Paid leave for temporary workers: rights and calculation
21 August 2025 · 5 min reading time
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See job offersThe issue of paid leave for temporary workers can seem complex, but don't worry: as a temporary worker, you are entitled to paid leave. However, the temporary work contract involves certain specific features.
Staffmatch explains everything you need to know about paid leave for temporary workers.
Am I entitled to paid Leave as a temporary worker?
Yes, temporary workers do have the right to paid leave. Like all employees in France, you accrue 2.5 working days of paid leave per month worked, which amounts to 30 working days per year.
But be careful: this does not mean you automatically earn 2.5 days of leave every time you complete an assignment, especially if it only lasts a few hours or a few days.
How does paid leave accrue in temporary work?
The principle is simple: you accumulate paid leave in proportion to the time you actually work.
One full month of work corresponds to 2.5 days of paid leave. But if your assignment does not last a full month, you only accrue a proportional fraction of those 2.5 days.
This explains why, in most cases, temporary workers do not “take” their paid leave: instead, they receive the corresponding amount in the form of a compensatory paid leave allowance (ICCP).
The ICCP represents 10% of your total gross salary and is clearly displayed on your payslip. It automatically includes all the paid leave you have earned.
A very simple example to avoid any confusion
A temporary worker completes a 2-hour assignment.
One full month of work = 151.67 hours
You worked 2 hours.
We calculate the fraction of the month worked:
2 h ÷ 151.67 h = 0.0132 month
Then we apply the 2.5 days:
0.0132 × 2.5 days = 0.033 day of leave
👉 0.033 day is approximately 47 minutes of leave.
So not 2.5 days, but a very small fraction, which will be included in the ICCP at the end of the assignment.
Can I take paid leave as a temporary worker?
Yes, but not in all situations. In temporary work, most assignments are short, which makes it difficult to take paid leave during the contract.
However, if you are on a long assignment (several months) or on a permanent temporary contract (CDI intérimaire), you can absolutely request paid leave.
In that case, the process is straightforward:
Your request must first be approved by the user company, the company where you are completing your assignment then by your temp agency.
Both must give their approval for your leave to be accepted.
If your leave is approved, it will be deducted from your compensatory paid leave allowance (ICCP).
This deduction will be clearly shown on your payslip so you can track exactly what has been paid and what has been used.
Can I Have RTT as a Temporary Worker?
RTT are additional days or half-days of rest for employees who work more than 35 hours per week.
If you work more than 35 hours per week, you may be entitled to RTT if this is provided for in the company's collective agreement.
The Compensatory Allowance for Paid Leave (ICCP) Explained in Detail
If you do not take paid leave, you are entitled to a bonus called the compensatory allowance for paid leave (ICCP).
The ICCP corresponds to 10% of the total gross remuneration (including IFM) minus any leave taken. The ICCP is paid directly to you at the end of your assignment by your user company, and it is due even in the event of early termination of the contract.
If you want to calculate your ICCP:Concrete example: A temporary worker receives a total gross salary (including IFM) of €14,355 over the entire duration of a long assignment. The temporary worker did not take any leave.The ICCP corresponds to 10% of the total gross remuneration.📣 To simplify: (Total gross remuneration) / 10 = ICCP14,355 / 10 = €1,435.5The temporary worker will therefore have received an ICCP equivalent to €1,435.5.
Now, let's imagine that the temporary worker took 2 weeks of leave for a duration of 30 working days, i.e., 12 days.In this case, you need to multiply their basic ICCP by the days taken over the duration of the 30 working days, in this case, 12 days of leave. To find out the amount of their ICCP, you then need to deduct this amount from the total of their basic ICCP.📣 To simplify: (Basic ICCP) x (days of leave taken / days of leave the employee is entitled to) = Amount to deductConcrete example:(€14,355 / 10) x (12 / 30) = €574.2📣 Then €574.2 will be deducted from their ICCP: (Basic ICCP) - (Amount to deduct) = ICCP€1,435.5 - €574.2 = €861.3At the end of their assignment, the temporary worker will therefore receive an ICCP equivalent to €861.3.
Paid Leave and Permanent Temporary Contract (CDII): A Special Case
While temporary assignments are the most popular, another type of contract is possible in temporary work: the permanent temporary contract (CDII).
The operation of the CDII is specific and allows you to benefit from all the flexibility of temporary work with the advantages of a classic permanent contract (CDI).
If you opt for this type of contract, the request and taking of paid leave are governed by the same rules as a classic permanent contract (CDI). For the same reason, temporary workers on a CDII do not benefit from the payment of their ICCP at the end of the assignment.
And Public Holidays in Temporary Work... How Does it Work?
Based on the principle of equality, a temporary worker has the same rights and enjoys the same benefits (such as meal vouchers, public transport, or any additional bonuses) as an employee on a permanent (CDI) or fixed-term (CDD) contract within the user company.
This principle also applies to public holidays. It should be noted that the only public holiday that is obligatorily off and paid is May 1st, and that no seniority condition can be applied to temporary workers to benefit from the payment of public holidays.
Outside of this date, it is possible for the temporary worker to work on a public holiday if the user company remains open. However, if the company grants bridge days (making a long weekend) or paid public holidays to its permanent employees, the temporary worker also benefits from this, provided that there is an established recurrence of their work schedule.
To better illustrate this point, imagine that Jean is a temporary worker who works regularly from Monday to Friday at a client's site. A public holiday falls on a Tuesday. As the public holiday falls on a regular and predictable working day, the Tuesday public holiday will be paid to him.
In contrast, his colleague Jeremy, also a temporary worker, works sporadically within the same temporary employment agency, meaning there is no recurrence. The public holiday that falls on Tuesday will not be paid to him, as it cannot be determined whether it is a day he would usually work.
📣 Reminder of the public holidays provided for by the French Labor Code:
- January 1st (New Year's Day)
- Easter Monday
- May 1st (Labor Day)
- May 8th (Victory Day)
- Ascension Day
- Whit Monday
- July 14th (Bastille Day)
- August 15th (Assumption Day)
- November 1st (All Saints' Day)
- November 11th (Armistice Day)
- December 25th (Christmas Day)
☝️Small plus: The overseas departments have an additional public holiday that corresponds to and commemorates their date of abolition of slavery.
Whether you opt for a well-deserved vacation or prefer to take advantage of your ICCP, Staffmatch remains at your disposal for any questions at 01 88 24 35 00 or by email at equipe@staffmatch.com.
🚀 Stay connected for more advice and news on temporary work: https://staffmatch.com/blog/en/category/conseils/
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