CDI Temps Plein Template for France

A CDI Temps Plein (Contrat à Durée Indéterminée Temps Plein) is France's standard permanent full-time employment contract that creates an indefinite employment relationship between employer and employee. Under the Code du travail, this contract provides the highest level of job security and is the preferred form of employment relationship in French labour law.

When do you need this document?

You need a CDI Temps Plein when hiring employees for permanent positions with standard full-time hours in France. This applies when recruiting for roles requiring 35 hours per week or more, establishing long-term employment relationships, or converting temporary contracts (CDD) to permanent positions. The document is essential for compliance with French employment law and provides clarity on working conditions, compensation, and mutual obligations between parties.

Key legal considerations

Your CDI Temps Plein must include specific mandatory clauses under the Code du travail. The contract must clearly identify both parties, specify the job function and classification according to applicable collective agreements, and define working hours within the legal 35-hour framework. Compensation terms must detail gross salary, payment frequency, and any additional benefits. The contract should address the workplace location, potential mobility clauses, and probationary period terms. You must also include provisions for annual leave (congés payés), notice periods for termination, and applicable collective bargaining agreements. Consider including confidentiality clauses, non-compete provisions where legally permissible, and specific performance obligations relevant to the role.

Legal requirements in France

French law mandates that CDI contracts be written in French (Article L1221-3) and include specific information required by Article L1221-1 of the Code du travail. The standard working week is 35 hours (Article L3121-27), though additional hours may be worked under specific conditions. Employees are entitled to minimum annual leave of 2.5 working days per month worked (Article L3141-3). Salary must be paid at least monthly (Article L3242-1), and the contract must respect minimum wage requirements and applicable collective agreement provisions. The employer must provide job classification according to professional categories (cadre/non-cadre) and specify the applicable coefficient from relevant collective agreements. Termination procedures must comply with Article L1231-1, requiring proper notice periods and potential severance payments depending on circumstances.