CDD CDI Template for France

When entering into an employment relationship in France, you must choose between two primary contract types: the Contrat à Durée Déterminée (CDD) for fixed-term employment or the Contrat à Durée Indéterminée (CDI) for permanent employment. Both contracts are governed by strict French labor laws under the Code du travail, which establishes comprehensive protections for employees while defining clear obligations for employers.

When do you need this document?

You need a CDD or CDI contract whenever establishing a formal employment relationship in France. CDI contracts are the standard form for permanent employment, offering maximum job security and requiring specific procedures for termination. CDD contracts are only permitted in specific circumstances defined by law, such as replacing a temporarily absent employee, handling seasonal workload increases, or filling positions pending permanent recruitment. French law presumes all employment relationships are CDI unless the employer can justify using a CDD under one of the legally permitted reasons outlined in Article L1242-1 of the Code du travail.

Key legal considerations

Several critical legal elements must be included in both CDD and CDI contracts. The identification of parties section must contain complete details of both employer and employee, including legal names, addresses, and SIRET numbers for companies. The contract type specification is crucial, as CDD contracts require explicit justification for the fixed-term arrangement and must state the precise duration or end date. Job classification and function descriptions must align with applicable collective bargaining agreements (conventions collectives) that may impose additional requirements beyond the basic legal framework. Compensation clauses must respect minimum wage laws and equal pay principles, while working time provisions must comply with the 35-hour work week standard and overtime regulations. Trial periods (période d'essai) have specific maximum durations depending on the position level and contract type, and these cannot be exceeded without violating employee rights.

Legal requirements in France

French employment contracts must comply with comprehensive Code du travail provisions that vary between CDD and CDI arrangements. For CDI contracts, Article L1221-1 requires written contracts in specific circumstances, though verbal agreements remain valid for standard full-time permanent positions. However, written contracts are mandatory for part-time work, fixed-term contracts, and positions with special conditions. CDD contracts face stricter requirements under Articles L1242-1 and following, including mandatory written form, specific justification for temporary nature, and clear end dates. Both contract types must respect collective bargaining agreements applicable to the industry and company size. Termination procedures differ significantly: CDI contracts may be terminated through resignation, dismissal for cause, economic dismissal, or mutual agreement (rupture conventionnelle), while CDD contracts typically end automatically at term expiration. French law also mandates specific notice periods, severance calculations, and procedural requirements that vary based on contract type, employee tenure, and termination circumstances. Additionally, both contracts must include provisions for professional training rights, social security obligations, and workplace safety compliance under French occupational health standards.