Differences Between Wage Portage and Temporary Work
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Let's start by recalling the stakes. The IT professions are experiencing a structural shortage of qualified profiles, particularly in the most sought-after skills (developers, data experts, cybersecurity specialists...). “Flexible employment” simply allows companies to access a pool of talent they would not have access to through traditional recruitment. Wage portage and temporary work indeed allow the mobilization of specific skills for limited periods, without engaging in permanent recruitment. But there are differences between the two systems. We explain which ones.
Wage portage, temporary work: what are we talking about?
What is wage portage?
Wage portage is mainly aimed at autonomous workers, often managers and experts, who wish to carry out their activities independently while benefiting from employee status. The professional in wage portage, called "porté", finds their own assignments and negotiates their rates with their clients. The umbrella company acts as an intermediary by invoicing the porté’s services to its clients and paying them a salary after deducting social charges.
For an IT expert in wage portage, here is how it concretely unfolds:
- The IT consultant finds their own IT assignments, often thanks to their professional network or specialized platforms.
- They negotiate directly with the client their daily or flat rate, the duration, and the content of the mission.
- The mission contract is signed between the client and the umbrella company (establishing a wage portage contract), which invoices the consultant's services.
- The consultant carries out their mission with a high degree of autonomy, as if they were independent.
- The umbrella company invoices the client, deducts its management fees, social contributions, and pays the salary to the consultant.
Wage portage is particularly suitable for IT experts seeking long IT assignments with a high degree of expertise (specific development, architecture, consulting...).
What is temporary work?
Temporary work, on the other hand, is a form of temporary work managed by a specialized company called a temporary employment agency (TEA). Temporary workers are recruited by the TEA and made available to client companies for specific assignments, usually to replace an absent employee or cope with a temporary increase in activity. The temporary worker is employed by the TEA, which pays their salary and manages their employment contract.
Regarding temporary work in IT:
- The client company expresses its skill needs to the TEA (technologies, duration, budget...).
- The TEA searches its pool for matching profiles and presents a selection of CVs to the client company.
- The company selects the temporary worker, who is then assigned and paid by the TEA during their IT assignment.
- The temporary worker works within the client company, often integrated into a team, on specific tasks.
- Billing is managed between the TEA and the user company, and the temporary worker is paid according to the TEA's collective agreement.
Temporary work is more often used for occasional needs requiring specific skills (e.g., strengthening a development team), with a level of autonomy and responsibility often lower than in wage portage.
What are the differences between wage portage and temporary work?
Here is a table highlighting the main differences between wage portage and temporary work on key criteria such as the type of contract, the mode of assignment, remuneration, autonomy, etc.:
| Criterion | Wage Portage | Temporary Work |
|---|---|---|
| What type of contract is signed? | Employment contract with the umbrella company Service contract between the umbrella company and the client | Temporary employment contract with the TEA Assignment contract between the TEA and the user company |
| Who approached whom for the assignment? | The consultant prospects and negotiates their assignments themselves | The TEA prospects client companies and offers assignments to temporary workers |
| How is the remuneration calculated and paid? | Daily or flat rate negotiated by the consultant Salary paid by the umbrella company after deducting charges | Hourly rate set by the TEA Salary paid by the TEA according to hours worked |
| What is the degree of autonomy in the work? | High | Lower |
| Who provides the tools and work environment? | The consultant often uses their own equipment and can work remotely | The client company generally provides the equipment and the temporary worker works on-site |
| What is the duration of the assignments? | Longer assignments (several months) | Shorter assignments (several days to weeks) |
| What is the professional's profile and background? | Often confirmed experts | More varied profiles, from juniors to seniors |
This table remains a summary. Here is a detailed analysis of the main differences between wage portage and temporary work, with the principle and practical aspects for each point:
Contractual relationship
| Wage Portage | Temporary Work |
|---|---|
The consultant signs an employment contract, either permanent or fixed-term, with the umbrella company, which makes them available to the client to carry out an assignment. The mission contract is signed between the client and the umbrella company. | The temporary worker signs a fixed-term employment contract with the TEA, which makes them available to the user company. An assignment contract is signed between the TEA and the client company. |
Search and assignment of missions
| Wage Portage | Temporary Work |
|---|---|
The consultant actively prospects to find their assignments, using their network, specialized platforms, professional directories. They must approach clients, present their skills, negotiate the terms of the assignment. | The TEA prospects client companies and receives assignment requests. It selects the temporary workers matching the profiles sought and offers them the assignments. The temporary worker can apply for offers disseminated by the TEA but does not directly prospect companies. |
Remuneration and invoicing
| Wage Portage | Temporary Work |
|---|---|
The consultant negotiates their daily or flat rate directly with the client. This rate includes gross salary, social contributions, and the umbrella company's management fees. The consultant receives a salary only when they carry out assignments. | The temporary worker is paid an hourly rate set by the TEA according to the position and market practices. They receive their salary regularly, even if they change assignments or experience periods of intermission. |
Autonomy and responsibilities
| Wage Portage | Temporary Work |
|---|---|
The consultant benefits from great autonomy in the execution of their assignments. They define their working methods, choose their tools, and often work remotely. They have a significant degree of responsibility towards their client. | The temporary worker is integrated into the client company's teams and follows its instructions and working methods. They use the tools and work environment provided by the client company, with less autonomy than in wage portage. |
Duration and recurrence of assignments
| Wage Portage | Temporary Work |
|---|---|
Assignments in wage portage tend to be longer, often several months or even years, given the high level of expertise required. The recurrence of assignments depends on the consultant's ability to prospect and retain their clients. | Assignments in temporary work are generally shorter, from a few days to a few weeks. The TEA ensures the continuity of assignments by offering new opportunities to the temporary worker. |
Professional profile and skills
| Wage Portage | Temporary Work |
|---|---|
Wage portage mainly concerns experienced professionals, often senior experts, who want to work independently while benefiting from employee status. The required skills are often highly specialized and technical. | Temporary work covers a wide range of profiles, from juniors to seniors, depending on the needs of client companies. The skills required are more varied, ranging from general tasks to specific technical skills. |
In conclusion, wage portage and temporary work offer flexibility and access to specific skills, but their differences make them suitable for distinct needs and profiles. Wage portage is ideal for autonomous and experienced professionals seeking long-term, high-expertise assignments, while temporary work provides more varied opportunities, often for shorter periods and with less autonomy. Both options allow IT experts to navigate the dynamic job market, providing companies with valuable talent and professionals with the flexibility they desire.
To know more :
How to choose between wage portage and auto-entrepreneur?
What is the difference between a CDI and wage portage?
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