Before accepting a French consulting assignment, confirm whether your employment contract will be a CDD, or fixed-term contract, or a CDI, or open-ended contract. In portage salarial France, you are employed by the portage company, which contracts with the client for your services. Your employment contract is with the portage company, not the client.
French employment rules apply, not U.S. or U.K. rules. Ask which assignment the contract covers, how your pay will be calculated, and what happens if the work changes or ends. A clear portage fixed term permanent contract choice can help you weigh the security of a CDI against the defined term of a CDD. For a plain-language overview of CDD and CDI rules in France, review the key differences before you sign.
In the CDD vs. CDI decision, check that the contract matches the assignment and that you understand its terms. These questions can help you assess the offer and discuss any points that need clarification.
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Key Takeaways
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A CDD has a fixed term; a CDI has no set end date.
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Your employment contract is with the portage company.
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The portage company contracts with the client for your services.
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Confirm which assignment your contract covers.
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Ask how pay is calculated and what happens if the assignment changes or ends.
Portage fixed term permanent contract: Understand the CDD and CDI Options
In portage salarial, your CDD or CDI is an employment contract with the portage company. A separate service agreement links that company to its client. The right choice depends on the work and the legal basis for the contract, not just the client’s preferred timeline.
How a CDD or CDI works in portage salarial
A French CDD contract has an end date. A French CDI contract has no set end date and provides an open-ended employment contract. Both define your employment relationship with the portage company, while the client agreement covers the service. For a wider overview of contract options in France, see this guide to choosing an employment contract.
Is a fixed-term contract justified by the assignment?
A fixed-term assignment does not, by itself, justify a CDD. French law allows this contract for specific reasons, such as replacing an absent employee, meeting a temporary rise in activity, or seasonal work. The reason must appear in the contract. A CDD cannot serve as a general trial period or a way to add flexibility. If it fails to meet legal rules, a court may reclassify it as a CDI.
What to confirm before choosing a CDI
Before signing a French CDI contract, check when your employment begins, how pay and fees are set, and what terms apply if the assignment ends. Ask how the portage company manages your employment between client projects. A CDI is open-ended, but it does not guarantee that every client assignment will continue indefinitely.
| Point to check | CDD | CDI |
|---|---|---|
| Duration | End date is set in the contract | No predefined end date |
| Legal basis | Must state a permitted reason | Used as the standard contract type |
| Assignment link | A fixed-term assignment alone is not enough | Employment can continue beyond one client project |
| Key question | Is the stated reason valid and accurate? | How are pay and work managed between assignments? |
Questions to Ask a Portage Company Before Accepting a French Assignment
Before you sign, ask the portage company to explain how the assignment will work in practice. Clear answers can help you compare offers and plan your income with confidence.
How will pay, fees, and minimum compensation be calculated?
Request a written portage salary calculation based on your proposed daily or hourly rate and expected workdays. It should show how client revenue becomes gross salary and estimated net pay. Client revenue is not the same as your salary.
Ask the company to list portage management fees, employer and employee social contributions, reimbursable business expenses, paid leave, and any reserves or deductions. Confirm how each item appears in your activity account and payslips. Ask how the IDCC 3219 minimum pay applies to your role and working time.
What payroll, social-protection, and tax details should be clear?
Ask when salary is paid and what documents you will receive. The company should explain how French payroll and social protection work, including contributions and the benefits they support. Clarify how expenses are claimed and recorded.
Ask which tax details are handled by the company and which remain your responsibility. A sample payslip can help you understand deductions before you accept the assignment.
Who handles the assignment, personal data, and work-authorization questions?
Confirm who will manage your client relationship, contract changes, timesheets, and payment questions. Ask how the company protects your personal data and who can access it.
If you need work authorization in France, ask which documents the company requires and who will review them. Get each responsibility in writing before the assignment begins.
Conclusion
Before accepting a French portage assignment, compare the employment contract with the assignment documents. Confirm whether you are signing a CDD or CDI. If it is a CDD, check that it gives a precise, lawful reason for the fixed term. The French rules for fixed-term contracts explain when this type of contract may be used.
Use a portage contract checklist to review the client, scope, dates, rate, and what happens if the assignment ends or changes. Ask for the Article 21 minimum-compensation calculation under IDCC 3219, a clear breakdown of fees and contributions, and a sample pay stub. Confirm expense rules and pay dates, too.
Also ask how the company handles social protection, taxes, personal data, and any work authorization that applies to you. These French assignment questions can help you spot gaps before you commit. Get key explanations and agreed changes in writing, and check the figures with your portage company for your specific assignment.
FAQ
What is the difference between a CDD and a CDI in portage salarial?
A CDD is a fixed-term employment contract, while a CDI is an open-ended employment contract. In portage salarial, either contract is between you, the salarié porté, and the portage company. The service agreement is separate: it is between the portage company and your client. French employment rules apply, not U.S. or U.K. rules.
How does a CDD or CDI work in portage salarial?
Your employment contract sets out your relationship with the portage company. A separate assignment agreement covers the service provided to the client, including the scope, dates, and rate. Before accepting an assignment, check that the contract and assignment documents match the work you have agreed to perform.
When is a fixed-term CDD justified by an assignment?
French law allows a CDD only for recognized reasons, such as replacing an absent employee, a temporary increase in business activity, or seasonal work. The reason must be clearly stated in the contract. A CDD is not a general-purpose trial period or a way to provide flexibility. If it does not meet legal requirements, it may be reclassified as a CDI.
What should I confirm before choosing a CDI?
Confirm that you understand the contract’s terms and how they relate to your assignment. Ask what happens if the assignment changes or ends, and how pay is handled between assignments. Request the terms in writing so you can review them before signing.
How will my pay, fees, and minimum compensation be calculated?
Ask for a written breakdown showing how the client’s agreed fees translate into your gross salary and net pay. It should identify management fees, employer and employee social contributions, reimbursable business expenses, paid leave treatment, and any other deductions or reserves. Client revenue is not the same as salary.
How can I check the calculation against the assignment rate?
Request an example based on your proposed daily or hourly rate and expected working days. Ask the portage company to show its fee schedule and explain how it will report the calculation in your activity account and payslips. Also request the Article 21 minimum-compensation calculation under the portage salarial collective bargaining agreement, IDCC 3219.
What payroll, social-protection, and tax details should be clear?
Confirm when salary is paid, how expenses are treated, and how social-protection and tax administration are handled. Ask for a sample payslip and a clear explanation of any deductions or reserves. You can compare the figures with the indicative estimate at https://simulateur-portage-salarial.fr/, then ask the company to confirm the calculation for your assignment.
Who handles assignment details, personal data, and work-authorization questions?
Confirm the client, assignment scope, dates, and rate in the assignment documents. Ask how your personal data will be handled and whether any work-authorization requirements apply to you. Request important explanations and agreed changes in writing, and clarify which responsibilities sit with you, the portage company, and the client.
Where can I check the rules for portage salarial and CDD contracts?
You can search the Code du travail provisions on portage salarial, including Articles L1254-1 and following, and the collective bargaining agreement IDCC 3219 on Legifrance. The French government’s CDD guidance is available at https://www.service-public.fr/particuliers/vosdroits/F34. For further guidance on portage salarial, consult the professional organization PEPS at https://www.peps-syndicat.fr/.
Official and professional resources
Compare your assignment assumptions with the portage salary simulator. Results are estimates based on the inputs provided.
