Contrats CTT Template for France

When you need to hire temporary workers in France, you must use a Contrat de Travail Temporaire (CTT) that complies with strict French labour law requirements. These specialized employment contracts create a three-way legal relationship between the temporary employment agency (Entreprise de Travail Temporaire), the client company (Entreprise Utilisatrice), and the temporary worker, each with specific rights and obligations under the Code du travail.

When do you need this document?

You need a CTT when your business requires temporary staffing solutions that comply with French employment law. This includes situations where you need to replace an absent employee, handle seasonal workload increases, or complete specific short-term projects. The contract is mandatory for any temporary work arrangement lasting more than a few days, whether you're a staffing agency placing workers or a company receiving temporary staff. You must also use this document when renewing or extending existing temporary work assignments, as French law requires written documentation for all modifications to the original agreement.

Key legal considerations

Your CTT must include several mandatory elements to remain legally valid under French law. The contract must clearly specify the justified business reason for using temporary workers, as Article L1251-5 prohibits temporary work in certain circumstances such as replacing striking workers or performing particularly dangerous tasks. You must include detailed job descriptions, required qualifications, and working conditions that match those of permanent employees in similar roles. The principle of equal treatment requires that temporary workers receive the same compensation and benefits as comparable permanent staff. Additionally, you must specify the exact mission duration, renewal conditions, and end-of-mission indemnity calculations, which typically amount to 10% of total gross wages earned during the assignment.

Legal requirements in France

French Code du travail Articles L1251-1 through L1251-37 establish comprehensive regulations governing temporary work contracts. Your contract must comply with maximum duration limits: most temporary assignments cannot exceed 18 months, including renewals, though specific circumstances may allow different timeframes. Article L1251-16 mandates that contracts include the temporary employment agency's details, client company information, worker identification, precise mission description, workplace location, working hours, applicable collective bargaining agreements, trial period terms, and salary calculation methods. You must also ensure compliance with sector-specific regulations and obtain any required work permits for foreign temporary workers. The contract becomes effective only when signed by all three parties, and any substantial modifications require written amendments following the same formal procedures as the original agreement.