Signing an employment contract in France is a fundamental and mandatory step for legal employment—both for French citizens and foreign nationals. This document regulates the mutual rights and obligations of the employer and the employee, serving as a form of protection for both parties. Before entering the French job market, it is worth familiarizing yourself with the different types of contracts applicable in the country. The most common ones are: the permanent employment contract (CDI), the fixed-term employment contract (CDD), and the temporary employment contract (CTT). Understanding these forms of employment will help you better prepare for working in France and avoid misunderstandings.
Types of Employment Contracts in France
Permanent Employment Contract (CDI)
The CDI (contrat à durée indéterminée) is the basic and most stable form of employment in France. It does not specify an end date for the employment relationship, which gives the employee greater legal protection. For instance, in case of contract termination. A CDI can be concluded in two forms:
- Full-time employment (a written contract is not obligatory, but the employer must provide the DPAE declaration confirming the job start, which must be signed before the first day of work);
- Part-time employment (a written contract is required).
French labor law allows for a probationary period (période d’essai), which must be clearly defined in the contract and varies depending on the type of job—usually lasting from a few weeks to several months.
A CDI contract must include the following key information:
- Personal details of both parties
- Job title and description of duties
- Place of work
- Weekly working hours
- Salary
- Entitlement to paid leave
- Duration of the probationary period (if applicable)
- Terms and period of notice
This type of contract can be terminated at any time if both parties agree, although any agreed notice period must be respected.
As a general rule, the standard form of employment in France is the CDI. Any deviation from this type of contract—such as a CDD or CTT—must be justified by the employer. The contract is prepared in French, but the job candidate has the right to request a translation into another language.
Fixed-Term Employment Contract (CDD)
The CDD (contrat à durée déterminée) is a contract with a fixed duration, allowed only under specific circumstances defined by law—for example, to cover for an employee on leave (e.g., maternity or sick leave), to meet increased seasonal demand, for temporary projects, or for tasks of a transitional nature. The contract must clearly state the reason for the temporary employment and the start and end dates.
In most cases, the maximum duration of a CDD is:
- 18 months – in general cases
- 9 months – if the employee is awaiting a permanent position, switching to a CDI, or performing urgent work related to safety
- 24 months – if the employee is responsible for completing a specific export task or project abroad
A fixed-term contract may be extended, but the number of possible extensions and the maximum duration are strictly regulated by law. After a CDD ends, the employee is often entitled to a so-called precarity bonus (prime de précarité) unless they transition to a CDI.
The responsibility to properly justify the use of a fixed-term contract lies with the employer. If the stated reason does not meet legal requirements, a court may reclassify the contract as permanent.
The rules for using this type of contract and its duration are clearly defined in the French Labor Code.
Temporary Employment Contract (CTT)
The temporary employment contract in France, known as contrat de travail temporaire (CTT), operates similarly to the CDD, although there are some important differences.
The key characteristic of the CTT is that it involves three parties: the worker, a temporary work agency, and an external (often foreign) company that uses the agency’s services.
It is the agency that officially hires the worker, pays their salary, and assumes legal responsibility for their employment. The external company uses the worker’s services for a specified time, referred to as the mission.
As a result, two separate contracts are signed:
- Contrat de mission – between the worker and the agency, specifying the employment conditions, job duties, and duration of the assignment (this can be a specific date or general, such as “until the end of the season”).
- Contrat de mise à disposition – between the agency and the external company, regulating the terms of service provision.
Temporary Employment – What Else Should You Know?
Employees working under a temporary employment contract are entitled to the same rights as permanent employees of the company. This includes access to salary, work breaks, occupational safety regulations, and other benefits defined by labor law. Agency workers must not be treated less favorably than regular employees.
The temporary employment contract can also include a probationary period, the length of which depends on the duration of the assignment:
- Contract shorter than 1 month → maximum 2 days
- Between 1 and 2 months → maximum 3 days
- More than 2 months → maximum 5 days
A written contract must be drawn up and signed. The employee must receive this document no later than two business days before the planned start of work.
Ending a CTT contract without negative consequences for the employee is possible in the following situations:
- During the probationary period (no specific reason required)
- When signing a permanent employment contract (CDI)
- Due to circumstances beyond the employee’s control (force majeure)
If the employer decides to terminate the temporary contract, they must offer the employee a new position within three days, unless:
- The employee seriously breaches duties
- Unforeseen events beyond the company’s control occur (force majeure)
- The contract ends during the probationary period
Other Types of Contracts in France
Part-Time Contract (Contrat à Temps Partiel)
Part-time employment may be based on either a permanent (CDI) or fixed-term (CDD) contract. This type of contract involves fewer weekly hours than full-time work. The document must clearly state the work schedule, working days, and benefits proportionally adjusted to hours worked—such as leave and social security contributions. Part-time employees are guaranteed the same rights as full-time workers, relative to their working time.
Training Contracts / Vocational Contracts (Work-Study Contracts)
In France, there are also contracts that combine employment with vocational training, aimed primarily at young people and those undergoing career changes. These agreements divide time between theoretical education and practical work experience, with the goal of gaining specific qualifications. In many cases, they include a formal commitment to obtain a profession or certificate.
Such employment forms are strictly regulated by the French Labor Code and industry-specific rules, which define aspects such as contract duration, training conditions, and the balance between education and work.
If you are interested in working in France and want to be well-prepared, it’s worth checking job offers available on europa.jobs to find a contract that suits your expectations and secures your rights.
