CDD Minimum Template for France

A CDD Minimum is a streamlined fixed-term employment contract template designed to meet the essential legal requirements under French labor law. This contract type provides a legally compliant framework for temporary employment relationships while ensuring both parties understand their rights and obligations under the Code du travail.

When do you need this document?

You need a CDD Minimum when hiring employees for temporary positions that meet specific legal criteria under French law. This includes seasonal work, temporary replacement of absent employees, temporary increases in business activity, or project-based employment with defined end dates. The contract is particularly useful for small businesses or startups that need a straightforward template without complex clauses, while still maintaining full compliance with French employment standards. You must use this type of contract when the employment relationship has a predetermined end date and meets one of the legal justifications outlined in Article L1242-1 of the Code du travail.

Key legal considerations

The most critical aspect of any CDD is providing valid legal justification for using fixed-term employment rather than permanent contracts. French law strictly regulates when CDDs can be used, and failure to provide proper justification can result in the contract being reclassified as a permanent employment contract (CDI). The contract must clearly specify the exact reason for the fixed-term nature, whether it's replacing an absent employee, handling seasonal work, or addressing temporary business needs. Duration limitations are equally important, as CDDs cannot exceed 18 months in most cases, with possible renewal under strict conditions. The contract must also include mandatory clauses regarding trial periods, which cannot exceed one day per week worked up to a maximum of two weeks for contracts under six months, and one month for longer contracts.

Legal requirements in France

Under French law, every CDD must be provided to the employee within two working days of hiring, as mandated by Article L1242-13 of the Code du travail. The contract must specify the legal grounds for using fixed-term employment, the precise start date and duration, job description, workplace location, applicable collective bargaining agreement, trial period duration, and complete compensation details including salary and benefits. French law also requires that fixed-term employees receive equal treatment compared to permanent employees in similar positions, including proportional access to training and career development opportunities. At the contract's end, employees are entitled to an end-of-contract indemnity (prime de précarité) equal to 10% of gross wages earned, unless specific exceptions apply. The employer must also provide a work certificate and inform the employee of any permanent positions that become available during or immediately after the contract period.