CDD Pour CDI Template for France

A CDD Pour CDI (Contrat à Durée Déterminée Pour CDI) is a specialized French employment contract that serves as a bridge between temporary and permanent employment. This unique legal instrument allows you to establish a fixed-term contract specifically designed to transition into a permanent position (CDI), providing both legal protection and flexibility during the pre-employment phase.

When do you need this document?

You need a CDD Pour CDI when you're an employer wanting to evaluate a candidate's suitability for a permanent role while complying with French employment law. This contract is particularly valuable when you've identified a strong candidate but want to ensure mutual compatibility before committing to a permanent employment relationship. It's also essential when you need to fill a position temporarily while finalizing the permanent contract terms, or when regulatory requirements necessitate a formal evaluation period before permanent employment confirmation.

Key legal considerations

Several critical legal elements must be carefully addressed in your CDD Pour CDI. The contract must clearly specify the motif du CDD, explicitly stating that the purpose is to lead to a permanent position, as required under Article L1242-2 of the Code du travail. You must include precise details about the intended CDI position, including job description, responsibilities, and qualification requirements. The contract duration must comply with maximum limits set by Article L1242-8, and you cannot indefinitely renew such contracts. Compensation terms must be clearly defined, ensuring equal treatment principles are respected. Additionally, the contract must contain all mandatory mentions required by Article L1242-12, and you must provide the signed contract to the employee within the timeframe specified in Article L1242-13.

Legal requirements in France

Under French law, your CDD Pour CDI must comply with strict regulatory frameworks established by the Code du travail. Article L1242-1 defines the general conditions for fixed-term contracts, while Article L1242-2 specifically authorizes the use of CDD for future CDI positions. You must respect the maximum duration limits and renewal restrictions outlined in Article L1242-8, ensuring the temporary nature of the arrangement is maintained. The contract must include complete identification of both parties, detailed job descriptions, precise duration terms, and comprehensive compensation structures. Article L1243-11 governs the transition conditions from CDD to CDI, requiring automatic conversion under specific circumstances. You must also ensure compliance with working time regulations, social security obligations, and provide the same benefits and protections afforded to permanent employees during the CDD period.