serious misconduct by the employee or in the event of force majeure.
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