Temporary work or fixed-term contract: Which contract to choose?
22 November 2023 · 4 min reading time
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See job offersWhen your company needs temporary reinforcement, the crucial question often arises: temporary work (intérim) or fixed-term contract (CDD)? Staffmatch explains their specificities and advantages.
Temporary Work (Intérim): A Controlled Recruitment Solution
The main advantage of the temporary work assignment contract lies in the fact that it is the Temporary Employment Agency (ETT) that manages the entire recruitment process for the temporary worker as well as all the administrative formalities related to their hiring. You thus quickly obtain a qualified and operational employee, ensuring the continuity of your activity.
The most common reasons for using a temporary work contract are a temporary replacement, seasonal employment, a customary job, or a peak in activity. At the end of the assignment, you pay the ETT fees, relating to the recruitment process and the administrative management of the temporary worker.
If you opt for a temporary work contract, you will not be the direct employer of the temporary employee. This role will fall to the temporary employment agency, which will establish an assignment contract with the worker.
You will also need to sign a temporary work assignment contract, specifying: ✅ The reason ✅ The duration ✅ The position ✅ The temporary worker's remuneration
☝️Good to know: The duration of the temporary work contract cannot exceed 18 months, unless it is associated with a training cycle. In this case, a duration of 36 months is possible. The contract can be renewed twice, and the probationary period is defined by law based on the duration of the contract.
🚀 Recruiting through temporary work proves ideal if you have needs in the logistics, distribution, industry, but also business services or commerce sectors.
Fixed-Term Contract (CDD): A Longer Probationary Period
The temporary work contract and the fixed-term contract (CDD) share many common points. The reasons for using a fixed-term contract are often the same as in the case of a temporary work contract. As with a temporary work contract, the maximum duration for a CDD is 18 months and it can be renewed twice.
☝️Good to know: A CDD can exceed its maximum duration only for exceptional orders, where it can extend up to 24 months, or within the framework of a Senior CDD, whose duration is set at 36 months.
The main distinction between the temporary work contract and the CDD lies in the length of the probationary period. With a CDD, you benefit from a longer probationary period than with a temporary work contract, namely 1 day per week, up to a maximum of two weeks if the contract duration is less than or equal to 6 months, or 1 month if the contract duration is longer than 6 months.
On the other hand, if you opt for recruitment on a CDD basis, it is crucial to note that you are the employer of your employee. The recruitment process is managed internally, generally taking more time and resources than with a temporary employment agency, which is not ideal in case of urgent staffing needs. All administrative formalities and payroll calculation are your responsibility, unlike with temporary work.
💡 Although the CDD is more often used for seasonal jobs, recruiting through temporary work proves very advantageous. Explore the possibilities of seasonal recruitment through temporary work!
Temporary Work vs. Fixed-Term Contract (CDD)
To summarize:
| CRITERIA | TEMPORARY WORK (INTÉRIM) | FIXED-TERM CONTRACT (CDD) |
|---|---|---|
| Admin Management | Handled by the ETT | Internal management |
| Recruitment Management | ETT | Internal and lengthy process |
| Flexibility | High flexibility | Less flexible, but longer probationary period |
The temporary work contract stands out for its outsourced recruitment management, its flexibility, and its ability to quickly meet your company's needs. You benefit from simplified management, a variety of reasons for use, and the possibility of evaluating the profile before a potential transition to a permanent contract.
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