Esperia advises you on the best contract for your business.
THE PARTICULARITIES OF TEMPORARY EMPLOYMENT CONTRACT
Temporary recruitment allows you to fill your needs in the case of a temporary increasing activity and to have a database of trusted and experienced candidates.
Two contracts are required :
- First, a provisional contract concluded between the company and our firm. It defines the terms of the agreement for each temporary employee that ESPERIA offers to your company.
- Secondly, a mission contract concluded between the temporary employee and our firm. It includes terms and conditions similar to those of any employment contract.
The assignment contract is concluded for a fixed period of time, the time needed to accomplish the specific assignment (between 1 and 18 months, including renewals).
The trial period for an assignment contract is set by agreement. However, the duration of the trial period is a maximum of 2 days for a contract of less than one month, a maximum of 3 days for a contract of 1 to 2 months and less than 5 days for a contract of 2 months or more.
The employer may advance or postpone the end of the assignment, at the rate of 1 day for every 5 days worked, but not exceeding 10 days.
If the termination is at the employee’s initiative, he is obliged to pay ESPERIA loss and damages, unless the termination is justified by his hiring on a permanent contract by the employer.
If Esperia is the cause of the early termination of the temporary employment contract, it must offer a new contract to the temporary employee within a maximum of 3 working days of the previous contract termination.
In the event of hiring after the mission, the duration of the mission will be deducted from the trial period and counted in the calculation of the temporary worker’s seniority (3 months).