Bamako, Mali

Personnel management

Temporary Work

19 August 2026

The Provision of Temporary Staff

This is defined as the employment of temporary workers in a company through a temporary staffing agency (ETT).

The agency has a business relationship with the client, governed by a staffing agreement (CMD), and an employment relationship with the worker, governed by an employment contract (CTT).

There is a triangular relationship among the three parties, which can be summarized as follows:

  • Client/Service Provider Relationship;
  • Client/Assigned Personnel Relationship;
  • Service Provider/Outsourced Staff Relationship.

The interrelationship among the three parties is often illustrated by the statement that “the employee works for an employer who does not pay them and is paid by an employer who does not employ them.”

This type of employer-service provider relationship is established by Article L.313 and the implementing regulations of Law 92-020/AN-RM of September 23, 1992, establishing the Labor Code of the Republic of Mali.

A temporary work assignment gives rise to the drafting of two contracts:

  • the “assignment” contract, binding the temporary employment agency to the client company;
  • the “temporary employment contract (CTT),” binding the temporary staffing agency to the temporary worker.

Both contracts must be in writing. Failure to provide a written contract may result in:

  • the contracts being deemed null and void, requiring the client company to reimburse the temporary staffing agency for the wages paid to the assigned employees and the corresponding social security contributions;
  • the possibility for temporary workers to request that their contract be reclassified as a permanent contract.

If the temporary worker does not sign the contract, this constitutes the absence of a written agreement. A late signature is equivalent to the absence of a written agreement, which may result in the reclassification of the contractual relationship.

As with temporary staffing, employers are increasingly turning to this type of temporary workforce acquisition—not due to a legal suspension of employment contracts, but rather to meet a surge in activity, whether of uncertain duration or not.

The sectors that make the most use of this type of workforce are construction and public works, manufacturing, and mining.

In these sectors, temporary positions are filled by unskilled workers.

Our Approach

  • Contacting companies to assess their needs;
  • Contract;
  • Search for candidates;
  • Matching candidates with employers;
  • Onboarding;
  • Health and safety training in French or Bambara, depending on the target audience;
  • Recurring health and safety training in French or Bambara;
  • Work organization;
  • Management and monitoring;
  • Administrative management;
  • End-of-assignment formalities.

We give priority to local workers. Unfilled positions are recruited from Ghana, Côte d’Ivoire, Togo, Benin, or Burkina Faso.

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