French Fixed-Term Employment Contract (CDD) Template

The standard cap is 18 months, renewals included (art. L1242-8 Code du travail). Several grounds carry different ceilings: 9 months when waiting for a permanent CDI hire to take up post, or for urgent safety work that cannot be deferred; 24 months for contracts performed abroad or concluded ahead of a departing employee whose post is being eliminated. A sectoral collective agreement (convention de branche étendue) may set alternative limits within the statutory framework.

No. The prime de précarité equal to 10% of total gross remuneration (art. L1243-8 Code du travail) is not owed in specific circumstances: the employee refuses a permanent CDI offer on the same or a similar role at equivalent pay; the employee terminates the contract early; the employer ends it for serious misconduct (faute grave) or force majeure; or the contract is seasonal, a CDD d'usage (sector-specific), or concluded with a student during school or university holidays.

A CDD with a precise end date may be renewed at most twice, unless a sectoral collective agreement provides otherwise (art. L1243-13-1 Code du travail, introduced by Ordonnance n°2017-1387 of 22 September 2017). Each renewal requires a signed written amendment (avenant) executed before the original term expires. The combined duration — initial contract plus all renewals — must remain within the applicable ceiling, normally 18 months.

Failing to hand over the signed written contract within 2 working days of the start date (art. L1242-13 Code du travail) exposes the employer to reclassification of the CDD as a permanent CDI by the labour tribunal (conseil de prud'hommes). The employee may then claim a reclassification indemnity of at least one month's salary (art. L1245-2 Code du travail), plus compensation for unfair dismissal if the employer subsequently terminates. Omitting the legal ground for use carries the same risk.

The permitted grounds are strictly listed (art. L1242-2 Code du travail): replacement of an absent employee or one whose contract is suspended; bridging until a permanent CDI hire joins; replacement of a business owner or agricultural operator; temporary increase in activity; seasonal employment; CDD d'usage in sectors defined by decree or collective agreement; and government-assisted contracts (contrats aidés). The chosen ground must appear verbatim in the contract, together with the name and job title of the employee being replaced, where applicable.

Yes. Absent a more favourable sectoral custom or agreement, the probationary period is calculated at one day per week of contract duration (art. L1242-10 Code du travail), capped at 2 weeks for a CDD of 6 months or less, and at 1 month for a CDD longer than 6 months. Where the contract has no fixed end date, the trial period is calculated against the stated minimum duration.