Fixed Term Contact (France)

This is a fixed-term contract for a specific duration of employment. It can be renewed twice. There is no minimum time-period, however the length of a CDD cannot exceed the maximum authorised length, which is between 9-24 months depending on contract type. After this period, the employment must cease or the contract be transferred to a CDI. The employee's rights and obligations are identical to those of a person with a CDI. A CDD can only be used in the following situations:

• Seasonal work
• To replace an employee who is absent for illness, maternity, holiday, training or parental leave
• In the case of state-funded contracts
• To accommodate temporary increased staffing needs

A CDD cannot be given for jobs considered dangerous. A CDD contract must be in writing, in French and be signed by the employee. Failing one of these conditions, the CDD is automatically transformed into a CDI. A CDD contract must include the start and end date of the contract, or the minimum duration if it doesn’t have exact dates. Length of trial period, name of the person who is being replaced, job title, salary, convention collective and caisse de retraite complémentaire must also be included. Note: if the employer fails to give the employee a copy of the contract within two working days, the CDD could be transformed into a CDI. At the end of the contract, the employee has the right to a bonus, which should be at least 10 percent of the total gross salary, unless the convention collectif imposes a lower percentage.