CDD 1 Mois Template for France

A CDD 1 Mois (Contrat à Durée Déterminée d'un mois) is a one-month fixed-term employment contract that creates a temporary working relationship between an employer and employee in France. This contract type is strictly regulated under the French Code du travail and requires specific legal justification, making it essential that you understand both when it can be used and how to structure it properly to ensure legal compliance.

When do you need this document?

You need a CDD 1 Mois when hiring employees for temporary work that has a defined end date within one month. Common scenarios include covering for an absent employee on sick leave, handling seasonal workload increases, completing specific short-term projects, or replacing staff on maternity leave. The contract is also used for testing periods in certain industries where a probationary period within a permanent contract isn't suitable. However, you cannot use a CDD simply to avoid offering permanent employment - French law requires a legitimate business justification for any fixed-term contract.

Key legal considerations

Your CDD 1 Mois must include several mandatory elements to be legally valid. The contract must specify the precise reason for using a fixed-term arrangement rather than a permanent contract, as unjustified use can result in the contract being reclassified as a CDI (permanent contract). You must clearly define the start and end dates, job description, salary, working hours, and workplace location. The employee is entitled to the same rights as permanent staff, including equal pay for equal work, social security benefits, and paid holidays calculated proportionally. At the contract's end, you must pay an indemnité de fin de contrat (end-of-contract compensation) equal to 10% of the total gross salary, unless specific exemptions apply.

Legal requirements in France

Under Article L1242-13 of the Code du travail, you must provide the signed contract to the employee within two working days of their start date. The contract cannot exceed one month initially, but may be renewed once under strict conditions outlined in Article L1242-7, provided the total duration doesn't exceed the legal maximums for your specific situation. You must respect the cooling-off period (délai de carence) before hiring another employee on a fixed-term contract for the same position, typically equal to one-third of the original contract duration. The contract automatically converts to a CDI if you continue employing the person beyond the specified end date without signing a renewal. Additionally, you must provide the same training opportunities and career development access as offered to permanent employees in equivalent positions.