--- title: "End of your temporary assignment: rights and procedures | Actual group" description: "Is your temporary contract coming to an end? Discover your rights, renewal rules, and prepare for what's next with our advisors." canonical_url: "https://www.actualgroup.com/en/blog/votre-mission-d-interim-se-termine-et-apres" locale: en meta: "og:description": "Is your temporary contract coming to an end? Discover your rights, renewal rules, and prepare for what's next with our advisors." "og:title": "End of your temporary assignment: rights and procedures" --- [Advice](https://www.actualgroup.com/en/blog/category/advice) # **Your temporary assignment is coming to an end. What's next?** June 19, 2026·5 min read [Advice](https://www.actualgroup.com/en/blog/category/advice) *There are several possible outcomes at the end of a temporary assignment: end of contract, renewal, permanent employment (CDI), or early termination. We break down the conditions and procedures for you.* Whether you chose temporary work to gain experience or because you enjoy the flexibility and freedom it offers, all temporary assignments have one thing in common: they come to an end. Sometimes a temporary contract leads to a permanent position (CDI) or a permanent temporary contract (CDI intérimaire), or it serves as an opportunity to move on to a new assignment or training course. Whatever your situation, it is important to know the conditions and steps involved in each end-of-assignment scenario. ## Your temporary assignment ends on the planned date Your temporary assignment is reaching its end and your temporary employment contract (CTT) will not be renewed. First of all, ask your staffing agency for a work certificate along with your statement of hours. Generally, temporary employment agencies directly send all necessary documents at the end of each assignment, together with your payslip. These documents will allow you to obtain your Pôle Emploi certificate to claim your unemployment benefits. At the end of your contract, you should also receive end-of-assignment allowances (IFM) and paid leave compensation allowances (ICCP). Finally, we recommend staying in touch with your staffing agency: - to prepare your job search by sharing your availability with your advisor; - to get training during this period. As a temporary employee, you can exercise your right to career transition leave (CPF-PTP). ## Your temporary assignment is extended The Labor Code provides for a flexibility period ("période de souplesse"), allowing the user company to extend the current assignment by a few days, at a rate of one additional day for every five days worked (or two days for assignments under ten days worked). This extension does not require an amendment. If the company wishes to extend your contract longer, it must be renewed. A CTT can be renewed twice, provided that the total duration of the contract (including renewals) does not exceed the maximum period allowed by law (unless an extended industry-wide agreement provides otherwise). This renewal must be formalized by a contract amendment. In all cases, the extension conditions must be specified in the provision contract and the assignment contract. Note that you can refuse a contract renewal. On the other hand, you must complete your assignment in the event of an extension under the flexibility period. > **Reminder:*** the law prohibits a user company from issuing successive assignment contracts for the same position. Between each contract, it must observe a waiting period ("délai de carence"). The length of this waiting period varies depending on the duration of the contract, including renewal.* ## Your temporary assignment leads to a permanent contract (CDI) If you are hired on a permanent contract (CDI) by the user company at the end of your temporary assignment, the duration of the completed assignment: - must be deducted from your probationary period; - counts towards calculating your seniority (up to a limit of 3 months). Note, however, that in this situation, you are not entitled to end-of-assignment allowances. ## Your temporary assignment is terminated early by the user company A temporary employment contract can be terminated early at the initiative of the user company. In this case, the company is obliged to offer you a new, equivalent employment contract starting within a maximum of 3 days. Otherwise, you are entitled to compensation equal to what you would have earned up to the end of the contract (including the end-of-contract allowance). Note that the company can terminate the contract without notice or compensation: - during your trial period; - during the flexibility period (adjustment of the end date specified in the contract); - in the event of gross misconduct on your part; - in cases of force majeure. ## You want to terminate your temporary assignment before the end of the contract On your end, you can also terminate your temporary contract early under the following conditions: - during your trial period, without needing to state a reason; - in cases of force majeure; - in the event of gross misconduct by the employer; - if you provide proof of being hired on a permanent contract (CDI). In this last scenario, you must serve a notice period equal to one day per week of the contract duration, with a maximum of two weeks and a minimum of one day. The notice period can be reduced or waived by mutual agreement between you and the user company. If you do not comply with these criteria, you may have to pay damages to your staffing agency. Furthermore, if you initiate the termination, you forfeit your right to the end-of-assignment allowance. ## The temporary employment agency terminates your assignment early Your staffing agency can also terminate your assignment. Without notice or compensation in cases of force majeure or gross misconduct on your part. But with the obligation to offer you a new assignment contract within a maximum of 3 working days ([**article L. 1251-26 of the French Labor Code**](https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000006901279)). The new assignment contract must be equivalent to the previous one regarding qualification, remuneration, working hours, and commute time. If the new contract duration is shorter than the remaining period of the previous contract, the agency must pay you compensation equal to the remuneration you would have received until the end of the contract, plus the end-of-assignment allowance. Whatever the outcome of your temporary assignment, the teams at Actual are here to support you in optimizing your job search and helping you manage your career path. Feel free to contact us! Image credit: © magnific ## **Articles you might like** [AdviceOctober 13, 2026**An up-to-date profile = one step ahead in your job search** Availability, licenses, CACES, mobility, CV: discover the information to update on your candidate profile so recruiters can spot you.**Read the article **](https://www.actualgroup.com/en/blog/an-up-to-date-profile-one-step-ahead-in-your-job-search) [AdviceJuly 21, 2026**Career change: learning to sell yourself to find a first job** Are you changing careers? 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