CDD 6 Mois Template for France

A CDD 6 Mois (Contrat à Durée Déterminée de 6 mois) is a fixed-term employment contract that creates a legal framework for temporary work relationships in France. This six-month contract provides structure and protection for both employers and employees while ensuring compliance with French labor law under the Code du travail.

When do you need this document?

You need a CDD 6 Mois when hiring temporary staff for specific business needs that justify fixed-term employment. Common situations include replacing an absent employee on maternity or sick leave, managing seasonal workload increases, or completing temporary projects with defined timelines. The contract is also essential when testing new market opportunities that require additional workforce for a limited period, or when covering temporary skill gaps while searching for permanent employees. French law requires a written contract for all CDDs, making this document legally mandatory rather than optional.

Key legal considerations

Several critical legal elements must be carefully addressed in your CDD 6 Mois. The contract must specify a valid legal justification (motif) for using fixed-term employment rather than permanent contracts, as required by Article L1242-1 of the Code du travail. You must clearly define the employee's function, classification, and remuneration terms, including any applicable collective bargaining agreements. The trial period (période d'essai) provisions need careful consideration, as they differ from permanent contracts and cannot exceed specific legal limits. Additionally, you must address the end-of-contract compensation (indemnité de fin de contrat) equal to 10% of gross salary, and ensure compliance with rest periods (délai de carence) if rehiring for the same position.

Legal requirements in France

French labor law imposes strict requirements on CDD 6 Mois contracts under the Code du travail. Article L1242-12 mandates that written contracts include precise start and end dates, the specific reason justifying temporary employment, and complete job descriptions with classification details. The contract cannot exceed 18 months including renewals (Article L1242-7), and you must respect minimum rest periods between contracts for the same position (Article L1244-3). Termination before the contract's natural end is severely restricted under Article L1243-1, typically requiring mutual consent or serious misconduct. You must also ensure equal treatment with permanent employees regarding working conditions, training access, and collective facilities, while providing the mandatory 10% end-of-contract indemnity unless the employee transitions to permanent employment or refuses such an offer.