Summer job: 4 questions to understand the regulations


Table of Contents

Summer is coming and the academic year is coming to an end. The opportunity for you to get a little job for a few months and put money in your loved one. But before heading headlong towards the vineyards and restaurants, here are the regulations in force.

1. What is the type of contract?

Several options are available to you. First, the seasonal CDD, very present in tourism and agriculture. It cannot exceed eight months and does not give rise to a job insecurity bonus. Work on Sundays and public holidays is not subject to a salary increase and compensatory rest. The seasonal worker must work 35 hours per week. Beyond that, it's overtime.

He has at least one day off per week. His trial period is set by the Collective Agreement or decided upon signing the contract with the employer. There is no trial period if the seasonal worker was hired for the same job the previous year.

CDD of harvest

This harvesting contract is governed by special regulations for seasonal work: the duration of the harvesting contract cannot exceed a month, the employee can conclude several successively (without exceeding a period of 2 months per year) and it may be subject toexemption from employee contributions.

Then the CDD of use, very present in the hotel industry, catering, audiovisual or cultural action (and all the sectors mentioned here). It intervenes in sectors whose activity is by nature temporary and there too, it does not give the right to a job insecurity bonus. As for the seasonal contract, the fixed-term contract can be renewed as many times as necessary. Its maximum duration is fixed by convention or branch agreement. As for working time, it cannot exceed 52 hours per week.

More classically, you also have interim contractsoften shorter, or the “classic” fixed-term contractwhich opens the right to a precariousness bonus of 10% of the remuneration received throughout the employment contract.

2. What about paid holidays?

Employees accumulate an average of 2.5 days of paid leave per month. If they are not taken during the working period, which is often the case during this busy period, they will be paid at the end of the contract.

3. What remuneration to claim?

At least the minimum wage, i.e. 1,645.58 Pounds gross for people over 18 years old. For minors aged 16, they can claim 80% of the SMIC, those aged 17, 90%. Other differences with minors: their working time cannot exceed 35 hours, with two consecutive days off. Their missions must not harm their health, their morality or their safety (example: working in a drinking establishment).

According to the contracts, the employees hired are subject to the contractual minimum of their professional category.

4. What are the differences with an internship?

“We are not talking about employer and employee, we are really talking about host company and apprenticeship trainee”, warns Philippe Wagner, the founder of Captain Contract, a legal support company. The trainees do not sign an employment contract, but an internship agreement to govern their missions and their working time which cannot exceed 35 hours.

Similarly, there is no question of salary, but of internship bonus, set at a minimum of 3.90 Pounds per hour if the internship lasts more than two months. Also, interns do not have any holidays. “But, from two months, they can be offered rest days provided for by the collective agreement. At the discretion of the employer, then, to pay them or not “, adds the specialist. Unlike fixed-term contracts, a trainee cannot be recruited on the occasion of a temporary increase in activity or a seasonal job.


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