CDD Contrat Template for France

A CDD Contrat (Contrat à Durée Déterminée) is France's legal framework for fixed-term employment relationships, strictly regulated under the Code du travail to protect both employers and employees. Unlike permanent contracts, you can only use a CDD for specific temporary situations defined by law, making it essential to understand when and how to implement this contract type properly.

When do you need this document?

You need a CDD Contrat when hiring employees for temporary work situations explicitly permitted under French law. These include replacing an absent employee on sick leave or maternity leave, handling seasonal increases in business activity, completing specific short-term projects, or covering temporary positions while recruiting permanent staff. The contract is also required when hiring for jobs inherently temporary by nature, such as event management or harvest work. You cannot use a CDD to fill permanent positions or circumvent employment protections, as French authorities strictly monitor compliance with these restrictions.

Key legal considerations

Your CDD must include mandatory elements specified in Article L1242-12 of the Code du travail, including the specific legal justification for using fixed-term employment, precise start and end dates, job description and classification, salary details, and trial period duration. The contract cannot exceed maximum duration limits—typically 18 months including renewals, though some situations allow 24 months. You must respect minimum waiting periods between consecutive CDDs for the same position, usually one-third of the initial contract duration. Most importantly, you must pay the employee an end-of-contract indemnity (prime de précarité) equal to 10% of total gross salary earned, unless specific exemptions apply under Article L1243-8.

Legal requirements in France

French law requires your CDD to be written and signed before the employee starts work, with copies provided within two days of execution. The contract must specify one of the legal grounds listed in Article L1242-1, such as temporary increase in activity or employee replacement. Trial periods are limited—maximum two weeks for contracts under six months, one month for longer contracts. You cannot use CDDs during strikes affecting the same job category or for dangerous work requiring special medical surveillance, except in specific circumstances. The contract automatically converts to a permanent contract (CDI) if you continue employing the person beyond the agreed term without formal renewal, or if mandatory clauses are missing. Additionally, employees on CDD enjoy the same rights as permanent employees regarding working conditions, training, and collective benefits, ensuring equal treatment regardless of contract duration.