CDD Tremplin Template for France
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Qu'est-ce qu'un CDD Tremplin ?
Le CDD Tremplin a été créé par la loi du 5 septembre 2018 pour la liberté de choisir son avenir professionnel. Ce dispositif expérimental permet aux entreprises adaptées de proposer un parcours d'accompagnement spécifique aux personnes en situation de handicap. D'une durée de 4 à 24 mois, ce contrat vise à faciliter leur transition professionnelle et leur accès à l'emploi durable en milieu ordinaire grâce à des périodes de formation et d'acquisition d'expérience professionnelle.
Questions fréquentes
Is a CDD Tremplin contract legally binding in France?
Yes, a CDD Tremplin is a legally binding employment contract under French law, governed by Article L.1242-3 of the Code du travail and Loi n° 2018-771. Once signed by both the employer and disabled worker, it creates enforceable legal obligations including specific duration requirements (4-24 months) and professional integration commitments. The contract must comply with all French labor law standards while providing the specialized framework for disabled worker support.
Can my CDD Tremplin contract be voided if sections are missing?
Yes, an incomplete CDD Tremplin contract can be legally challenged or voided under French employment law. Missing essential elements like the integration pathway, specific duration, or disability accommodation measures could render the contract invalid. French courts may also requalify an defective CDD Tremplin as an indefinite-term contract (CDI), which significantly changes employer obligations and worker rights.
How does CDD Tremplin differ from a standard CDD contract in France?
CDD Tremplin is specifically designed for disabled workers' professional integration and can last 4-24 months, unlike standard CDD contracts which have different duration limits. It requires adapted enterprises as employers, includes mandatory professional development pathways, and follows the experimental framework of Loi n° 2018-771. Standard CDD contracts don't include these specialized integration requirements or disability-specific accommodations.
How long does it typically take to prepare a CDD Tremplin contract?
Preparing a comprehensive CDD Tremplin contract typically takes 1-2 weeks, including time for disability assessment, integration pathway planning, and legal review. The process involves coordinating with adapted enterprises, defining specific professional development goals, and ensuring compliance with experimental program requirements. Complex cases requiring extensive accommodations or specialized training plans may take up to 3-4 weeks to finalize properly.
Which enterprises can legally offer CDD Tremplin contracts in France?
Only adapted enterprises (entreprises adaptées) authorized under French disability employment regulations can offer CDD Tremplin contracts. These specialized employers must be officially recognized and meet specific criteria for supporting disabled workers' professional integration. Regular companies cannot use the CDD Tremplin framework - they must use standard employment contracts even when hiring disabled workers.
Can a CDD Tremplin contract be renewed or extended beyond 24 months?
No, CDD Tremplin contracts cannot exceed the maximum 24-month duration set by Loi n° 2018-771, including any renewals. The contract is designed as a temporary integration tool with a fixed timeframe for professional development. After completion, the worker should transition to sustainable employment, either through conversion to a CDI or placement with a mainstream employer.
Most common mistakes employers make with CDD Tremplin contracts?
The most frequent errors include failing to properly define the integration pathway, not coordinating with recognized adapted enterprises, and inadequately documenting disability accommodations. Employers also commonly mistake duration limits, omit required professional development components, or fail to comply with the experimental program's specific reporting requirements under Loi n° 2018-771.
À propos du CDD Tremplin
A CDD Tremplin (stepping-stone fixed-term contract) is a specialized employment arrangement designed to support disabled workers in transitioning to sustainable employment in France. This innovative contract type, established under Loi n° 2018-771, provides a structured pathway for professional development while offering legal protections for both employers and employees in the disability employment sector.
When do you need this document?
You need a CDD Tremplin contract when you're an adapted enterprise (entreprise adaptée) hiring a disabled worker with recognized disabled worker status (RQTH). This contract is essential when you want to provide structured career development lasting between 4 and 24 months, aimed at preparing the employee for eventual transition to mainstream employment. You'll also need this document when participating in France's experimental disabled worker integration program, as it ensures compliance with specific legal requirements while providing the necessary framework for skills development and professional accompaniment.
Key legal considerations
Several critical legal elements must be carefully addressed in your CDD Tremplin contract. The contract duration must be clearly specified within the 4-24 month range, with precise start and end dates that comply with Article L.1242-3 of the Labor Code. You must define the trial period terms, ensuring they align with standard fixed-term contract provisions while accommodating the specific needs of disabled workers. Compensation structures require careful attention, including base salary, potential bonuses, and additional benefits that reflect both labor law minimums and the specialized nature of the role. Working time arrangements must be clearly outlined, specifying weekly hours, schedule distribution, and any accommodations necessary for the employee's disability. The contract must explicitly state its objective of preparing the worker for transition to sustainable employment in the mainstream job market.
Legal requirements in France
French law imposes specific obligations for CDD Tremplin contracts under the framework established by Loi n° 2018-771 and detailed in Décret n° 2018-990. Your contract must demonstrate that the employing entity qualifies as an adapted enterprise under Article L.5213-13-1 of the Labor Code, with proper authorization to offer these specialized contracts. The employee must possess valid RQTH status as defined in Article L.5213-2, confirming their recognition as a disabled worker. You must ensure the contract includes mandatory accompaniment provisions, detailing the support and training elements that distinguish CDD Tremplin from standard fixed-term contracts. The agreement must specify how skills development and professional integration objectives will be achieved during the contract period. Additionally, you must comply with standard labor law requirements regarding working conditions, health and safety measures, and termination procedures, while incorporating the specialized provisions that make this contract type unique. Documentation of the professional development plan and integration objectives is required to justify the contract's experimental status and its role in the broader disability employment policy framework.
GOVERNING LAW
Droit applicable
This CDD Tremplin is drafted to comply with France law. Key legislation includes:
Article L.1242-3 du Code du travail: Définit le cadre légal des contrats à durée déterminée, incluant le CDD Tremplin pour les entreprises adaptées
Décret n° 2018-990: Précise les modalités d'application du CDD Tremplin dans les entreprises adaptées
Article L.5213-2 du Code du travail: Concerne la reconnaissance de la qualité de travailleur handicapé (RQTH), condition nécessaire pour le CDD Tremplin
Article L.5213-13-1 du Code du travail: Définit le statut et les missions des entreprises adaptées pouvant proposer des CDD Tremplin
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