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Clear out junk files and repair common Windows errorsFree Scan →Scan for outdated or missing drivers - takes under a minuteDriver Scan →Repair Windows errors before they cause bigger problemsFix Now →In France, a temporary-work (intérim) contract gives you an employment relationship with the temporary-work agency, while you perform the assignment at a client company. Your pay must generally match that of a comparable employee at the client, and a completed assignment normally generates two separate payments: an end-of-mission indemnity of at least 10% of gross pay and paid-leave compensation of at least 10% of gross pay including that indemnity. Early termination, notice, exemptions and unemployment consequences depend on the exact contract and applicable collective agreement.
This guide explains what to check before signing, how the two end-of-contract payments are calculated, what happens if either side ends the assignment early, and which documents and unemployment rules apply when the mission finishes.
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How a French temporary-work contract is structured
Two companies are involved, but only one is your employer. The entreprise de travail temporaire (temporary-work agency) signs the employment contract, pays your wages and handles employment administration. The entreprise utilisatrice (user company) supervises the day-to-day work at its site.
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The mission contract must be written and signed. The agency must give you the signed contract no later than two working days after you are made available to the user company. It must state the reason for the assignment, its term or minimum duration, the job and qualification, the workplace, working hours, remuneration and the payment schedule. Keep the contract, extensions and payslips together: the exact wording controls the end date and the indemnities.
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The official Service-Public summary is direct: “Le salarié intérimaire bénéficie d’un salaire dans les mêmes conditions que les autres salariés de l’entreprise où il effectue sa mission.” Read the full, current fact sheet (verified 1 February 2024) at Service-Public.fr’s temporary-work contract page.
What an intérimaire must be paid
Equal pay after the trial period
Once any contractual trial period has ended, your gross pay cannot be lower than the pay received by an employee of the user company who has equivalent professional qualifications and performs an equivalent job. The comparison is with the actual position at that company, not with a generic national “temporary-worker rate.” It includes the basic wage and the premiums, bonuses and other accessories that apply to the comparable employee.
For example, if permanent employees in the same role receive a shift premium or a site allowance under the company’s collective rules, that element should be reflected in the temporary worker’s remuneration when the eligibility conditions are met. Ask the agency for the classification and pay components used for the comparison, and check the relevant collective agreement before accepting a lower-looking offer.
Public holidays and sector-specific payments
A public holiday is paid when comparable employees of the user company are paid for it; no minimum seniority condition can be imposed on the temporary worker for that comparison. In the construction sector (BTP), weather-related stoppage compensation is payable to temporary workers on the same basis as other workers, also without a seniority condition.
How to check your payslip
- Confirm the employer named on the payslip is the temporary-work agency.
- Compare the hourly or monthly base with the equivalent user-company classification.
- Check overtime, night, Sunday, shift, meal, travel and site premiums against the assignment terms and collective agreement.
- Verify the gross total used for later indemnity calculations; do not rely only on the net amount deposited.
- Check the payment date and frequency stated in the contract.
End-of-mission indemnity (prime de précarité)
Standard rate and calculation base
At the normal end of a mission, the agency generally owes an end-of-mission indemnity, commonly called the prime de précarité. The legal minimum is 10% of the total gross remuneration paid for the mission, including renewals. It is normally added to the final wage and shown on the last payslip. A collective agreement may set different rules, so the contract and applicable agreement must be checked.
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“Total gross remuneration” means the gross earnings covered by the mission, not the net amount after tax and social contributions. Include each renewal in the period covered by the calculation. Keep a running total from every payslip so that the final 10% can be checked arithmetically.
When the indemnity is not payable
The 10% minimum is a rule with statutory exceptions. The indemnity is notably not due when:
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- the user company hires you immediately on a permanent CDI;
- the user company provides additional vocational training at the end of the mission;
- you end the mission yourself before its agreed term outside a legally protected situation;
- the early termination follows serious misconduct (faute grave) or force majeure;
- a seasonal contract falls under a collective rule excluding or modifying the payment.
Other collective-agreement provisions can affect the result. The official Service-Public explanation of the end-of-contract premium (verified 6 October 2026) is available at this page. Treat its 10% figure as a legal minimum, not as a market average or guaranteed net bonus.
Paid-leave compensation is a separate payment
Minimum amount
Temporary workers usually receive compensation instead of taking paid leave during a short mission. The indemnité compensatrice de congés payés is due when the mission ends or is terminated early. Its minimum is 10% of the total gross remuneration received during the mission, with the end-of-mission indemnity included in the base. It is therefore not the same 10% calculation as the prime de précarité.
In practical terms, first calculate the mission’s gross remuneration, calculate any end-of-mission indemnity, add that indemnity to the gross base, and apply 10% to the combined amount. Sector rules may involve a paid-leave fund, and special reconstructed-pay rules apply for an occupational accident, occupational disease or ordinary sick leave. The current Service-Public page (verified 23 January 2026) sets out these details at Indemnité compensatrice de congés payés.
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Official illustration
Service-Public gives this 2026 example: a mission produces €1,500 gross pay and a €150 end-of-mission indemnity. The paid-leave compensation is €165: (€1,500 + €150) × 10%. It is an illustration of the statutory method, not a universal payment for every mission.
| Calculation stage | Illustration |
|---|---|
| Gross mission remuneration | €1,500 |
| End-of-mission indemnity (10%) | €150 |
| Paid-leave base | €1,500 + €150 = €1,650 |
| Paid-leave compensation (10%) | €165 |
Notice and early termination: what the law actually allows
Why an ordinary CDI notice period does not automatically apply
A mission is a fixed-term contract. You should not automatically apply the resignation or dismissal notice rules for an ordinary permanent CDI. The permitted routes and any notice or “délai de prévenance” depend on the event that ends the mission and on current law. In particular, the official fact sheet does not state one universal number of days for leaving an assignment to take a CDI. Do not rely on a number found in a generic checklist; have the agency verify the rule for your contract and circumstances.
When the worker may leave before the end date
You may end the mission early during the trial period, when you are hired on a CDI, or in a force-majeure situation. Give the agency written evidence of the event, such as the permanent-employment offer, and ask it to confirm the final date and the sums due. If you leave outside an authorised case, the agency can seek damages for the loss caused by your premature departure, and the end-of-mission indemnity may be lost.
When the agency or user company ends the mission
If the employer ends the assignment before its agreed term, the general rule is that the agency must offer a replacement mission starting within a maximum of three days. The replacement cannot alter essential elements such as qualification, pay, working hours or travel time. If the replacement lasts less than the period remaining on the original contract, the agency owes compensation corresponding to the remuneration you would have received until the original end date, including the end-of-mission indemnity.
There are exceptions to the replacement-contract duty, notably during the trial period, in cases of serious misconduct and in force-majeure situations. Ask the agency to put the reason for termination and any replacement proposal in writing.
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What you receive when the mission ends
End-of-contract documents
At the end of the assignment, check that the agency supplies:
- a certificate of employment (certificat de travail);
- the France Travail certificate needed for unemployment administration;
- the receipt for the final account (reçu pour solde de tout compte).
Compare the final payslip with your own calculation of gross pay, the end-of-mission indemnity, paid-leave compensation, overtime and premiums. Raise discrepancies promptly in writing and retain proof of delivery.
If the user company offers a CDI
If you are hired by the user company, assignments performed there during the three months before recruitment count toward seniority, and the corresponding time is deducted from any trial period. The end-of-mission indemnity is normally excluded when the permanent hire is immediate, so compare the CDI’s salary and benefits with the one-off payment you would otherwise receive.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Refusing a permanent offer and unemployment rights
You may refuse a CDI offer, but the circumstances matter. If the proposed job is identical or similar to the assignment and at the same workplace, the employer can report the refusal to France Travail. Failing to answer is treated as a refusal for this purpose.
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How to compare two temporary assignments
Compare the complete contractual package rather than a headline hourly rate. Use this checklist before signing:
| Item | Questions to ask |
|---|---|
| Legal employer | Which agency signs and pays me, and who is the user company? |
| Classification and pay | Which comparable employee and collective-agreement classification set the rate? |
| Premiums | Are shift, overtime, travel, meal, night, Sunday or site allowances included? |
| Term | What is the end date or minimum duration, and how are renewals documented? |
| End-of-mission payment | Will the 10% minimum apply, or does an exception or collective rule apply? |
| Paid-leave compensation | Is it calculated at 10% of gross pay including the end-of-mission indemnity? |
| Working conditions | What are the hours, travel time, location and safety requirements? |
| Final paperwork | When will the certificate, France Travail certificate and final-account receipt be issued? |
Use gross figures and the actual assignment dates when estimating the final value. A higher hourly rate can be offset by missing premiums, a shorter guaranteed duration or an exception to the end-of-mission payment.
Legal references and keeping your records
The rules summarized here correspond to the Labour Code provisions commonly cited for temporary work: L1251-16 and L1251-17 for the mission contract, L1251-18 to L1251-20 for remuneration and leave, L1251-26 to L1251-28 for early termination, and L1251-29 to L1251-34 for the end-of-mission indemnity. Because collective agreements and statutory guidance can change, check the agreement named in your contract and the current Service-Public pages before disputing a payment or ending a mission.
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Keep the signed contract, every renewal, schedules, payslips, written instructions, termination notices, the final account and unemployment documents. Those records establish the dates, gross totals and reasons needed to enforce equal pay, calculate both indemnities or explain a CDI refusal.
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