assignment contract in french

Accueil > Employment contract and international mobility

Employment contract and international mobility

Date of update

Is working in France a possibility? If so, in what context and for what purpose? How will it affect the contractual relationship between the employee and their foreign-based employer?

These are all questions that must be addressed before coming to France, to get a clear picture of how undertaking an assignment in France will impact on the employee’s employment contract.

Employment regulations

Termination of work contract

• Dismissal on personal grounds
• Resignation
• Termination of a fixed-term contract
• Dismissal on economic grounds
• Mutual termination of contract
• End-of-contract documents

Employment contract

• Temporary workers: The temporary employment contract
• Fixed-term contract
• Permanent contract
• Recruitment
• Employment contract clauses

The context

It is vital to consider the form this mobility will take.

When an employer decides to send one of its employees on assignment to France, it can choose between the following options:

• When a foreign company is providing an international service to a company based in France, under a commercial contract.
• As part of an intra-corporate mobility program, where the employee is seconded to a French company belonging to the same group of companies as their own.
• On the employer’s own behalf, i.e. there is no client company or host company in France (e.g. participation in seminars, training, events, etc.).
• Under a secondment contract between a foreign temporary employment company (temping or placement agency) and a client company based in France.
• Expatriating an employee to France on a more permanent basis . In the case of expatriation, the original employment contract is terminated or suspended. The expatriate employee is regarded as an employee of the company in France where they work.

Understanding the difference between secondment and expatriation

An employee is considered to have been seconded when their employer is registered outside France and entrusts them with a temporary assignment that must be carried out on French territory.

The employment contract between seconded employees and their original, foreign-based employer continues during the secondment period. They receive instructions from their original employer, which has the authority to monitor their performance or indeed to sanction any shortcomings.

Employers (and contracting parties) must comply with the regulations applicable to all workers in France (minimum wage, overtime compensation, legal working time, workplace health and safety legislation, etc.).

Important information : When an employee is posted to France, regardless of their nationality, their foreign-based employer must submit a secondment declaration via the Ministry for Labor’s online “Sipsi” service

Expatriation

Expatriation refers to a situation in which an employee is transferred to a company in France from a foreign company belonging to the same group. Thus, expatriate employees in France are employed by the French subsidiary of a group of companies. The company in France becomes their sole employer.

Impact on the employment relationship

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Reform of the French Civil Code on contract law and the general regime and proof of obligations

Global |  Publication |  October 2016

On October 1, 2016, Order n°2016-131 of February 10, 2016, modifying the French Civil Code provisions on contract law and the general regime and proof of obligations, entered into force. The Order codified principles which have emerged from the case law of the French courts but also created a number of new rules applicable to pre-contractual and contractual relationships.

Pre-contractual relations

New article 1104 provides that contracts must be negotiated, concluded and performed in good faith 1  (previously the implied obligation of good faith applied only to performance) and failure to comply with such obligation can not only trigger the payment of damages, but also result in the nullification of the contract. New article 1112-1 provides specifically that if one party to the contractual negotiations is aware of information the significance of which would be determinative for the consent of the other party (except for information relating to the estimation of the value of services to be provided under the contract), it must inform such other party thereof if such other party is legitimately unaware of such information or relies on the first party.

New articles 1115 and 1116 provide that contractual offers 2 may be retracted if they have not yet reached the offeree, but they may not be retracted prior to any period for acceptance stated in the offer (or, if no such period is stated, a reasonable period). Offers retracted in violation of such rule but prior to acceptance prevent the conclusion of the contract; in such case the only remedy is damages, and such damages are limited to the costs and expenses resulting from the non-conclusion (and not anticipated profits). Conversely, new article 1118 provides that acceptance of the offer may be freely retracted as long as it has not been received by the offeror.

New article 1119 provides that general conditions invoked by a party have no effect against the other party unless they have been made known to such other party and accepted by it. In the event of a “battle of the forms” between two series of general condition (e.g., general sales conditions and general purchase conditions), those conditions which conflict are without effect.

Preference pacts and unilateral promises

Under new article 1123, if the undertaking party in a preference pact enters into an agreement in violation of this preference pact, the original beneficiary may obtain damages, and, if the new counterparty knew of the existence of the preference pact and the intention of the beneficiary to benefit thereby, the beneficiary may bring an action to have the offending contract declared null or request the judge to have the beneficiary substituted for the offending party in the contract. A third party may request in writing that the beneficiary of a preference pact confirm, within a reasonable period specified in the written request, whether or not there is a preference pact in force and if the beneficiary intends to rely thereupon. If no response is made to the request, the beneficiary of the preference pact may no longer request to be substituted for the requesting party or to have the contract declared null and void.

Contradicting previous decisions of French courts, new article 1124 provides that a contract concluded in violation of a unilateral promise with a third party which knew of the existence thereof is null and void.

Economic violence and unequal clauses

New article 1143 provides that violence exists when a party, abusing the state of dependency in which its co-contracting party finds itself, obtains from such co-contracting party an undertaking which such co-contracting party would not have otherwise agreed to in the absence of such constraint, and benefits thereby from a manifestly excessive advantage. The requirement to obtain a manifestly excessive advantage was added just prior to promulgation in order to limit the scope of this provision to particularly egregious situations.

Under new article 1171, in standard form agreements imposed by one party on another 3 ( contrats d’adhésion ), contractual clauses (other than those dealing with the principal object of the contract or with the price of the service provided) which create a significant imbalance ( déséquilibre significatif ) between the rights and obligations of the parties to the contract can be deleted by the judge at the request of the contracting party to the detriment of which it was stipulated. The limitation of this principle to “adhesion contracts” was added prior to promulgation of the Order, again in order to limit the scope of the provision to circumstances in which the party suffering from the “significant imbalance” had no opportunity to negotiate the contract.

Interpretation and nullification of contracts

French law has historically provided that a court interpreting an ambiguous contractual provision must determine the parties’ actual subjective intention rather than simply construing the actual words of the contract in an objective manner. This has been traditionally opposed to the Anglo-American principle of interpreting ambiguous provisions in the manner a “reasonable person” would understand them. However, under new article 1188, if the mutual intention of the parties cannot be determined, the contract is to be interpreted according to the sense that a reasonable person placed in the same situation would give to it. In standard form agreements ( contrats d’adhésion ), new article 1190 provides that, in the case of doubt, the contract is to be interpreted against the party who proposed the contract.

New article 1179 distinguishes between absolute nullity (in the case of contracts which violate a provision of law which protects the general interest), which can be requested by any person who can demonstrate an interest as well as by the public prosecutor, and relative nullity, which can be requested only by the person which the law is intended to protect. A party may request in writing to a person who would be entitled to claim the nullity of a contract either to confirm the validity of the contract or to bring an action to nullify the contract within six months, failing which the person will be foreclosed from alleging the nullity. If an action in nullity is not brought within six months, the contract will be deemed to have been confirmed. Under new article 1186, a contract validly formed may also become lapsed ( caduc ) if one of its essential components disappears. If the performance of several contracts is necessary for the realisation of the same transaction and one of such contracts disappears, all of the contracts the performance of which is rendered impossible by such disappearance, and all those for which the performance of the contract which disappeared was a determining condition of the consent of a party are also rendered caduc ; however, this only occurs if the contracting party against which such caducité is invoked was aware of the existence of the entire transaction when it consented to the contract to which it is a party.

Hardship and force majeure

New article 1195 provides that if a change in circumstances which could not have been predicted at the time the contract was entered into renders performance of the contract excessively onerous for a contractual party who had not assumed such risk, such party may request its counterparty to renegotiate the contract. The requesting party must continue to perform its obligations during the renegotiation. In the event of refusal of the other party to renegotiate or in the event that the renegotiation is not successful, the parties may agree to terminate the contract on the date and on the conditions determined by the parties, or mutually request the judge to adapt the contract. Without an agreement within a reasonable time period, the judge may, at the request of a party, revise the contract or terminate it. Because the article expressly states that it does not apply to a party who has assumed the relevant risk, it is likely that parties to French law contracts will henceforth include language specifically stating that risk of “hardship” is assumed; the Loan Market Association has for example recommended such an approach to loan agreements.

Force majeure is defined by new article 1218 as the occurrence of an event which is beyond the control of the obligor, which could not have been reasonably foreseen at the time of the entry into of the contract and the effects of which cannot be avoided by appropriate measures and which prevents performance of its obligation by the obligor. If the effects are temporary, the performance of the obligation is suspended unless the delay resulting therefrom justifies termination of the contract. If the effects are definitive, the contract is automatically terminated and the parties are discharged of their obligations (without damages being due).

Transfer of contracts, rights and obligations

New article 1216 provides that a contracting party may, with the consent of its co-contracting party, assign its position as party to a contract; such an “assignment of contract” ( cession de contrat ) will simplify considerably the manner in which contractual transfer occurs under French law. Such consent may be given in advance, including in the contract entered into between the future assignor and assigned party, in which case the assignment enters into force with respect to the assigned party when the contract concluded between the assignor and the assignee is notified to the assigned party or when the assigned party so acknowledges. The assignment must be made in writing or it is null and void. If the assigned party so expressly consents, the assignment of the contract liberates the assignor for obligations arising after the assignment; otherwise the assignor remains jointly and severally liable for the performance of the contract. If the assignor is not discharged by the assigned party, any security interests previously granted remain in force. Otherwise, security interests granted by third parties remain in force only with their agreement. If the assignor is discharged, any joint and several co-obligors remain liable, after deducting the share of the assignor in the obligations.

Assignment of receivables no longer requires to be effective as against the obligor of the receivable to be served on such obligor by huissier de justice ( signification ); under new article 1324, simple notice to or acknowledgement by the obligor is sufficient, and even this is not necessary if the obligor has given advance consent to such assignment. The assignment of receivables must be made in writing or it is null and void.

Assignment of debts ( cession de dettes ) is specifically permitted under new article 1327, as long as it is consented to or acknowledged by the creditor, including by the giving of advance consent. If the creditor so consents, the original obligor is discharged of its obligation; otherwise it is jointly and severally liable for payment of the debt. If the original debtor is not discharged of its obligation then the security interests which were originally granted survive; otherwise security interests granted by third parties only survive with the agreement of the persons having granted such security interests. If the assignor is discharged, any other jointly and severally liable co-obligors remain liable after deduction of the assignor’s portion of the debt.

Remedies for non-performance (new article 1217)

As revised, the Civil Code now sets out several different remedies for contractual non-performance:

• Refusal of the performing party to perform its own obligations or suspension of such performance ( exception d’inexécution ), not only when the other party is already failing to perform, but also when it is manifestly clear that the other party will not perform on the date performance is contractually required and if the consequences of such non-performance are sufficiently serious for the otherwise performing party.
• Specific performance ( exécution forcée ), after serving formal notice on the non-performing party to perform ( mise en demeure ) and unless such performance is impossible or if there exists manifest disproportion between the cost of performing for the obligor and the interest in performance for the obligee. It is also possible for the obligee, following the giving of a mise en demeure , to perform the obligation itself or cause it to be performed, with a reasonable time period and at a reasonable cost, or, following receipt of prior authorisation by the judge, destroy anything done in violation thereof. The obligee may request the obligor to reimburse sums paid by the obligee for such purpose, and may also file a motion before the court asking the obligor to advance to the obligee the amounts necessary for such performance or such destruction. This new remedy is a substantial departure from previous practice, under which specific performance was rarely permitted.
• Accept imperfect performance and request a proportional reduction in price, following a mise en demeure .
• Termination of the contract, after a mise en demeure . A clause résolutoire in a contract must specify those obligations the non-performance of which will trigger the termination of the contract. If the contract does not contain a clause résolutoire , the obligee may terminate the contract in the event of a sufficiently serious case of non-performance by simple notification but at its risk. The obligee is always entitled to request the court to terminate the contract; in such case, the judge may either acknowledge or order the termination of the contract or order the non-performing party to perform either immediately or within a period fixed by the court, or simply order the payment of damages.
• In addition, damages, after a mise en demeure, can always be claimed, either alone or in conjunction with the other remedies.

The parties may not contractually limit or exclude such obligation.

Containing all the essential elements of the potential contract and expressing the willingness of its author to be bound in the event of acceptance.

 Prepared by one party in which the counterparty has little or no opportunity to negotiate.

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Context sentences

English french contextual examples of "assignment of a contract" in french.

These sentences come from external sources and may not be accurate. bab.la is not responsible for their content.

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• English A lot of water has passed under the bridge
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• English A new besom sweeps clean
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• English A promise delayed is justice deferred
• English A promise is a debt that we may not forget
• English A proud mind and a beggar's purse, agree ill together
• English A ragged colt may make a good horse
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The different types of employment contracts in France

In terms of employment contracts in France, each one has its specificities so that  several types of contracts co-exist. Let’s take a look at them together:

The permanent employment contract (CDI)

The permanent employment contract (CDI) is the most widespread form of employment contracts in France. It guarantees a certain permanence of employment.

By definition, this contract does not specify the date on which it ends.

Thus, an employee hired under a permanent contract may keep his or her job for as long as he or she wishes, unless he or she chooses to resign, to give up his or her position, to be dismissed by his or her employer, or if he or she decides by mutual agreement with his or her employer to part ways by means of a conventional rupture.

A permanent contract can be concluded on a full-time or part-time basis. The working hours (weekly or monthly) are specified in the contract.

Fixed-term contract (CDD)

A fixed-term contract (CDD) is a contract between an employer and an employee, concluded for a limited period of time in order to carry out a specific task, for one of the reasons authorized by the law. It ends either on the fixed date or in the absence of a precise term when the purpose for which it was concluded is achieved (return of the replaced employee, end of the season, etc.).

It must be written. Regardless of the reason for which it is concluded, such a contract may not have the purpose or effect of permanently filling a job related to the normal and permanent activity of the company.

When is it possible to hire under this type of contract?

• In case of replacement of an absent employee ;
• In case of replacement of an employee who is temporarily working part-time;
• When waiting for a new employee to take up his or her duties;
• In case of waiting for the definitive suppression of an employee’s position;
• In case of temporary growth of the company;
• Due to the nature of the activity (moving, investigation, teaching, etc.)
• In case of seasonal employment.

The employee is entitled to an indemnity at the end of the contract, known as the precariousness bonus, when the fixed-term contract comes to an end and is not followed by a permanent contract. It is equal to at least 10% of the total gross remuneration paid during the contract. This percentage may be limited to 6% by an agreement or an extended collective branch agreement in exchange, in particular, for privileged access to professional training.

Are you planning to recruit an employee based in France without having a permanent establishment in France?

We can assist you in the administrative procedures to comply with French regulations

Temporary employment contract (intérim)

The conclusion of a temporary employment contract is only possible for the execution of a precise and temporary task limited in time, called an assignment, and only in the cases listed by law.

An employee under a temporary employment contract is therefore an employee hired and paid by a temporary employment company (ETT) which places him/her at the disposal of a user company for a limited period of time.

Temporary workers are entitled to compensation, notably linked to the precariousness of their employment. This allowance is equal to 10% of the total gross salary received. They also receive a compensatory allowance for paid vacations.

The apprenticeship contract and the professionalization contract

The apprenticeship contract and the professionalization contract are alternating work contracts, with a period of training and a period of activity in the company. Their similar objective is to obtain a professional qualification for the employee.

Single integration contract

The single integration contract (CUI) is an employment contract concluded between an employer who will receive financial aid, and an employee who will benefit from professional integration aid. It aims to facilitate the hiring of people who have difficulty finding a job.

The duration of the CUI is in principle limited to 24 months, unless otherwise stipulated by law.

The employment contract can be a permanent or temporary contract, and the weekly working time must be at least 20 hours.

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Assignment of Contract

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What is an assignment of contract.

An assignment of contract is a legal term that describes the process that occurs when the original party (assignor) transfers their rights and obligations under their contract to a third party (assignee). When an assignment of contract happens, the original party is relieved of their contractual duties, and their role is replaced by the approved incoming party.

How Does Assignment of Contract Work?

An assignment of contract is simpler than you might think.

The process starts with an existing contract party who wishes to transfer their contractual obligations to a new party.

When this occurs, the existing contract party must first confirm that an assignment of contract is permissible under the legally binding agreement . Some contracts prohibit assignments of contract altogether, and some require the other parties of the agreement to agree to the transfer. However, the general rule is that contracts are freely assignable unless there is an explicit provision that says otherwise.

In other cases, some contracts allow an assignment of contract without any formal notification to other contract parties. If this is the case, once the existing contract party decides to reassign his duties, he must create a “Letter of Assignment ” to notify any other contract signers of the change.

The Letter of Assignment must include details about who is to take over the contractual obligations of the exiting party and when the transfer will take place. If the assignment is valid, the assignor is not required to obtain the consent or signature of the other parties to the original contract for the valid assignment to take place.

Check out this article to learn more about how assigning a contract works.

Contract Assignment Examples

Contract assignments are great tools for contract parties to use when they wish to transfer their commitments to a third party. Here are some examples of contract assignments to help you better understand them:

Anna signs a contract with a local trash company that entitles her to have her trash picked up twice a week. A year later, the trash company transferred her contract to a new trash service provider. This contract assignment effectively makes Anna’s contract now with the new service provider.

Hasina enters a contract with a national phone company for cell phone service. The company goes into bankruptcy and needs to close its doors but decides to transfer all current contracts to another provider who agrees to honor the same rates and level of service. The contract assignment is completed, and Hasina now has a contract with the new phone company as a result.

Here is an article where you can find out more about contract assignments.

Benjamin W.

Assignment of Contract in Real Estate

Assignment of contract is also used in real estate to make money without going the well-known routes of buying and flipping houses. When real estate LLC investors use an assignment of contract, they can make money off properties without ever actually buying them by instead opting to transfer real estate contracts .

This process is called real estate wholesaling.

Real Estate Wholesaling

Real estate wholesaling consists of locating deals on houses that you don’t plan to buy but instead plan to enter a contract to reassign the house to another buyer and pocket the profit.

The process is simple: real estate wholesalers negotiate purchase contracts with sellers. Then, they present these contracts to buyers who pay them an assignment fee for transferring the contract.

This process works because a real estate purchase agreement does not come with the obligation to buy a property. Instead, it sets forth certain purchasing parameters that must be fulfilled by the buyer of the property. In a nutshell, whoever signs the purchase contract has the right to buy the property, but those rights can usually be transferred by means of an assignment of contract.

This means that as long as the buyer who’s involved in the assignment of contract agrees with the purchasing terms, they can legally take over the contract.

But how do real estate wholesalers find these properties?

It is easier than you might think. Here are a few examples of ways that wholesalers find cheap houses to turn a profit on:

• Direct mailers
• Place newspaper ads
• Make posts in online forums
• Social media posts

The key to finding the perfect home for an assignment of contract is to locate sellers that are looking to get rid of their properties quickly. This might be a family who is looking to relocate for a job opportunity or someone who needs to make repairs on a home but can’t afford it. Either way, the quicker the wholesaler can close the deal, the better.

Once a property is located, wholesalers immediately go to work getting the details ironed out about how the sale will work. Transparency is key when it comes to wholesaling. This means that when a wholesaler intends to use an assignment of contract to transfer the rights to another person, they are always upfront about during the preliminary phases of the sale.

In addition to this practice just being good business, it makes sure the process goes as smoothly as possible later down the line. Wholesalers are clear in their intent and make sure buyers know that the contract could be transferred to another buyer before the closing date arrives.

After their offer is accepted and warranties are determined, wholesalers move to complete a title search . Title searches ensure that sellers have the right to enter into a purchase agreement on the property. They do this by searching for any outstanding tax payments, liens , or other roadblocks that could prevent the sale from going through.

Wholesalers also often work with experienced real estate lawyers who ensure that all of the legal paperwork is forthcoming and will stand up in court. Lawyers can also assist in the contract negotiation process if needed but often don’t come in until the final stages.

If the title search comes back clear and the real estate lawyer gives the green light, the wholesaler will immediately move to locate an entity to transfer the rights to buy.

One of the most attractive advantages of real estate wholesaling is that very little money is needed to get started. The process of finding a seller, negotiating a price, and performing a title search is an extremely cheap process that almost anyone can do.

On the other hand, it is not always a positive experience. It can be hard for wholesalers to find sellers who will agree to sell their homes for less than the market value. Even when they do, there is always a chance that the transferred buyer will back out of the sale, which leaves wholesalers obligated to either purchase the property themselves or scramble to find a new person to complete an assignment of contract with.

Learn more about assignment of contract in real estate by checking out this article .

Who Handles Assignment of Contract?

The best person to handle an assignment of contract is an attorney. Since these are detailed legal documents that deal with thousands of dollars, it is never a bad idea to have a professional on your side. If you need help with an assignment of contract or signing a business contract , post a project on ContractsCounsel. There, you can connect with attorneys who know everything there is to know about assignment of contract amendment and can walk you through the whole process.

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As an attorney licensed in California and currently practicing in Ohio, my primary focus is on drafting and reviewing prenuptial and postnuptial agreements. I offer help in drafting or navigating these agreements, ensuring they are tailored to each client's unique situation and needs. While my background includes experience in cybersecurity, my current legal services are centered around family law, particularly in the creation and revision of prenuptial and postnuptial agreements. Additionally, I provide services in wills and trusts, along with other legal areas, to offer comprehensive solutions to my clients.

As a licensed AL lawyer with over 7 years of experience in the legal field, I have spent more than 15 years working in the business and finance sector. I am deeply passionate about immigration, contracts, & my expertise spans a wide range of projects. From handling ICOs & IPOs to navigating VCs, SaaS, OnlyFans, Wholesaler & Manufacturing Agreements, Prenups, Movie Finance, M & As, Visas, Green Cards and more. I have a comprehensive understanding of various contractual needs. Whatever your contract requirements may be, feel free to reach out to me—I can craft or work on any contract with precision and expertise.

Generated 20+ types of legal documents: contractual agreements, settlement agreements, demand letters, court orders, motions, mediation reports, briefs, complaints. Maintained active caseloads of 30+ clients at a time in high conflict, high emotional costs litigation. Prepared for daily client meetings, weekly trials, multiple daily hearings by creating legal documentation, timelines, case notes, conducting research.

Fabian graduated with honors from the University of Miami School of law, where he served as the articles and comments editor for the law school's Race and Social Justice Law Review. He received the John F. Evans Memorial Scholarship Award for excellence in the university's Litigation Skills Program and the HOPE Pro Bono award for completing more than one hundred (100) pro bono hours. Additionally, he received the CALI Excellence for the future award in Sports Law. He focuses his practice on corporate, real estate and immigration matters. Fabian has experience representing luxury hotel owners and operators in connection with the drafting of hotel management agreements, restaurant license agreements, and complex restaurant leases for domestic and international projects including: Nobu Tulum, Nobu Punta Cana, Nobu Orlando, Nobu Chicago and the Nickelodeon Hotel in Riviera Maya, Mexico, among others. He has represented clients in the commercial real estate industry in connection with the drafting of purchase and sale agreements, promissory notes, and mortgages. Lastly, Fabian routinely counsels corporate clients in connection with the drafting of articles of organization, operating agreements, and other documents related to acquisitions, restructurings and investments.

Erik J. Washington completed his undergraduate studies at Florida A&M University, where he earned his Bachelor of Science degree in Business Administration with a concentration in Finance. Mr. Washington went on to earn his Juris Doctor from Florida A&M University College of Law. Upon receiving his J.D., Mr. Washington was admitted to The Florida Bar and the United States District Court, Middle District of Florida. Mr. Washington started his legal career by working with a boutique Orlando law firm where his practice concentrated on family law, bankruptcy, helping clients with estate planning and probate matters, and advising homeowner’s association boards on proper administration. After that experience Mr. Washington later joined another mid-size Orlando law firm where he would eventually become the Managing Consumer Bankruptcy Attorney where he oversaw the filing and administration of hundreds of chapter 7 and chapter 13 cases. Prior to starting the Washington Law Firm, Mr. Washington was an associate at a Central Florida Bankruptcy law firm working under the tutu ledge of a highly respected bankruptcy attorney with over 20 years of bankruptcy experience. Mr. Washington has learned that bankruptcy is a tool designed that not only benefits a person in debt but is also good for the economy as a whole. It is because this new beginning and fresh start that it becomes a means of not only helping a person in debt, but it gives that person once in debt the chance to reestablish good credit and yet again borrow money to spend. Mr. Washington focuses on consumer bankruptcy, real estate, probate, and auto accidents.

Christopher M.

Skilled and experienced business attorney with vast experience in a wide array of commercial contracts. Strong emphasis on the lodging and hospitality practice field, including real estate acquisition and disposition, management agreements, franchise agreements, design & construction contracting and finance.

I have been licensed for 23 years in Texas and federal courts. I am available to work as registered In House Counsel in other states. For the past 14 years I have practiced Corporate Law, Oil and Gas, Agricultural Law, Commercial Real Estate (transactional), HR Law, and Environmental and Land Use. Prior to that, I practiced Criminal Law for both the prosecution and defense for ten years.

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Assignment in the oxford-hachette french dictionary, assignment in the pons dictionary.

• assignment OFAJ Glossary "Intégration et égalité des chances"

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Translations for assignment in the english » french dictionary (go to french » english ), assignment [ brit əˈsʌɪnm(ə)nt, am əˈsaɪnmənt] n.

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2. assignment (academic) :

3. assignment (of duties, staff, funds) :, 4. assignment law (of rights, contract) :, translations for assignment in the french » english dictionary (go to english » french ), translations for assignment in the english » french dictionary, assignment n, 1. assignment (task) :, 2. assignment no pl (attribution) :, 3. assignment school , univ :, assignment glossary « intégration et égalité des chances » courtesy of the french-german youth office, translations for assignment in the french » english dictionary.

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Employment Contracts in France: What You Need to Know

Wondering what the difference is in France between a permanent work contract and a temporary or seasonal one? Before you sign, learn more here.

Planning to move to France and looking for work? Whether you’re trying out life in France temporarily or looking for something permanent, this article will help you navigate the different types of work contracts you might encounter. Read on to get an overview of the main types of French employment contracts and how they work.

Permanent contracts: CDI 

The French labor code defines permanent employment as “a contract with no time limit, fulfilled on a full-time or part-time basis between employer and employee.” In France, permanent contracts (known as “ contrat à durée indéterminée, ” or CDI) are the most common way for people to be employed. They offer professional stability and various benefits such as paid vacations, as well as make it easier to apply for bank credit or loans.

Either the employer or the employee can terminate a permanent contract. This can happen due to a layoff, resignation, or retirement, or both sides can simply agree to end the contract. This is referred to as a "mutually agreed termination of contract." In France, as well as the standard or common-law permanent contract, there are also five other contract types that fall under this category. Let’s look at those more closely.

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Temporary contracts 

Temporary contracts, known as CDII, generally follow the same rules as a standard permanent contract. The only difference is that they apply to temporary work. The contract is signed between the temporary worker and temp agency on behalf of a third-party company. We’ll cover temporary or seasonal work in more detail later on.

Learner contracts

Launched at the end of 2020 by Adecco, a leading recruitment company, the Learner contract (“ CDI apprenant ”) improves on the temp version in three ways: 

• Training: From the first day of the contract, temp workers on Learner contracts are enrolled into co-operative training programs . This makes it possible for them to obtain a professional certificate like a diploma or professional title while also gaining work experience.
• Commute: The travel rules are friendlier in Learner contracts, with a maximum distance of 20 to 50 kilometers between home and the place of work, instead of the CDII standard of 50 kilometers.
• Pay: Employees are guaranteed a minimum monthly salary, which is set according to the workplace’s policies. In the case of a classic CDI contract, the salary amount must be at least equal to the minimum wage.

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Part-time work contracts for employability purposes

For people who are struggling to find work or stay employed, so-called “contracts for employability purposes” (“ contrat de travail à temps partagé aux fins d’employabilité” in French) are intended to bridge the gap. This type of contract was created in 2018, at the suggestion of companies that specialize in finding roles for people who need non-traditional employment structures. The main goal: strengthening professional inclusion. This contract allows employees to hold successive full-time positions with different employers, or to hold multiple part-time contracts with more than one employer. First implemented as a pilot project until December 31, 2021, the initiative has now been extended until the end of 2023.

Work site contracts

Often seen in the construction and shipbuilding industries, work site contracts are used when a company hires workers for a specific project. At the end of the project, the employer has the right to end the contract. The employee is then entitled to claim a severance package and unemployment benefits.  

Inclusive work contracts for seniors

In France, there is also a certain type of open-ended contract aimed at people aged 57 and over who are struggling to find or maintain employment. As with the contracts for employability purposes, the main goal is professional inclusion.

Fixed-term contracts 

Fixed-term contracts (“ contrat à durée déterminée ,” also known as CDD) are used for a set period of employment. They’re intended for specific temporary situations or tasks, which must be clearly laid out in the contract. Companies can use fixed-term contracts to temporarily fill an open role or increase their business activity without committing to hiring a permanent employee. There are important restrictions, too: Using a fixed-term contract to fill a permanent position that’s part of a company’s usual ongoing activity is strictly not allowed. In cases like those, the employee should be offered a permanent contract.

There are several sub-types of fixed-term contract:  

• Fixed-term contracts for a specific purpose , largely used for recruiting engineers or executives for project-based assignments.
• "Professional player" fixed-term contracts , specifically for professional video game players employed by a company with ministerial approval, mainly for their paid participation in video game competitions.
• "Senior" fixed-term contracts , set up to help people aged 56 and over return to work. The person must have been registered as a job seeker for more than three months or have a personalized redeployment agreement (“ convention de reclassement personnalisé,” or CRP) to qualify for this type of contract.
• Integration contracts , for unemployed people experiencing social and professional barriers — for example, young people under the age of 26, disabled workers, or beneficiaries of Active Solidarity Income (“ revenu de solidarité active, ” or RSA).

Interim contracts 

As with temporary contracts, interim work contracts should only be used when organizations have a specific, short-term need. The difference is that people employed under interim contracts are recruited and paid by a third-party temporary employment company or temp agency. This interim agency hires the person for a limited period on behalf of the client company. This is then referred to as an interim job.

For each interim job, a provisional contract needs to be signed between the agency and the client company, as well as a contract between the interim agency and temporary worker. This second contract specifies the details of the job, the agreed salary, working hours, and the number of paid holidays.

Part-time contracts 

With part-time contracts, the employee works fewer hours each week than a full-time employee — more precisely, they work less than the full-time hours set by the company, whether legally or contractually. Part-time hours can apply to all types of permanent, temporary, or interim contracts. It should be put in writing, specifying: 

• the employee’s qualifications
• details about the salary
• minimum working hours
• cases where working hours may be modified
• how any possible modifications will be made
• the framework and terms for any possible overtime hours (beyond the hours of the part-time contract)

In principle, part-time employees can work for several employers, as long as they don’t work more hours in total than the legal maximum. Within certain limits, part-time employees can also be requested to work overtime. If need be, these added hours come with extra pay.

Work-study contracts 

Work-study contracts are available to young people between the ages of 16 and 25 (although there can be exceptions!). They’re used as part of work-study training , combining education at a training center and periods where that learning is put into practice at work. Employees with work-study contracts alternate between attending classes and working hands-on in a company. At the end of their contract, not only will they have plenty of work experience, but also a diploma, certificate, or similar qualification.

In France, there are sub-types of work-study contracts:

Apprenticeship contracts 

An apprenticeship contract, either permanent or temporary, allows people aged 16-25 and/or job seekers over 45 to learn a new profession. The apprentice learns on the job as well as attending theory-based classes. At the end of the training, apprentices earn a diploma or certification registered with the National Directory of Professional Certifications (“ Répertoire national des certifications professionnelles ,” or RNCP), ranging from a vocational qualification to Masters level or higher.

Professional training contracts 

A professional training contract is another type of temporary or permanent work-study contract. It’s valid for a period of six to 12 months and is available to young people aged 16-25, job seekers, and people aged 26 and up who are receiving benefits and want to earn a recognized professional qualification.

Single integration contracts 

For people who are struggling to find work, single integration contracts (“ contrat unique d’insertion ,” or CUI) can help. Employees on this type of contract benefit from training and/or professional support, and employers receive state financial assistance. Here, there’s a distinction between employment support contracts (“ contrats d’accompagnement dans l’emploi,” or CUI-CAE), which apply to the nonprofit sector, and employment initiative contracts (“ contrats initiative emploi ,” or CUI-CIE), aimed at the private sector.

Specific work contracts 

Finally, depending on your age and qualification, you may be offered other types of specific work contract, such as:

• Seasonal work contracts which, as the name suggests, are for seasonal work. This applies to work that takes place at the same time each year, such as in agriculture or tourism.
• Educational commitment contracts (“ contrat d’engagement éducatif,” or CEE), are aimed at people who occasionally lead or supervise minors in group-based care, such as at leisure centers and summer camps. This type of contract has specific conditions for the working hours, breaks, and amount of pay, which are different from the ones set by standard labor laws.
• Intermittent employment contracts , which always involve alternating periods of work and time off, and which can be used either for permanent or temporary business needs. These contracts are mainly used in sectors with unique schedules, for example, in the performing arts, schools, seasonal businesses, or tourism.
• Harvesting contracts , which are a specific type of seasonal employment contract. These contracts are for employees who have been recruited to work during the harvest — for example, picking grapes or carrying sacks and baskets — or to maintain and clean equipment.

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▾ dictionary english-french, assignment noun ( plural: assignments ) —, mission f ( plural: missions f ), attribution f, assign ( sb./sth. ) verb ( assigned , assigned ) —, attribuer v, affecter (qqn.) v, assigner qqch./qqn. v, nommer qqn. v, allouer qqch. v, mandater qqch./qqn. v, assign sb./sth. to sb./sth. verb —, assigner qqn./qqch. à qqn./qqch. v, assign sth. to sb. verb —, céder qqch. à qqn. v, work assignment n —, international assignment n —, stretch assignment n —, task assignment n —, temporary assignment n —, pin assignment n —, written assignment n —, random assignment n —, special assignment n —, group assignment n —, legal assignment n —, role assignment n —, individual assignment n —, specific assignment n —, first assignment n —, assignment of tasks n —, volunteer assignment n —, responsibility assignment n —, assignment plan n —, professional assignment n —, address assignment n —, internal assignment n —, frequency assignment n —, clear assignment n —, completed assignment n —, partial assignment n —, core assignment n —, particular assignment n —, follow-on assignment n —, signal assignment n —, channel assignment n —, variable assignment n —, entrusted assignment n —, joint assignment n —, challenging assignment n —, classic assignment n —, ▸ wikipedia, ▾ external sources (not reviewed).

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Employment contracts in France.

• Learn about employment contracts in France thanks to Horizons’ up-to-date guide.
• Horizons is where real, local hiring expertise meets world-class customer service. Quickly and compliantly hire employees in more than 185 countries worldwide, without the need to open a local entity.

SALARY PAYMENT IN Euro (EUR, €)

CONTRACT LANGUAGES French / English

PAYROLL TAX 29.50% – 31.30%

PAYROLL CYCLE Monthly

TIME TO HIRE 12 hours

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Standard employment contract in France: Open-Ended (CDI)

A permanent contract (contrat à durée indéterminée – CDI) is the most common form of employment contract in France, sometimes also referred to as an unlimited contract. These are ongoing contracts with no end date and can be full-time or part-time. It must be provided in writing and include the wording “contrat de travail de portage salarial à durée indéterminée” .

An employer may only use other types of contract, such as a fixed-term contract (contrat à durée déterminée – CDD) in certain exceptional cases and as specified in the French Labor Code.

Alternative employment contract in France: Fixed Term (CDD)

A fixed-term contract (contrat à durée déterminée – CDD) is governed by law and may only be used for a limited period of time in order to carry out a specific task. It must be provided in writing a maximum of 48 hours after the start of the employment and include the wording “contrat de travail en portage salarial à durée déterminée”

It can either be for:

• a fixed term with an end date (contrat à durée déterminée) in the event of the need to replace an absent employee or due to the temporary increase in business activity and volumes
• or, for engineers and managers, based on the achievement of a defined object or project (contrat à durée déterminée à objet défini) such as an occasional task that is not part of the normal and permanent activity of the company OR an occasional service requiring expertise that isn’t available at the company

Are there other types of employment contracts in France?

There are other types of employment contracts in France, but the Open-Ended and Fixed-Term contracts are the main categories.

The other types of employment contract in France are:

• Temporary/Agency Job Contracts (Contrat de Travail Temporaire ou d’Intérim)
• Contrat de Travail CDD Senior – a fixed term contract for people aged 57 and over who have been looking for a job for more than three months
• Employment for the Future (Emploi d’Avenir) – intended for unemployed people aged 16 to 25, with a niveau bac or less, who have serious difficulties to enter the job market

These contracts can only be used in specific situations and you should seek professional advice on your own specific case. Horizons provide professional local hiring expertise – contact us for more information and a quote.

Hiring in France, Made Easy

Your business can easily hire employees in France without opening a local entity. We handle local employment law, complex tax regulations, and international payroll in 180+ countries worldwide. All you need to do is focus on your business.

The Open-Ended (CDI) contract in France:

• Can be used for part time or full time work for any length of time
• Complex termination process if there is a need to terminate it later

The Fixed-term (CDD) contract:

• Can be used for a minimum of 1 month and a maximum of 18 months
• It can be renewed a maximum of 2 times and the total duration cannot exceed 18 months
• Automatic termination of the contract avoiding a complex termination process
• Allowances are paid to compensate for the precariousness and if a contract is not renewed the employee receives 10% of the total gross salary

The Project-based fixed term contract:

• Can be used until the completion of the project for a minimum of 18 months and a maximum of 36 months
• It is not renewable

Here at Horizons, we can help you hire into a 1 month to 6 month fixed term contract. However, as per French law, there must be a specific reason to require a short, fixed term contract.

The fixed-term contract in France is a precarious contract (as opposed to the permanent contract), and at the end of the contract, the employee is entitled to 10% of their salary precarity indemnity. In addition, for contracts with lengths shorter than 6 months, we apply a 50% increase on our monthly management fees.

This will depend on your exact situation but in most cases in France, the standard contract (open-ended, indefinite-term contract) will apply. For more information and professional local hiring expertise – contact us for a quote.

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Guide to Letting Property in France

8. preparation of a french tenancy agreement.

A tenancy agreement is commonly called a bail (pronounced ‘bye’). It may also more formally be called a contrat de location .

We do not consider it lettings of co-ownership properties ( copropriété ), as these are also subject to the règlement de copropriété .

The law does recognise a tenancy agreement that is made verbally but, in the event of a dispute, only the bare minimum of clauses are accepted by a court of law.

In consequence, the rights of the landlord are reduced, and it can become more difficult for them to terminate the letting on grounds of rent arrears or lack of insurance.

Accordingly, most tenancy agreements are made in writing, where the rights and obligations of each party are clearly stated.

Indeed, the tenant has a right to a written agreement if they request one and there are severe penalties for a landlord who fails to comply.

Four approaches to the preparation of a tenancy agreement are possible:

• Use of a one of the standard form of pre-printed tenancy agreements that can be purchased from any good bookshop.
• Use of a property professional such as an estate agent or huissier who may themselves have a model contract that can be used.
• Preparation of an agreement by a notaire who will provide a tenancy agreement in the form of an acte authentique .
• Use the government controlled service at DossierFacile an on-line service that provides all the documents you will need.

The choice of which approach to take depends on many things - the wishes of both parties, your own level of experience and competence, the extent to which either you might wish to incorporate revisions in a standard contract, and just how much you wish to spend! Arguably, if your understanding of the French language is good enough the cheapest option is to use DossierFacile.

One of the advantages of having it prepared by a notaire is that is it more easily enforceable. That is to say, if the tenant is in arrears of rent, it is possible to take speedier debt recovery procedures, without the need to go to court, although any possession proceedings requires a court hearing.

Whilst the standard contracts do permit for some limited additions and variations to be made, the use of a property professional or a notaire is recommended if you want to vary the standard conditions.

If either professional assistance or a notaire are used it is normal practice for the costs to be shared. The total costs are likely to be between circa €500.

In the case of unfurnished accommodation it is illegal for the landlord to insist that the tenant should meet all of the costs. There are no regulations governing the sharing of costs for furnished accommodation.

Whilst there is some freedom for the landlord and tenant to vary and add clauses, there are certain clauses are expressly forbidden in a tenancy agreement.

These include, an obligation to pay by standing order or by deduction from from their salary, obligation to take out insurance with landlords insurer, prohibition on taking in lodgers, or a clause which makes the tenant responsible for all defects in the property, irrespective of cause.

In terms of pets, see an article we published in our Newsletter at Animals in French Rental Properties .

Many expats who let to a non-French household on a long-let do not arrange for a tenancy agreement to be prepared.

Instead, the whole arrangement is run on the basis of an exchange of e-mails and/or verbal agreement. In most cases, things work out quite satisfactorily.

Nevertheless, provided it is their main residence, the occupants are still entitled to the same rights as those of a household occupying the property on a permanent basis and with a written tenancy agreement.

This applies notably in relation to the right to a minimum tenancy of one year if furnished, and three years if unfurnished.

Similarly, it is possible to have an agreement made up in the English language, which is legal in France, although French law will be applied on the terms of the agreement.

The tenant is entitled to a receipt for rental payments, and pre-printed rent books can be purchased from any good bookshop.

The rent book, or rental receipt, is called a Quittance de Loyer.

The following table summaries the principal differences in the law as between furnished and unfurnished tenancies.

Since 2018 it has also been possible to negotiate a 'mobility' tenancy, which we consider in Duration of Tenancy .

Table: Summary Differences

There is no legal definition of what constitutes a 'furnished' letting. Case law suggests, only the barest amount of furniture is required. A bed, table and chairs, refrigerator, cooker, cupboards, a toilet and bathroom, and a hot water heater would seem be sufficient to meet the legal requirements. Much will depend on the expressed intent of the two parties as to whether it is to be a 'furnished' or 'unfurnished' letting. A prudent landlord wishing to let a property as 'furnished' would be wise to ensure there was sufficient furniture in the property to avoid any misinterpretation.

Next: Obligatory Surveys

Back: Selecting Your Tenant

• Using France, Germany, and Netherlands Payroll Guide

Examples of Multiple Assignments in a French Enterprise

This topic illustrates examples covering different scenarios where an employee has multiple assignments in a French enterprise. The examples are set in a fictional company, InFusion Paris, which is a legal entity.

InFusion Paris is also defined as a legal employer and payroll statutory unit (PSU). The company has implemented a three-tier employment model. There are two branch offices, InFusion Nice and InFusion Brittany. Each branch office is a tax reporting unit and a reporting establishment. Each branch office has several departments, including InFusion Sales and Marketing (SM), InFusion Manufacturing and Operations (MO), and InFusion Legal Operations (LO).

Multiple Departments in a Single Reporting Establishment

This example illustrates an employee assigned to multiple departments in the branch office (InFusion Nice) of the company (InFusion Paris). The employee has one contract with InFusion Nice reporting establishment, which covers two assignments. Supported employment models for this example are:

3-Tier - Multiple Employment Terms - Multiple Assignment

3-Tier - Single Employment Terms - Multiple Assignment

You must create the following details for the employee:

One Work Relationship, WR1, with InFusion Paris

One Payroll Relationship, PR1, with InFusion Paris

One Employment Terms, ER1, for InFusion Nice

Assignment1 in department InFusion SM, part-time at 60 percent

Assignment2 in department InFusion MO, part-time at 40 percent

Only one Statement of Earnings is generated, and no assignment-level split of earnings is required. Employee earnings, legal reporting, and declarations are processed at the reporting establishment level. Even if the employee is reassigned to another department, only a new assignment is created without affecting the legal reports or declarations.

Multiple Establishments with Separate Declarations

This example illustrates an employee working with two separate establishments (InFusion Nice and InFusion Brittany) within the same company (InFusion Paris). Supported employment models for this example are:

3-Tier - Multiple Employment Terms - Single Assignment

The employee works part-time at both InFusion Nice and InFusion Brittany and has separate contracts with InFusion Nice and InFusion Brittany. You must create the following details for the employee:

One Employment Terms, ER1, for InFusion Nice with Assignment1

One Employment Terms, ER2, for InFusion Brittany with Assignment2

The employee receives a separate statement of earnings from each establishment for each contract. Each reporting establishment independently processes the employee earnings, payments, legal reporting, and declarations.

Multiple Employment Terms or Contracts

Multiple employment terms or contracts are required when an employee has distinct roles that are subject to different rules for processing earnings, legal reporting, and declarations. The most common scenarios are:

A manager and a nonmanager

Permanent contract (part-time) and fixed-term contract (part-time) for the same employee

This example illustrates an employee working as a manager and a nonmanager in the same reporting establishment. The employee has two contracts with InFusion Nice, Contract1 as a marketing manager and Contract2 as a regular employee at the creative design department. The employee must have separate contracts because different rules apply to a manager and a nonmanager.

Supported employment models for this example are:

One Employment Terms, ER1, for InFusion Nice with Assignment1 as manager

One Employment Terms, ER2, for InFusion Nice with Assignment2 as nonmanager

The employment category is part-time. The employee receives separate statement of earnings for each contract. Earnings, payments, legal reporting, and declarations are processed for each contract separately.

Multiple Assignments for Different Person Types

Possible scenarios for multiple assignments for different person types are:

Employee and trainee (nonworker)

Employee and contingent worker

2-Tier - Single Contract - Single Assignment

Employee and Trainee (Nonworker)

In this scenario, the employee has one fixed-term contract and one training agreement with InFusion Nice. You must create the following details for the employee:

One Work Relationship, WR1, for person type Employee with InFusion Paris

One Payroll Relationship, PR1, for person type Employee with InFusion Paris

One Employment Terms, ER1, for Assignment1 as a fixed-term employee

One Work Relationship, WR2, for person type Trainee with InFusion Paris

One Payroll Relationship, PR2, for person type Trainee with InFusion Paris

One Employment Terms2, ER2, for Assignment2 as Trainee

The employee receives an for the fixed-term contract. The trainee has no salary. If the training period is more than two months, then the trainee receives a bonus which is processed separately.

Earnings, payments, legal reporting, and declarations are processed for the contract and as per the training agreement.

Employee and Contingent Worker

The person has a permanent contract with InFusion Paris as a part-time employee. The person also performs specialized tasks as a contingent worker. You must create the following details for the employee:

One Employment Terms, ER1, with Assignment1 as an employee

One Work Relationship, WR2, for person type Contingent Worker with InFusion Paris

One Assignment2 as a contingent worker

The employee receives one statement of earnings for the permanent contract. Earnings, payments, legal reporting, and declarations are processed for employee on contract.

Legal reporting for the contingent worker is processed by the reporting establishment.

Related Topics

• Contract Types for France
• How can I add a trainee in France?
• Overview of Implementing Payroll Relationship

‘Infested’ Review: Effective French Chiller Unleashes Spiders on a Parisian Housing Project

French director Sebastien Vanicek’s very accomplished creature feature debut has already won him the plum assignment of a next 'Evil Dead' entry. 

By Dennis Harvey

Dennis Harvey

Film Critic

• ‘Infested’ Review: Effective French Chiller Unleashes Spiders on a Parisian Housing Project 10 hours ago
• ‘Hard Miles’ Review: Matthew Modine Stars in a Scenic Cycle Through the West 1 week ago
• ‘Damaged’ Review: Samuel L. Jackson and Vincent Cassel Headline a Slick but Tepid Serial Killer Thriller 2 weeks ago

In an odd quirk of distribution timing, this month has seen the arrival of no less than two imported, semi-comedic thrillers featuring decrepit apartment building invaded by giant spiders. Already playing U.S. theaters is the Australian “Sting,” which is fun, if formulaic. In a whole other class, however, is French “Infested,” a first feature by director Sebastien Vanicek following several impressive shorts. An instant minor genre classic, it is fun and then some — a conceptually unremarkable but resourceful, energetic, stylish and good-humored creature feature with above-average human character interest. 

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Their squabbling hardly makes a stir here, in a boisterous environ of myriad ethnicities and immigrant nationalities crammed into a building whose crumbling infrastructure is much complained about but never repaired. Soon, however, there will be something far worse for everyone to worry about: Kaleb’s exotic new acquisition (whom he dubs “Rihanna”) turns out to be an apex predator. It wastes little time getting loose, then hatching offspring who rapidly expand in size and number, a population boom in which the two-legged tenants play a helpless, grisly role. By the time Kaleb and his peers realize what’s going on, escape is near-impossible — police have sealed off the building for quarantine. 

Vanicek has said he conceived the film in part to counter the usual screen image of banlieue housing complexes as hubs for nothing but gangs, drugs and crime. While those ills exist, his own life experience underlined how they also sustain complex multicultural communities that despite all problems are largely harmonious and functional. There’s a fond humor to “Infested’s” portrait of one such microcosm, with people of African, Middle Eastern, Asian and other backgrounds getting along in argumentative yet neighborly style. The sourest note is struck by one firmly xenophobic white male resident (Emmanuel Bonami) who’s convinced everyone else is a drug kingpin.

Christine immediately wins us over with his motormouthed protagonist, and the other leads are equally likable. Vanicek has an almost Preston Sturges-like knack for whipping his ensemble into amusing frenzies of verbal combat. When the astute, urgent editorial pace stops at one later point to allow a moment of collective grief, it’s a measure of this “monster bug” movie’s heart that the tearful pause is actually rather touching. 

Still, the main attraction here is seeing a large human habitat turn into a giant icky spider web, and “Infested” certainly works on that visceral level of creepy-crawly dread, panic and recoil. There are scary, hairy set-pieces, notably one with Lila trapped in a shower stall, then a perilous group walk down a basement corridor. 

Throughout, the director and his collaborators maintain a taut balance between comedy, character, suspense and thrills, with first-rate contributions on presumably modest means from all tech and design departments. Creature effects are sharp and plentiful, yet kept judiciously brief. There’s atmospheric tension to spare in Alexandre Jamin’s cinematography and Arnaud Bouniort’s production design. A giddily nerve-jangling overall effect is nicely heightened by Douglas Cavanna and Xavier Caux’s original score, plus a few choice Gallic hip-hop tracks. 

If the story’s last act in a parking garage is arguably a bit anticlimactic after preceding events, “Infested” remains a smart treat for horror buffs, its tonal control capped by an unexpectedly low-key yet perfect fadeout.

Reviewed online, April 22, 2024. Running time: 106 MIN. (Original title: “Vermines”)

• Production: (France) A Shudder release of a My Box Films production, in co-production with Tandem, in association with Netflix, France Televisions, Centre National du Cinema et de l’Image Animée, Impact Film, Cinécap 6, Cineaxe 5, Cofimage 34, SG Image 2022, Indiefilms 12. Producer: Harry Tordjman. 
• Crew: Director: Sebastien Vanicek. Screenplay: Florent Bernard, Sebastien Vanicek, from an idea by Vanicek. Camera: Alexandre Jamin. Editors: Nassim Gordji Tehrani, Thomas Fernandez. Music: Douglas Cavanna, Xavier Caux.
• With: Theo Christine, Sofia Lesaffre, Jerome Niel, Lisa Nyarko, Finnegan Oldfield, Marie-Philomene Nga, Mahamadou Sangare, Abdallah Moundy, Ike Zacsongo-Joseph, Emmanuel Bonami, Xing Xing Cheng, Samir Nait, Malik Amraoui. 

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English clubs urge RFU to speed up enhanced hybrid contract plans

• Steve Borthwick can allocate 25 contracts worth £150,000 a year
• Saracens chief says stalemate may impact club’s recruitment

Leading English clubs are urging the Rugby Football Union to accelerate its plans to introduce hybrid central contracts for a limited number of key men’s international players. Saracens are one of several sides keen to know exactly how many of their squad will be offered deals and precisely how the new system will operate.

Sarries’ director of rugby, Mark McCall, who works closely with a number of England players including the national captain, Jamie George, and the lock Maro Itoje, is hoping the situation will be clarified sooner rather than later. “It’s pretty important that it gets sorted as quickly as possible,” said McCall, suggesting his star players had still not seen their final contracts.

“As far as I know Maro and Jamie have agreed something in principle [but] I’m not sure there’s any contract on the table as it stands. It’s fair to say an agreement has been reached between them, the club and the RFU in principle. But as far as I know no contract has actually been signed by either of those players. The sooner all that can get done, the better for everybody.”

The England head coach, Steve Borthwick, has been given the license to allocate up to 25 enhanced EPS ­contracts worth in the region of £150,000 a year which would allow him a greater say over players’ individual preparation and workload. So far, however, there has been no confirmation of how many enhanced contracts will be dished out and McCall says an extended impasse could impact on the club’s recruitment plans for next season.

The RFU says that talks with leading English clubs about a reset of the domestic game as part of a new Professional Game Partnership are progressing well, although an agreement has yet to be reached regarding the long-term reintroduction of promotion and relegation between the Premiership and the second-tier Championship.

Two Scottish international forwards have confirmed they are moving on from their current Premiership sides, with Jonny Gray and Magnus Bradbury calling time on their respective stints with Exeter and Bristol. Gray has left Sandy Park with immediate effect “to explore other playing opportunities” having scored 10 tries in 48 games for the Chiefs. Bradbury, Bristol’s players’ player of the year last season, is returning to Edinburgh on a two-year deal.

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Bath have confirmed the signings of the highly rated England Under-18s forward Kepu Tuipulotu and the wing Tyler Offiah on senior academy contracts. Offiah is the son of the former rugby league international Martin “Chariots” Offiah.

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Should New York Giants Trade Up for QB J.J. McCarthy?

Let's look at the pros and cons of doing so.

• Author: Damian Parson
• Publish date: Apr 25, 2024

In this story:

The 2024 NFL Draft begins tonight, and the New York Giants, who hold the sixth overall pick, are in the thick of the "QB or not QB" rumor mill.  

Speaking of which, the rumor mill struck a chord and began a tune signaling the Giants could be in the mix to trade up with either the New England Patriots for the third overall pick or the Arizona Cardinals for the fourth overall pick. Of course, the target would be obvious: a quarterback. But the question is which one?

North Carolina’s Drake Maye has been widely mentioned recently, but Michigan’s National Championship-winning signal caller, J.J. McCarthy has also been mentioned. 

However, the scouting community seems split on whether McCarthy is worth that high of a pick and if moving up for what is essentially an unproven player at the most important position is worth the risk.

Let’s look at both sides of the coin. 

Giants head coach Brian Daboll has a strong history with young, talented signal callers. He spent time in Alabama with Tua Tagovailoa, in New England with future Hall-of-Famer Tom Brady, as the offensive coordinator for the Buffalo Bills, where he assisted in the grooming of star Josh Allen, and he helped Daniel Jones have his best season to date in 2022. 

The point is that Daboll knows what it takes to get the best out of his quarterback and appreciates their physical tools. McCarthy fits the mold of a toolsy, athletic, yet raw quarterback. He flashed his clutch ability on third downs during the 2023 season and flashed even more as a passer when given “True Dropback Sets” during the Wolverines' championship run. 

McCarthy has the arm talent to push the ball down the field with velocity to deliver strikes into tight coverage in the middle of the field (MoF). As a plus athlete, McCarthy can extend plays with his legs, navigating inside and outside the pocket. 

Daboll will have the luxury to call designer quarterback runs similar to the ones he dialed up during the Giants’ playoff run with Jones in 2022. There is plenty to like and admire about the physical tools and upside/potential of McCarthy to make moving up to select him worth it. 

 The Cons

Despite McCarthy's potential positives for an NFL offense, there are some concerns with his passing exposure and volume. Michigan's offense was run-heavy, and there are questions as to whether that resulted from a lack of trust in its quarterback or just the head coach's personal preference. 

The truth lies somewhere in the middle. McCarthy was rarely leaned on to shoulder the load and pressure for Michigan’s offense. The lack of volume in “True Drop-back Sets” has hindered his growth with processing speed, anticipation, and ball speed. These things can improve with repetition, but how early and at what cost to his confidence if selected? 

His processing is a tick behind/late. On film, he can be seen staring down reads, waiting for something to become available, instead of reading/surveying the field and getting to his next progression quickly. He must grow in this area to take advantage of the entire field on passing downs. 

Anticipating throwing lanes is adequate but needs time and reps to improve. He isn’t consistent with seeing voids come open in the defensive coverage and ripping it before the receiver comes out of their breaks. Along with staring down reads, this can become a clear issue at the next level, where defenders read routes and the quarterback's eyes, potentially creating more chances at potential turnovers. 

 McCarthy tends to be a fastball pitcher more times than not. He must develop more touch on his passes to improve his efficiency, especially on down-the-field targets outside the numbers. He leaves points and explosive plays on the field due to these issues. 

The margin for error in the NFL is vastly less than in college. You must be able to take advantage of opportunities when they are presented. He cannot assume that he is covered by an elite run game and defense that controls opposing offenses for four quarters. 

Lastly, the Giants’ offensive supporting cast is not equipped to elevate his game early on. Moving up could cost them their second-round pick, which might have been used on a new wide receiver or offensive lineman. So, there are plenty of ramifications to consider regarding this potential trade-up. 

Final Thoughts

McCarthy is a talented player with the upside to love at the quarterback position. If the Giants are comfortable with their roster, go for it. If it were up to me, I’d rather sit still at pick 6 and, if McCarthy is there, use the pick to select him. That way, you have the rest of your 2024 picks to improve the roster around him. 

The Giants cannot set him up for success without talent. If Daniels Jones does not improve his play early in the 2024 season, the fans will be clamoring for their first-round pick to see the field. It's a tough decision with equal parts pros and cons, but it will also be a very telling one depending on how the board falls.  

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