Intérim CDD Template for France

An Intérim CDD contract is a specialized temporary employment agreement that governs the relationship between a temporary work agency, a user company, and a temporary worker in France. This contract type is essential when you need to formalize temporary work arrangements while ensuring compliance with French labor law requirements under the Code du travail.

When do you need this document?

You'll need an Intérim CDD contract when your company requires temporary staff through a work agency to cover specific situations authorized by law. This includes replacing absent employees due to illness or vacation, handling temporary increases in workload, completing seasonal work, or filling positions while recruiting permanent staff. The contract is also necessary when executing specific projects with defined timelines or managing emergency situations that require immediate additional workforce. Unlike direct CDD contracts, this document involves three parties and requires the temporary work agency to act as the legal employer while you benefit from the worker's services.

Key legal considerations

Several critical legal elements must be addressed in your Intérim CDD contract. The document must clearly specify the authorized reason for using temporary work, as French law strictly limits when companies can use interim workers. You must ensure the principle of equal treatment, guaranteeing that temporary workers receive the same working conditions, remuneration, and benefits as permanent employees in equivalent positions. The contract must define the maximum duration limits, which vary depending on the reason for temporary work, ranging from 18 months for general cases to 24 months for specific situations. Renewal conditions must be explicitly stated, including the maximum number of renewals allowed and the required waiting period between contracts for the same position.

Legal requirements in France

Under French law, your Intérim CDD contract must include mandatory information specified in Article L1251-16 of the Code du travail. This includes complete identification of all three parties, the specific legal justification for using temporary work, detailed job description and required qualifications, precise mission dates with potential renewal terms, and trial period conditions if applicable. The contract must specify the workplace location, working hours, applicable collective bargaining agreements, and remuneration details ensuring equal treatment. You must also include information about occupational health and safety measures, particularly if the position involves specific risks. The document should reference the user company's obligations regarding working conditions and the temporary work agency's responsibilities as the legal employer. Additionally, ensure compliance with maximum duration limits under Article L1251-36 and renewal restrictions to avoid illegal use of temporary work arrangements.