Section actions
Duration: Signature of contract — 1 day; employment — indeterminate with missions
Cost: Free; Free Trade Union/Inspection
On-site only
Who this guide is for
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- You if you work on an acting basis and want stability of a CDI
- You if an agency offers an interim CDI
- You if you are an employer and discover this new form
To be prepared in advance
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- The contract (provision agreement / mission contract)
- Understanding periods between missions (inter-contracts)
- Contact with a trade union or labour inspectorate
Step-by-step procedure
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- 1Understand the structure: you sign a CDI with the temporary agency, not with the client company. The agency sends you on missions to different clients, but your employer is the agency.
- 2During the mission: you receive a salary from the agency, usually equal to that of the client + markup (Priority premium of 10% in CDD classic, but different rules in CDI-I — often without bonus).
- 3Between missions (inter-contracts): you remain on the staff of the agency. According to the contract: either compensation (a percentage), waiting for a new mission or training.
- 4Benefits: stability of the CDI (paid leave, seniority, protection against dismissal), while benefiting from the variety of clients and missions. Suitable for those who like flexibility.
- 5Disadvantages: instability of clients (possibility of few missions in low season), dependence on agency for assignment, salary may vary.
- 6Compare with the classic acting (mission CDD): in CDD, precarious pay (10 %) and paid leave compensation (10 %), but the contract ends with the mission. In CDI-I, these premiums are often absent, but the stability of the contract is there.
- 7Rights: paid leave (such as CDI), maternity protection, individual right to training. On dismissal, compensation under seniority conditions.
- 8Before signing, check the inter-contract conditions and any minimum guaranteed remuneration. These are the key points.
Common mistakes
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- Believe that the CDI acting = CDI classic. The structure via agency is different.
- Do not check inter-contract conditions: you can find yourself without income between missions.
- Think that 10's precarious premium % applies — in CDI-I, often not.
- Ignore that the employer is the agency, not the client: complaints and documents to be sent to the agency.
- Sign without minimum wage guarantee, then lack resources in low season.
Official sources
Section actions
Important remark
The interim CDI is a relatively new form to the evolutionary rules. This information is indicative — for your contract, consult a union or labour inspectorate.
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