Employment contract (CDD, fixed-term contract)
The CDD (contrat a duree determinee, fixed-term contract) may only be entered into for a specific and temporary task, in the cases exhaustively provided for by law (replacing an absent employee, temporary increase in activity, seasonal work, etc.). Unlike the CDI, it must be in writing and given to the employee within two working days of hiring, failing which it may be reclassified as a CDI. It must state its grounds for use, its end date and the pay, and gives entitlement, on expiry, to an end-of-contract indemnite known as the "prime de precarite" (precariousness bonus). This form is in English, but the document is generated in French, ready to sign and use in France.
Note: the questionnaire is in English; the generated document is in French.
The employer
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Frequently asked questions
Must the CDD be in writing?
Yes, without exception. A CDD that is not in writing, or given to the employee more than two working days after hiring, may be reclassified as a CDI by the conseil de prud'hommes (labour tribunal). The grounds for use must be stated precisely.
What grounds for use are permitted?
Mainly: replacing an absent employee, a temporary increase in activity, seasonal jobs or customary jobs (emploi d'usage). A CDD can never be used to fill on a lasting basis a job linked to the normal and permanent activity of the company.
What is the prime de precarite?
It is the end-of-contract indemnite, equal to 10% of the total gross pay paid, due to the employee at the end of the CDD. It is not due in certain cases (seasonal or customary CDD, refusal by the employee of a CDI, gross misconduct, hiring on a CDI at the end).
Can a trial period be provided for?
Yes, but it is proportionate to the length of the contract: at most one day per week up to a limit of 2 weeks for a CDD of 6 months or less, and 1 month beyond that. It must be provided for in writing.
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