Specific case: ⊲ Among the areas listed, temporaire employment agencies (TEA) posting employees in France also comply with the user company`s collective agreements and extended or non-extended branch-level agreements on pay and health and safety at work. They are also subject to additional requirements (labour supply conditions, financial collateral). The user company is in charge of the conditions governing the performance of work. It offers the employer the advantage of avoiding any legal risk related to the execution and/or termination of the employment contract and the worker to quickly receive compensation for favourable tax and social security regimes without having to refer the matter to the labour court. However, the drafting of the settlement agreement must be strict and complete in order to avoid any questioning or any difficulty of implementation. It is the objective of this workshop that was highlighted that in this perspective, the advice of a professional is always useful to ensure the final settlement of the dispute. The notice periods are set by the sectoral collective agreement in force (KNA) according to the categories and seniority of the worker. As an employer who sends workers to France, you are subject to the provisions of the French Labour Code and the extended collective agreements at branch level applicable to companies established in France. Any hour worked going beyond the legal weekly period or the duration considered equivalent by the collective agreement in force shall be considered as resulting in an increase in wages or, where appropriate, an equivalent compensatory rest. . . .