As in the UK and other countries, French companies generally use two main contract of employment types: permanent and fixed-term.
Contrat à Durée Indéterminée (CDI) is the standard permanent contract used in France, for full and part-time roles that have no fixed end date. While this contract type offers a higher level of job security for the employee, it does not legally have to be issued in writing (although this is strongly advised).
Termination of a CDI involves resignation, dismissal, or an agreed mutual termination between the employer and employee (rupture conventionnelle).
Contrat à Durée Déterminée (CDD) is a fixed-term contract, usually with a pre-determined end date, used for temporary appointments. Note that the end date can remain open under certain conditions, such as replacing a sick employee whose return date isn’t known.
The CDD has many advantages for employers, including greater flexibility and a solution to short-term workforce issues. However, it can only be used for a specific and legally-authorised reason, which include:
- Providing support during peak business periods or temporary growth
- Seasonal employment
- Replacing a temporarily absent employee (such as sick or maternity leave)
- Waiting for a new employee to assume their duties
- Specific needs related to the job or industry (such as teaching, investigation, or entertainment).
A CDD usually has a maximum duration of 18 months, unless under some defined circumstances. This type of contract must be submitted in writing, in French, with its terms agreed and signed by the employee. Without these elements, the CDD can be legally re-classified as a permanent contract.
Termination of a CDD involves naturally reaching its end date, by mutual agreement, or dismissal in the event of serious misconduct. It can only be ended early under specific circumstances. Note that the employee will be entitled to a ‘precariousness’ indemnity (usually 10% of the contract’s total gross remuneration) if the CDD ends without becoming permanent.
Alternative types of employment contract in France
Temporary or interim contracts (contract de travail temporaire, or CTT) are used for short-term assignments or specialised roles. These are governed by a three-way agreement between the company, the employee, and the employment agency legally considered to be the employer. The company remains responsible for providing the appropriate legal working conditions, including safety.
Internships are very common in France. They must be formalised by a convention de stage, which is signed by the employer, the student, and their university or training organisation. If the internship is to run for longer than two months, the student must be paid a stipend that usually amounts to 15% of the French minimum wage (SMIC).
Apprenticeships take the form of a work/study contract (contrat d’apprentissage) that combines education and professional training. This type of contract can last for several years, with one or multiple employers and some financial support may be possible via the employer’s training fund provider.
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