The permanent temporary contract: definition and how it works
12 June 2023 · 5 min reading time
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See job offersCreated in 2014, the permanent temporary contract (CDI intérimaire) allows employees to benefit from the classic advantages of a permanent contract (CDI) as well as the flexibility of temporary work.
Discover the permanent temporary contract and its advantages with Staffmatch.
What is a Permanent Temporary Contract?
When a company hires temporary workers, a temporary work contract is established between the temporary worker and the temporary employment agency (ETT). Thus, another type of contract is possible: the permanent temporary contract (CDI intérimaire).
The permanent temporary contract, also known as CDII, is a mechanism relating to the security of the professional paths of temporary employees.
This type of contract is established between the temporary employee and the temporary employment agency, such as Staffmatch, for example, for the execution of successive assignments within a defined geographical area.
The CDII allows employees and the company to set up an assignment of 36 months, unlike 18 months for a classic temporary assignment.
Instead of a contract at the end of each assignment, the temporary worker receives assignment letters that detail the specific characteristics of the position to be filled as well as:
- The professional qualification and employment of the employee
- The amount of remuneration for the assignment
- The place and start and end dates of the assignment
- The working hours and the reason for calling upon the employee
The temporary worker therefore has only one contract to sign and must accept all assignments proposed by the agency provided that the salary is equal to or greater than 70% of the salary received during their last assignment.
The temporary worker has the right to refuse an assignment in certain cases:
- Non-compliance with the salary condition
- The proposed job does not correspond to their qualification or the jobs mentioned in the employment contract
- The assignment takes place outside the geographical area defined beforehand
With a CDII, the probationary period is not compulsory unless expressly mentioned in the contract. If this is the case, the duration of the probationary period is limited by maximum durations depending on the position and seniority of the employee.
☝️Good to know:
In the event of termination of the contract, the CDII is governed by the same rules as for terminating a classic CDI.
A mutual termination is entirely possible with the agreement of both parties.
Remuneration with a CDII
The CDII includes two periods: the assignment period and the intermission period.
The temporary worker alternates between carrying out assignments and a period during which they are not employed by any user company but still receive a monthly remuneration which must be at least equal to the minimum wage (SMIC).
These periods are called intermission periods, and during them, the temporary worker must remain reachable by the temporary work agency and available for the proposed assignments.
Intermission periods are considered as actual working time and are taken into account for the calculation of seniority and paid leave entitlements.
During the assignment period, the temporary worker is paid at an hourly rate based on the assignment they are performing.
In What Cases is it Possible to Use a Permanent Temporary Contract?
The reasons for resorting to a permanent temporary contract remain the same as those for a classic provision contract:✅ A replacement ✅ Seasonal employment ✅ A customary job ✅ In case of a temporary increase in workload
It is strictly forbidden to use a temporary worker in the event of:
❌ Strike
❌ Economic layoff
❌ Dangerous work
What are the Advantages of a CDII?
The CDII allows the employee to benefit from the advantages of a classic CDI such as the consideration of seniority and access to health insurance.
The temporary worker receives a monthly remuneration at least equal to the gross minimum wage and is entitled to paid leave.
On the other hand, the temporary worker does not receive end-of-mission bonuses or paid holiday bonuses at the end of their contract because it is considered that they are no longer in a precarious status once a CDI is signed.
What are the Differences Between a CDII and a Classic Assignment Contract?
The permanent temporary contract differs from a classic temporary work contract. Here are the biggest differences between the two:
| Classic Temporary Work Contract | Permanent Temporary Contract | |
|---|---|---|
| Only 1 contract to sign | ❌ | ✅ |
| Salary received during intermission periods | ❌ | ✅ |
| Assignment with a maximum duration of 18 months | ✅ | ❌ |
| Assignment with a maximum duration of 36 months | ❌ | ✅ |
| Entitlement to paid leave | ❌ | ✅ |
| Entitlement to IFM and ICP | ✅ | ❌ |
| Mandatory probationary period | ✅ | ❌ |
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Whether it's to set up a classic assignment contract or a permanent temporary contract, Staffmatch supports you throughout your job search!
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