CDI Intermittent Template for France

A CDI Intermittent (Contrat à Durée Indéterminée Intermittent) is a specialized permanent employment contract under French labor law that allows you to manage predictable seasonal or cyclical work patterns. Unlike traditional fixed-term contracts, this arrangement provides your employees with job security while giving your business the flexibility to adapt to known fluctuations in activity throughout the year.

When do you need this document?

You need a CDI Intermittent when your business experiences regular, predictable variations in activity that follow a seasonal or cyclical pattern. This contract is particularly valuable in industries like tourism, agriculture, retail, or entertainment where demand fluctuates predictably. It's the ideal solution when you want to retain skilled employees during low-activity periods without maintaining full-time hours year-round. The contract ensures you comply with French labor law while providing employees with income stability through guaranteed minimum annual hours and potential salary smoothing arrangements.

Key legal considerations

Your CDI Intermittent must clearly define the minimum annual working hours guaranteed to the employee, as this forms the foundation of their employment security. You must specify the distribution of working periods throughout the year, including both active and inactive periods. The contract requires detailed provisions for salary calculation, including whether you'll implement salary smoothing (lissage) to provide regular monthly payments. You need to ensure equal treatment between intermittent employees and full-time staff regarding benefits, training opportunities, and career progression. The contract must also address how additional hours beyond the minimum guarantee will be handled and compensated.

Legal requirements in France

Under Articles L3123-33 to L3123-37 of the Code du travail, your CDI Intermittent must include specific mandatory elements. You must clearly identify both parties and specify the employee's job classification according to the applicable collective bargaining agreement. The contract must state the guaranteed minimum annual working hours and define the periods when work will and will not be performed. You're required to establish the hourly wage rate and explain the salary calculation method, including any smoothing arrangements. The contract must respect the equal treatment principle, ensuring intermittent employees receive the same rights as comparable full-time employees. Additionally, you must comply with any specific provisions in your sector's collective bargaining agreement that may impose additional requirements for intermittent contracts.