The short answer: choose temporary agency work (intérim) when you want an agency to employ you while you work at a client company, and choose a fixed-term contract (CDD) when you want a direct fixed-term relationship with the employer. Neither is a general substitute for a permanent job: each must correspond to a legally permitted, genuinely temporary situation.
The better option depends on the written offer, not the label. Compare the employer named on the contract and payslip, the legal reason and end date, renewal terms, total gross pay and workplace benefits, end-of-contract compensation, paid-leave treatment and the rules for leaving early. Your collective agreement and the precise reason for the contract can change the result.
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Intérim and CDD: the difference that changes everything
With intérim, you sign a mission contract with a temporary-work agency. The agency is your contractual employer and pays your wages. It separately signs a provision agreement with the company where you actually perform the work, often called the user company.
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With a contrat à durée déterminée (CDD), you sign one fixed-term employment contract directly with the employer. That employer controls the employment relationship, even if you work at a different site or on a project for a customer.
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This is not merely an administrative distinction. It determines whom you contact about pay, who must issue your employment documents, how workplace benefits are assessed and which rules apply if the assignment ends unexpectedly.
| Decision point | Temporary agency work (intérim) | Fixed-term contract (CDD) | What to verify |
|---|---|---|---|
| Contractual employer | The temporary-work agency; the user company hosts the work. | The employer named in the CDD. | Employer name on the signed contract and payslip, plus the worksite address. |
| Legal purpose | A temporary mission, such as replacing an absent worker, seasonal work or a temporary increase in activity. | A precise, temporary task in a situation permitted by law. | The stated legal reason and whether the actual job matches it. |
| Duration | Maximum duration depends on the mission ground; collective rules can alter the arrangement. | Maximum duration and renewals depend on the CDD type and applicable rules. | End date or event, renewal clause and total possible duration. |
| Pay | After the probation period, pay cannot be below that of an equivalent employee at the user company, including applicable equivalent supplements. | Pay and benefits follow the offer, role and applicable rules. | Gross base, hours, premiums, schedule-related payments, transport or meal benefits and the collective agreement. |
| End payment | Generally at least 10% of total gross pay as an end-of-mission allowance, subject to exclusions. | Generally at least 10% of total gross pay as an end-of-contract allowance; exclusions and a possible 6% collective-agreement rate apply. | Whether an exception applies and whether a collective provision changes the rate. |
| Paid leave | A compensatory paid-leave allowance is due for each mission, with a minimum of 10% of gross pay including the end-of-mission allowance. | Leave follows the CDD rules; do not assume the intérim payment method applies. | Whether leave is taken or paid, and the calculation on the final payslip. |
| Early termination | Only limited routes are available, with specific agency obligations in some employer-initiated situations. | Outside probation, only defined grounds apply, including mutual agreement and qualifying permanent hiring. | Read the exact clause before resigning, stopping attendance or accepting a change. |
When each contract is legally allowed
Temporary agency missions
Official public-service guidance identifies temporary mission grounds including replacing an absent employee, seasonal work and a temporary increase in activity. The agency and user company must state the relevant reason and comply with the duration rules attached to that reason. A mission cannot be used as an unrestricted way to fill a role that is permanently required.
Maximum duration is therefore not one universal number. It varies according to the ground for the mission, and a collective agreement may provide a different arrangement where the law permits it. A renewal must also meet the applicable conditions; do not rely on a manager’s verbal promise that the assignment will continue.
CDD contracts
The Ministry of Labour describes a CDD as a contract for a precise, temporary task, usable only in legally listed situations. The written contract should identify the reason, the term and, where appropriate, the event that ends it. A vague description such as “support” is not a substitute for the legally required reason.
CDD duration and renewal limits depend on the category of CDD and the rules that apply to the employer. Some contracts have a fixed calendar end date; others end when a specified event occurs, such as the return of the employee being replaced. Check the total permitted duration rather than assuming every CDD has the same maximum.
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Questions to ask before signing
- What exact temporary situation is being covered?
- Is the end a calendar date or an event, and how will I be told that the event has occurred?
- How many renewals are possible, and must they be agreed in writing before the current term ends?
- Which collective agreement applies, and does it contain special duration or renewal rules?
How pay, bonuses and leave differ
Intérim pay parity
The Ministry of Labour remuneration guidance, updated 3 July 2025, applies the principle of equal pay for equal work. Its official wording is: “Par application du principe « à travail égal, salaire égal », la rémunération du travailleur temporaire ne peut être inférieure à celle que perçoit chez l’utilisateur, après période d’essai, un salarié de même qualification occupant le même poste de travail.” In English: after the probation period, an agency worker’s pay cannot be lower than the pay received at the user company by an employee with the same qualification doing the same job.
“Pay” is broader than the headline hourly rate. Compare applicable premiums and supplements paid to the equivalent employee, along with hours, night or weekend schedules and other contractual benefits. Ask the agency for the classification and pay elements used for the parity calculation; do not compare two gross hourly figures without checking what each includes.
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An end-of-mission allowance is generally at least 10% of total gross remuneration and is paid with the final salary. The rate is not an automatic entitlement in every situation. The public-service guidance lists exclusions including immediate permanent hiring by the user company, specified post-mission training, a worker-initiated early termination, serious misconduct or force majeure, and seasonal work where the applicable agreement provides an exception.
The allowance is calculated on the gross remuneration covered by the rules, not simply on the basic hourly rate. If your qualifying gross total is represented by G, a 10% allowance is 0.10 × G; the payroll statement should show the base used and any exclusion applied.
CDD end-of-contract allowance
For a CDD that reaches its scheduled term, the public-service guidance verified 22 January 2024 states that the end-of-contract allowance is generally at least 10% of total gross remuneration. It lists exclusions such as permanent hiring at the end of the contract, certain refused permanent-job offers, serious misconduct, force majeure, seasonal or customary-use contracts, specified subsidised contracts and certain training arrangements.
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A collective agreement may reduce the rate to 6% when it provides training-related counter-benefits. Because the cited public-service page has an older verification date than the Ministry’s current interim-pay page, confirm the current rule and your applicable agreement before relying on a percentage for an individual contract.
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For intérim, the compensatory paid-leave allowance is due for each mission, regardless of its duration. The official guidance sets a minimum of 10% of total gross remuneration, including the end-of-mission allowance. It is normally settled when the mission ends.
A CDD follows the applicable paid-leave rules. Depending on the timing and circumstances, leave may be taken during the contract or compensated at the end. The intérim formula does not automatically carry over to a CDD, so check the contract and the final payroll calculation separately.
Look beyond the two percentages
Two offers can both advertise a 10% end payment and still produce different totals. Put these items on one comparison sheet:
- Gross hourly or monthly base and guaranteed hours.
- Overtime, night, Sunday, public-holiday and other applicable premiums.
- Transport, meal, travel or site allowances.
- Workplace benefits available to an equivalent employee.
- End-of-mission or end-of-contract allowance, including exclusions.
- Paid-leave treatment and the date of payment.
What happens if you want to leave early?
Early termination is not interchangeable between intérim and CDD. A decision that is lawful for one contract can expose you to financial or contractual consequences under the other.
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Ending an intérim mission
The agency worker, agency and user company each have a defined role. Official guidance describes limited grounds for a worker’s early exit and obligations for the agency in certain employer-initiated situations. The precise route depends on the mission contract, its reason and the event causing the proposed termination.
Do not simply stop attending the user company’s workplace or send a resignation letter to the wrong entity. First identify the agency as the employer, read the termination clauses and obtain written instructions. If the agency proposes another assignment, compare its location, duties, qualification and pay before accepting.
Ending a CDD early
Outside the probation period, a CDD may end early only in defined circumstances. These include a mutual written agreement and the worker being hired on a permanent contract, subject to the required proof and notice rules, among other legally listed grounds. A preference for a different job or dissatisfaction with the schedule is not, by itself, a general right to leave immediately.
If the employer wants to end the CDD early, ask which legal ground it relies on and request the decision in writing. Keep the contract, messages, schedules and payslips. The consequences can include loss or adjustment of end-of-contract compensation, notice obligations or a dispute about damages, so obtain case-specific advice before acting.
Which option fits common situations?
You want a direct relationship with the company
A CDD is structurally simpler: the company named in the contract is your employer. This can make payroll questions, leave requests and discussions about a future permanent position more direct. It does not remove the need to verify the legal reason or the contract’s end conditions.
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You are entering through an agency
Intérim can suit a role sourced and administered by an agency, especially when the workplace needs cover for a defined absence, seasonal demand or a short activity peak. Your practical contacts are split: the agency handles the employment contract and pay, while the user company directs day-to-day work and safety at the site.
You are choosing between two otherwise similar offers
Calculate the expected gross total over the whole term, then add the applicable end payment and paid-leave compensation. Next, value schedule premiums, travel time or costs and workplace benefits. Finally, assess the end date and the realistic chance of a lawful renewal without treating a verbal indication as guaranteed employment.
You may need to leave before the end
Prioritise clarity over a slightly higher headline rate. Ask for the early-termination rules in writing and identify the party authorised to receive notice. If your plan is to move into a permanent job, verify the specific permanent-hiring route and notice requirements before signing.
A step-by-step offer check
- Identify the employer. Write down the legal name on the contract, the name on the payslip and the physical worksite. For intérim, record both the agency and user company.
- Match the legal reason to the real work. Note whether the document refers to replacement, seasonal work, a temporary activity increase or another permitted ground. Flag descriptions that do not explain why the need is temporary.
- Record the term. Enter the start date, end date or ending event, any minimum duration and every renewal condition. Calculate the maximum possible total term under the applicable rules.
- Compare gross compensation. List base pay, guaranteed hours, overtime, premiums, allowances and equivalent workplace supplements. Use the same period and units for both offers.
- Check end payments. Mark whether the 10% baseline applies, whether an exclusion is stated and whether a collective agreement uses the 6% CDD option with training counter-benefits.
- Check leave. For intérim, look for the mission-by-mission compensatory allowance and its calculation including the end-of-mission allowance. For a CDD, establish when leave can be taken or compensated.
- Read early-exit clauses. Confirm probation, notice, mutual-agreement procedure, permanent-hiring provisions and the consequences of an unauthorised departure.
- Save the evidence. Keep the signed contract, amendments, collective agreement reference, schedules, payslips and written messages about renewal or termination.
Use the official allowance simulator carefully
The Service Public end-of-contract allowance simulator asks for the applicable collective agreement, if known, the contract type (CDD or temporary agency work) and the pay received. It can provide an estimate for planning, but it cannot decide whether an exclusion applies or replace checking the contract, payslips and collective agreement.
Before relying on the estimate, confirm that you entered gross rather than net pay, included the remuneration covered by the rules and selected the correct contract type. If the result differs from the final payslip, ask the employer or agency to identify the calculation basis in writing.
Documents and red flags before you sign
- The contract names no precise temporary reason, or the duties appear permanent despite the stated ground.
- The employer on the payslip differs from the entity you were told would employ you.
- The end date, ending event or renewal process is missing or inconsistent across documents.
- An agency offer omits the user company’s classification or the premiums used for pay parity.
- A 10% allowance is promised without explaining an exclusion or collective-agreement rule.
- Leave is described only as “included” without showing whether it is taken or compensated.
- You are told to resign, stop attending or accept a change verbally and immediately.
Ask for a corrected written document before starting. For a dispute or an unusual contract ground, consult an employment-law adviser, union representative or the relevant public-service information channel with the contract in hand.
Bottom line
There is no universally better choice. Choose the contract whose employer, temporary reason, duration, total compensation, leave treatment and early-termination rules you can verify in writing. Intérim gives you an agency employer and statutory pay-parity protection at the user company; a CDD gives you a direct fixed-term relationship. In both cases, the legal reason and the applicable collective agreement matter as much as the advertised pay.
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