In the context of a mismatch between labour supply and demand, temporary employment agencies (TEM) have become an important mediators in the French job market. While a handful of industry giants have taken the lion’s share of this business, smaller operators are carving out significant niches in particular sectors.Resource : euworkers.fr

To open a Temporary employment agency in France, you can opt for either a société de personnes (Societe Anonyme), an entreprise à responsabilité limitée or a limited company (Société Anonyme ou S.A). The latter is the most common type of recruitment company set up in France and is also the most popular among foreign investors. There are no minimum share capital requirements when registering such companies.

Comment une Agence d’Intérim en France Peut Faciliter vos Recrutements Temporaires

When hiring a temporary worker in France, it is mandatory for the employer to file a pre-recruitment declaration or DPAE. In addition, he or she must register the employee with the primary health insurance fund (Caisse primaire d’assurance maladie – CPAM) if the person is working in France for the first time.

Lastly, if the employment contract is based on a remuneration package that includes end-of-contract compensation (i.e. a fixed salary), the employer must provide this compensation within a maximum period of three months following the date on which the employee terminates his or her contract. The employer must also organize a medical “information and risk prevention check-up” for the employee.

Moreover, if the person is posted to work in France by an establishment established abroad, the latter must appoint a representative present on French soil who will perform the employer’s obligations under the terms of Article R. 1263-1 of the Labour Code, which include storing and providing at inspectors’ request documents containing information on posted employees. In addition, the representative must ensure that the CPAM files are updated in real time.