Contrat Indéterminé Template for France

A Contrat à Durée Indéterminée (CDI) is France's standard permanent employment contract that creates an open-ended employment relationship between you and your employee. Unlike fixed-term contracts, a CDI provides job security and comprehensive legal protections under French labor law, making it the preferred contract type for most employment situations.

When do you need this document?

You need a CDI when hiring permanent employees for ongoing roles in your French business. This includes recruiting full-time staff for administrative, technical, or managerial positions, expanding your workforce with skilled professionals, or converting temporary workers to permanent status. The CDI is also required when establishing long-term employment relationships where the work duration is indefinite and the role is integral to your business operations. French law presumes that employment relationships are permanent unless explicitly stated otherwise, making the CDI the default contract type.

Key legal considerations

Your CDI must include essential clauses covering employee identification, job description and responsibilities, start date with trial period conditions, gross salary and payment terms, and working time arrangements. The contract should specify the workplace location, applicable collective agreements, and termination procedures. Pay particular attention to the trial period (période d'essai), which varies by employee category and cannot exceed legal maximums. Include confidentiality clauses, non-compete agreements if applicable, and intellectual property provisions. Remember that certain clauses like excessive non-compete restrictions may be deemed invalid by French courts, so ensure all terms comply with Code du travail requirements.

Legal requirements in France

Under the Code du travail, your CDI must comply with minimum wage requirements (SMIC), maximum working hours (35 hours per week standard), and mandatory benefits including paid holidays and social security contributions. The contract must respect applicable collective agreements (conventions collectives) specific to your industry sector. Trial periods are strictly regulated: maximum 2 months for employees, 3 months for supervisors, and 4 months for executives, with possible renewal under specific conditions. Termination procedures must follow legal requirements including notice periods, severance pay calculations under the 2017 Ordonnances Macron reforms, and proper justification for dismissal. Ensure compliance with recent labor law changes, including modifications to termination indemnities and dismissal procedures introduced by the Loi El Khomri and subsequent reforms.