EuWorkers has been consolidating. It has been driven by a growing demand for flexible staffing solutions that enable businesses to adapt their workforce in response to economic variations and specific projects. This trend has also benefited companies seeking to optimize their human resources management costs by avoiding hiring permanent employees for short-term assignments.

Comment les Agences d’Intérim en France Simplifient le Recrutement Temporaire

Generally, the labor supply agreements concluded between a temporary employment agency and a user company must include all mandatory indications (amount of financial collateral and mandatory guarantees covered; details of the type of work performed; declaration of the undertaking to cover the remuneration in case of termination; and, in the case of an agreement for supplying interim workers, the terms of service). The terms of employment of these individuals must be in accordance with statutes and extended French collective agreements, which must be applied by the employer. They must also be counted in the user company’s workforce.

Posted workers must be registered with the social security system and have their health check-up organized by an occupational health service before being assigned to a job. They must also complete the posting declaration (declaration annuelle des donnees sociales) on the SIPSI portal. Moreover, in the case of companies established outside of France and which operate in the construction, public works, or entertainment sectors, these organizations must necessarily be members and contribute for their employees to institutions providing paid leave compensation that are deemed equivalent to those set up under French law.