Contrats Court Template for France

When you need to hire employees for temporary or seasonal work in France, you must use a Contrats Court (contrat à durée déterminée or CDD). This fixed-term employment contract is strictly regulated under the French Code du travail and provides a legal framework for temporary employment relationships while protecting both employer and employee rights.

When do you need this document?

You need a Contrats Court when hiring employees for specific temporary situations outlined in Code du travail Article L1242-2. These include replacing an absent employee, handling temporary increases in business activity, seasonal work, or completing specific projects with defined end dates. The contract is also required for probationary periods in certain sectors and for hiring employees under government employment programs. You cannot use this contract type to permanently fill ongoing positions or replace employees on strike.

Key legal considerations

Your Contrats Court must include mandatory information specified in Article L1242-12: precise justification for using fixed-term employment, detailed job description, contract duration with specific start and end dates, applicable collective bargaining agreement, probationary period if applicable, and complete compensation details. The contract duration cannot exceed legal maximums (generally 18 months, renewable once) and must specify whether renewal is possible. You must pay the prime de précarité (end-of-contract premium) equal to 10% of gross salary unless exceptions apply. Early termination is only permitted in specific circumstances outlined in Article L1243-1, and you must provide the same working conditions as permanent employees in equivalent positions.

Legal requirements in France

Under French law, you must provide the signed contract to your employee within two days of their start date. The contract must be written in French and comply with applicable collective bargaining agreements for your industry sector. You must register the contract with relevant social security authorities and ensure compliance with working time regulations under the Code du travail. Medical examinations may be required depending on the position and industry. Upon contract completion, you must provide a work certificate and calculate the prime de précarité unless the employee refuses permanent employment or the contract ends during probationary period. Failure to comply with CDD regulations can result in the contract being reclassified as a permanent employment contract (CDI) by French labor courts.