How it works
Askfreelance France is a human-led matching service: someone on our team reads every request, checks the establishment and introduces available profiles. No opaque algorithm, no automatic rating.
You are a freelancer or extra
Sign up for free
Trades, city, travel radius, languages, availability. Your profile stays private unless you choose to make it visible to employers (without contact details, after review).
Spot a job or wait for our call
Browse published jobs and click “I’m interested”, or let us suggest the ones that suit you.
The establishment hires you
For an extra assignment, the establishment gives you a written contract and declares you (DPAE). You are free to accept or decline.
You are a business
Describe your needs
Role, date(s), hours, address, gross hourly pay. Hotel, café, restaurant, caterer or any other sector.
We check and publish
We check your SIREN and review the job before publication. Your name is only shown if you wish.
Receive available profiles
We forward relevant applications. You recruit, sign the contract and declare the hire yourself.
Extras in France: employees on a CDD d’usage
General information, subject to change, not legal advice: to be validated by a professional (lawyer, accountant) for your situation.
In hotels, cafés and restaurants, an extra (floor, kitchen, dishwashing, bar, reception…) works under the establishment’s authority. They are normally hired on a CDD d’usage, also called an extra contract, for a few hours, a day or a few days.
- Authorised sector: hotels and restaurants are among the sectors where a CDD d’usage is possible (Labour Code art. D1242-1), for jobs that are temporary by nature.
- Written contract for each assignment, with a precise reason, given within 2 working days of hiring.
- Mandatory DPAE with Urssaf before work starts (no earlier than 8 days before), even for a few hours.
- Pay: at least the Smic, i.e. €12,31 gross per hour since 1 June 2026 (mainland France), and at least the HCR minimum for the job category.
- Paid leave: an allowance of at least 10% of total gross pay, paid at the end of the contract.
- No end-of-contract allowance (prime de précarité) on a CDD d’usage, unless a collective agreement provides for it.
- Premiums (overtime, night work, public holidays): refer to the HCR collective agreement (IDCC 1979) and applicable agreements.
- Occasional use: beyond 60 days in a quarter in the same establishment, the contract could be reclassified as a permanent contract.
How Askfreelance works
- We put you in touch with an available extra whose profile has been reviewed by our team.
- The establishment hires and declares: it signs the extra contract, files the DPAE and pays the wages. It remains the employer.
- We point you to the useful official sources (contract, DPAE, Smic); we do not file the DPAE or run payroll for you.
Askfreelance is neither an employer, nor a temp agency, nor a temporary-work company, and does not supply labour. No wages go through the platform.
Sources: Service-public.gouv.fr — Hiring on an “extra” contract (CDD d’usage) · Service-public.gouv.fr — Fixed-term contracts (CDD) · Urssaf — Pre-hiring declaration (DPAE) · Service-public.gouv.fr — minimum wage (Smic) · French Ministry of Labour — Smic increase on 1 June 2026 · Service-public.gouv.fr — End of a fixed-term contract · Labour Code, art. D1242-1 (sectors allowing CDD d’usage) · Labour Code, art. L1242-16 (paid-leave allowance) · Labour Code, art. L1243-10 (end-of-contract allowance) · Code du travail numérique — Extra contract, HCR agreement (IDCC 1979) · Légifrance — HCR national collective agreement
What about micro-entrepreneurs?
Micro-entrepreneur status suits genuinely independent services (consultant, trainer, photographer, developer…). A registered self-employed person is presumed not to be an employee, but this presumption can be overturned: if they work under the orders, schedule and supervision of the establishment (subordination), the relationship could be reclassified as an employment contract, with a risk of undeclared work for the client. For floor or kitchen extras, an employment contract is therefore normally the rule.
Sources: Entreprendre.service-public.gouv.fr — Self-employed or employee? · Labour Code, art. L8221-6 (presumption of self-employment)
Askfreelance is no substitute for legal advice. Other frameworks exist (temping through a temporary-work agency, umbrella employment, seasonal contracts…): have your choice validated by a professional.
Languages
The France site is available in French and English. Every profile and job lists the working languages (French, English, German, Spanish, Italian, Portuguese…).
How much does it cost?
Sign-up is free for extras and freelancers, and the service is free for establishments during the launch phase.
FAQ: extras in France
What is an “extra” in hotels and restaurants?
In France, an extra is normally an employee hired on a “CDD d’usage” (extra contract) for an assignment of a few hours, a day or a few days. Hotels and restaurants are among the sectors where this contract is allowed (Labour Code art. D1242-1), for a specific, temporary task.
What must the hiring establishment do?
A written contract for each assignment, stating a precise reason, given to the employee within 2 working days of hiring. The pre-hiring declaration (DPAE) must be filed with Urssaf before the employee starts, no earlier than 8 days before, even for a few hours. The establishment then issues the payslip.
What is the minimum pay for an extra?
Pay may not be lower than the Smic (€12,31 gross per hour since 1 June 2026 in mainland France), nor the HCR agreement minimum for the job category, nor what a permanent employee with the same qualification earns in the company.
Paid leave and end-of-contract bonus: what is due?
The extra receives a paid-leave allowance of at least 10% of total gross pay (Labour Code art. L1242-16; the HCR agreement also provides 10%). The end-of-contract allowance (“prime de précarité”) is not due on a CDD d’usage, unless a collective agreement provides for it.
Is there a limit on using extras?
Yes. Extra contracts must remain occasional. In hotels and restaurants, according to service-public.gouv.fr, beyond 60 working days in a quarter in the same establishment the contract may be reclassified as a permanent contract (CDI).
What premiums apply (overtime, night work, public holidays)?
They are set by the national collective agreement for hotels, cafés and restaurants (IDCC 1979), its amendments and company agreements. We do not quote rates here: please refer to the agreement on Légifrance or the Code du travail numérique, or ask a professional.
Can an extra work as a micro-entrepreneur?
With caution. A micro-entrepreneur is presumed self-employed, but if they work under the establishment’s orders, schedule and supervision (subordination), the relationship could be reclassified as employment, with a risk of undeclared work for the client. Self-employment suits genuinely independent services (consultant, trainer, photographer…).
Who is the employer: the establishment or Askfreelance?
The establishment. It recruits, signs the contract, files the DPAE and pays the wages. Askfreelance is neither an employer, nor a temp agency, nor a temporary-work company, and does not supply labour: we only put people in touch.
General information, subject to change, not legal advice: to be validated by a professional (lawyer, accountant) for your situation. Smic checked on 20/10/2026.