Article L1251-27 of the French Labour Code
November 8, 2023
Breach of the availability contract does not constitute force majeure.
Breach of the availability contract does not constitute force majeure.
Early termination of the assignment contract at the employee’s initiative entitles the temporary employment agency to damages corresponding to the loss suffered. These provisions do not apply when the employee can prove that a permanent employment contract has been concluded. Unless the parties agree otherwise, the employee is then required to observe a period of notice calculated on the basis of one day per week, taking into account : 1°…
The suspension of the employee’s assignment contract does not prevent the contract from expiring.
The end of the assignment provided for in the secondment contract or set out in an amendment thereto may be brought forward or postponed at the rate of one day for every five days worked. For assignments of less than ten working days, this term may be brought forward or postponed by two days. Adjusting the term of the assignment may not have the effect of reducing the duration of…
When the assignment contract is concluded to replace an employee who is temporarily absent or whose employment contract has been suspended, or for a replacement carried out under 4° and 5° of Article L. 1251-6, the term of the assignment initially set may be postponed until the day after the day on which the person replaced returns to work.
When, at the end of an assignment, the employee does not immediately benefit from an employment contract of indefinite duration with the user company, he is entitled, by way of additional pay, to an end-of-assignment allowance intended to compensate for the precariousness of his situation. This indemnity is equal to 10% of the total gross remuneration due to the employee. The indemnity is added to the total gross remuneration due…
The end-of-assignment indemnity is not due: 1° When the assignment contract is concluded under 3° of article L. 1251-6 if an extended collective agreement between the professional organisations of employers and employees in the temporary work branch, or if an agreement or arrangement concluded within the companies or establishments in this branch so provides ; 2° When the assignment contract is concluded under Article L. 1251-57; 3° (Repealed) ; 4°…
When, at the end of an assignment, the user company offers the employee a permanent contract for the same or a similar job, without changing the place of work, it will notify the employee of this offer in writing. If the employee refuses, the user company informs Pôle emploi, providing proof that the job offered is similar. A decree by the Conseil d’Etat will set out the terms and conditions…
By way of derogation from the provisions of Articles L. 1251-12 and L. 1251-12-1 relating to the maximum duration of the assignment contract, when a temporary employee is exposed to ionising radiation and when, at the end of his assignment contract, this exposure exceeds the annual limit value for the duration of the contract, the temporary employment undertaking shall offer him, under the conditions provided for in the second paragraph…
The agreement or the extended branch agreement of the user company may set the maximum number of renewals possible for an assignment contract. This number may neither have the purpose nor the effect of permanently filling a job linked to the normal and permanent activity of the company. The conditions for renewal are stipulated in the contract or are the subject of an amendment submitted to the employee before the…
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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