Contrat de Mise À Disposition de Personnel Template for France

A Contrat de Mise À Disposition de Personnel is a mandatory legal agreement between a temporary work agency (entreprise de travail temporaire) and a client company (entreprise utilisatrice) that governs temporary worker placements in France. Under French labor law, this contract must be established before any temporary worker can begin their assignment, creating a clear legal framework that protects both businesses and workers.

When do you need this document?

You need this contract whenever your company requires temporary workers through an employment agency. This includes situations where you need to cover for absent employees on sick leave or maternity leave, handle seasonal workload increases, or complete specific short-term projects. The contract is also required when replacing permanent employees who have temporarily left their positions or when you need specialized skills for a limited duration. French law mandates this agreement for any temporary work arrangement, regardless of the assignment's length or complexity.

Key legal considerations

The contract must clearly specify the legitimate reason for using temporary workers, as French law only permits temporary employment in specific circumstances. You must include detailed job descriptions, required qualifications, working conditions, and the exact duration of assignments. The agreement should outline safety responsibilities, training requirements, and equipment provision obligations. Pay particular attention to clauses regarding liability allocation, as both the temporary work agency and client company have distinct legal responsibilities toward temporary workers. The contract must also address termination conditions and procedures for extending or modifying assignments.

Legal requirements in France

Under Code du travail Articles L1251-42 and L1251-43, your contract must contain specific mandatory information including complete identification of both parties, precise reasons for temporary work need, assignment duration, workplace location, and required qualifications. The document must specify working hours, salary conditions, and any special working conditions or risks. You must ensure the contract complies with collective bargaining agreements and includes provisions for worker health and safety training. French law requires that temporary workers receive equal treatment regarding working conditions, including access to facilities and protective equipment. The contract must be transmitted to the temporary worker before assignment begins and kept for inspection by labor authorities.