Employee portage is proving to be an increasingly effective solution used by companies. Due to its characteristics, it distinguishes itself from temporary work, which also manages a tripartite relationship between a client company, an employee, and the temporary work agency. Here’s a brief explanation of this booming process that convinces many companies to utilize it.

Employee portage is heavily utilized by companies, particularly in the field of information technology. It allows for the involvement of external expertise and provides a legal framework that secures the entire process. It involves an independent worker (commonly referred to as a freelancer) who carries out a mission within the company. The portage company handles all administrative procedures in exchange for a percentage of the revenue generated. Its success is partly explained by its flexibility for the client company, offering the opportunity to benefit from specialized expertise without resorting to a traditional employment contract.

Employee portage, definite advantages for the company First and foremost, the main advantage lies in flexible management, particularly administrative: the client company does not produce pay slips since it’s the employee portage company that is responsible for issuing them. All administrative procedures are simplified, allowing you to reduce constraints and costs. Therefore, you don’t have to manage any potential training to navigate these administrative intricacies.

Moreover, you can adjust your workforce according to your needs because you are not bound by an employment contract. This type of contract is ideal, especially if you prefer not to have a subordinate relationship. The employee remains independent, saving you time from managing a relationship with an employee who is not directly yours.

Employee portage contracts primarily allow for the utilization of high-value expertise, which is often difficult to obtain internally. It’s not about hiring, thus saving you considerable time. The goal is generally to outsource non-strategic tasks. Additionally, you don’t need to go through a time-consuming hiring process; you can quickly obtain the collaboration of an expert. This allows you to manage specific or occasional demands, such as organizing an event or implementing an information system, for example.

Cost evaluation is also straightforward since you are purchasing a service. Therefore, there are no additional costs to be added. The employee is responsible for delivering their service properly.

You can also use this process to offer your former employees assistance in developing a new activity by becoming their first client. Many companies with incubation cells also utilize this approach.

Companies concerned with employee portage Obviously, not all companies are concerned with employee portage. It generally involves companies with specific temporary needs or those unable to hire new employees. You can solicit this type of service if you want to outsource part of your services or acquire skills that are not within your area of expertise, for example, in coaching or researching new markets. This technique is particularly useful if you do not have a human resources department to manage your workforce’s growth.

Exceptions to consider It should be noted that employee portage is mainly used to carry out intellectual service missions. Not all professions have access to employee portage, especially in regulated professions in France such as healthcare professions, personal services activities, trading activities, execution in construction, transportation professions, as well as lawyers, accountants, or bailiffs.

Employee Portage vs. Temporary Work: What’s the Difference? Employee portage involves an independent worker who provides a service to a company. They have an employee status since they sign an employment contract with a portage company, which in turn signs a service contract with the client company.

Temporary work functions in a similar way. It involves providing temporary workers to client companies. These workers also receive compensation from the temporary work agency and sign a mission contract. There is thus a triangular relationship, as there is also a placement contract between the temporary work agency and the company.

At first glance, the difference between the two concepts may seem slight, and one may wonder what the differences are between these two contracts, which ultimately seem to be the same thing but with different names.

First of all, in the case of portage, it involves an expert in their field who is called upon for occasional work. They perform a mission that is not usual within the company. Their contract can be either a fixed-term or indefinite-term contract. Unlike temporary workers, they have significant autonomy over their mission, which they negotiate with the client company, both in terms of remuneration and framework. There is no subordinate relationship between the client company and the person using portage.

Temporary work is generally used during a temporary increase in activity or to cover for an absence and involves a mission that is usual within the company. The contract is a fixed-term contract, and the worker does not have autonomy over their mission or remuneration, as the temporary work agency handles negotiations. Remunerations are generally indexed on the company’s tariff schedule. Another key point: temporary workers become employees of the company during their mission, and there is indeed a subordinate relationship with the client company. It should also be noted that temporary work is more expensive for the company than employee portage if the salaries are the same.Haut du formulaire