Employment Contracts in France: Types of Contracts and Key Terms of Employment

In France, employment conditions depend on the type of employment contract: a CDI provides for permanent employment, a CDD is entered into only in cases specified by law, and an intérim contract is used for temporary assignments. Learn more about the main types of employment contracts in France, the rules for entering into them, and the conditions for termination

Order a working guide and get clear instructions for legal employment abroad

ORDER GUIDE

The CDI remains the primary form of permanent employment in France, although a significant portion of new hires are on fixed-term contracts. According to data from the French statistics agency DARES, in the first quarter of 2026 alone, approximately 6.58 million employment contracts were signed in the private sector of mainland France, excluding agriculture, temporary work, and domestic staff.

The type of contract determines the duration of employment, the possibility of early termination, the terms of the probationary period, and the right to certain forms of compensation. However, an employer cannot arbitrarily replace a permanent position with a fixed-term contract: the law establishes specific grounds for CDDs and temporary work. Before signing the document, the employee should also review the collective bargaining agreement, work schedule, pay rate, and the procedure for terminating the employment relationship.

Earlier, we talked about the European countries where it is easiest to get a work visa and start a career abroad.

Are you planning to work abroad in 2026? Visit World's Work Guide will help you quickly understand the requirements for a work permit, the list of necessary documents, and the application procedure. The guide contains current employment rules, the main types of permits, common mistakes made by applicants, and practical advice after moving. You will receive structured information in PDF format within a few minutes after ordering. Check out the guide and prepare for working abroad without any stress.

What do you need to know about employment contracts in France?

In France, a full-time CDI does not always have to be in writing, unless otherwise provided for in the relevant collective bargaining agreement. However, the employer is in any case required to provide the employee with the essential terms of employment in writing. For fixed-term contracts (CDD), part-time contracts, apprenticeship contracts, and temporary work, a written form is mandatory. In particular, fixed-term contracts must be provided to the employee no later than two business days after hiring.

The contract or other documents provided by the employer must specify:

- Employer and employee information

- Job title, occupational category, and main duties

- Start date, and for a fixed-term contract—its duration or termination conditions

- Place of work

- Amount of salary, bonuses, and payment frequency

- Working hours

- Terms of the probationary period

- Right to paid leave

- Procedure for terminating the employment relationship

- Collective bargaining agreement applicable to the employee

A collective bargaining agreement may establish more favorable terms than general regulations: a higher minimum wage, additional leave, special allowances, or a different notice period for termination. Its name can be found in the employment contract or on the pay stub. You can also check the applicable agreement through the official Service Public website.

The statutory full-time workweek in France is 35 hours. This is not an absolute limit: an employee may work longer hours and be paid overtime or receive additional RTT days off. The specific schedule depends on the contract, the collective bargaining agreement, and the company’s work schedule.

In our previous article, we explained what the French Talent Passport is and everything you need to know about the four-year visa.

The Open-Ended Contract (CDI) in France: The Primary Form of Permanent Employment

A Contrat à durée indéterminée, or CDI, has no predetermined end date.

French law defines it as the standard form of employment: if the job is permanent in nature, the employer is generally required to offer a CDI. Such a contract may provide for full-time or part-time employment.

Probationary Period for a CDI

A probationary period is not automatically applied—it must be explicitly stipulated in the contract or the letter of hire. The maximum initial duration depends on the employee’s category:

- 2 months—for blue-collar workers and clerical staff

- 3 months—for technical specialists and mid-level managers

- 4 months—for executive staff, or cadres

It may be renewed only once, provided that several conditions are met simultaneously: this option must be provided for in an extended sectoral agreement and in the contract itself, and the employee must have agreed to the extension in writing. The total duration of the probationary period after renewal may not exceed 4, 6, or 8 months, respectively. However, a collective bargaining agreement or the contract may establish shorter periods.

How can a CDI be terminated?

The absence of an end date does not mean that the employee is obligated to remain in the position indefinitely. A CDI can be terminated through resignation, termination by the employer, retirement, or by mutual agreement of the parties through the rupture conventionnelle procedure.

The employee must express their desire to resign clearly and unambiguously and, as a rule, serve the notice period provided for in the collective bargaining agreement, employment contract, or professional practice. The employer, for its part, must have a genuine and serious ground for termination and follow the established procedure.

A rupture conventionnelle allows the parties to agree on the termination date and the amount of severance pay. The agreement takes effect after the notice period has expired and it has been approved by the competent authority. The employee is generally eligible for unemployment benefits if they meet the general eligibility requirements.

Details about the legalization process in France starting in 2026 — read more here.

Fixed-Term Contract (CDD) in France: When It Is Permitted

A contrat à durée déterminée (CDD) is intended solely for the performance of a specific temporary task. It cannot be used for permanent work related to the company’s regular operations. The contract must clearly specify the legal basis: replacement of a temporarily absent employee, a temporary increase in workload, seasonal employment, or another circumstance provided for by law. If the basis is missing or incorrectly stated, a court may reclassify the CDD as a CDI.

A CDD must be in writing and include the position, salary, legal basis for the contract, term, renewal conditions, probationary period, and the applicable collective bargaining agreement. The contract may have a specific end date or none at all—for example, if an employee is hired until an absent employee returns. In the latter case, the document must specify a minimum duration of employment.

How long can a CDD last?

The common rule of a maximum of 18 months does not apply in all cases. The permissible duration depends on the basis of the contract and the relevant sectoral agreement. Under general rules, individual CDDs may last 9, 18, or 24 months, including renewals.

A sector-specific collective agreement may specify the maximum duration and the number of renewals. If there are no specific provisions, a CDD with a fixed end date may be renewed no more than twice. However, such renewals do not allow the total permitted duration of the contract to be exceeded.

Early Termination and Compensation

After the probationary period ends, a CDD may be terminated before the established date only in limited cases:

- By mutual agreement between the employee and the employer

- If the employee has secured a position under a CDI

- Due to a serious breach by one of the parties

- As a result of force majeure

- Due to professional unfitness, confirmed by an occupational health physician

Upon the standard expiration of a CDD, the employee typically receives an indemnité de fin de contrat, also known as a prime de précarité. As a rule, it amounts to 10% of the total gross salary paid under the contract, but a collective bargaining agreement may reduce the rate to 6% provided that access to vocational training is offered. Compensation is not due in certain cases, particularly after certain seasonal contracts or when the employee has declined a proposed CDI under similar terms.

Everything you need to know about student visas for France — find it here.

Part-Time Employment and Temporary Work in France

Part-time employment and temporary work have different legal meanings. A “contrat à temps partiel” (part-time contract) specifies reduced working hours and can be established as either a CDI or a CDD. “Intérim,” on the other hand, involves performing a time-limited assignment through a temporary employment agency.

Part-Time Employment Contract

Employment is considered part-time if its duration is less than the 35 hours per week established by law or shorter than the standard set by a collective bargaining agreement. Such a contract must be concluded in writing, specifying the number of hours, their distribution across days or weeks, compensation, and the conditions for changing the schedule.

As a general rule, the minimum duration is 24 hours per week or an equivalent number of hours per month. However, a collective bargaining agreement may establish a different standard. Working fewer hours is also permitted in certain cases, such as upon the employee’s written request due to personal circumstances or the need to hold multiple jobs. A separate exception applies to students under the age of 26.

An employee may work additional hours, or heures complémentaires, but only within the limits established by contract and law. These hours are paid at a higher rate. Part-time employees have the same rights to vacation, training, and professional development as full-time employees.

Temporary (intérim) Contract

Under an intérim arrangement, an employee signs a contrat de mission with a temporary staffing agency, which serves as their official employer. The agency separately enters into a contract with the company where the employee actually performs the work.

Intérim is permitted only for a specific temporary assignment: replacing an absent employee, seasonal work, an urgent task, or a temporary increase in the company’s workload. It cannot be used to permanently fill a regular staff position. The maximum duration depends on the reason for hiring and, under general rules, may be 9, 18, or 24 months, including renewals.

The intérimaire’s pay must not be lower than the salary of an employee with similar qualifications who holds the same position at the company.

Upon completion of the assignment, the employee typically receives:

- Indemnité de fin de mission – at least 10% of the total gross compensation;

- Compensation for unused paid vacation – at least 10% of the total remuneration, including the end-of-assignment payment.

The law provides for exceptions when these payments are not made, particularly if, after the assignment, the employee immediately enters into a CDI with the client company.

By the way, we previously reported that France is raising tuition fees for non-EU students in 2026.

Contracts for Education and Vocational Training in France

The French “alternance” system allows individuals to combine studies at an educational institution with paid work at a company. This is not a typical internship: the participant has employee status, receives a salary, and enjoys basic labor rights. The main formats are the contrat d’apprentissage and the contrat de professionnalisation.

Contrat d’apprentissage

The apprenticeship contract is aimed at obtaining a diploma or professional qualification. Typically, it can be entered into by individuals between the ages of 16 and 29. Training can begin as early as age 15 if the candidate has completed the relevant stage of secondary education. In some cases, the age limit is raised to 35, and for people with disabilities, elite athletes, and candidates planning to start or acquire a business, it may not apply.

The contract is drawn up as a CDD or CDI with an initial training period. Its duration is typically between six months and three years and depends on the chosen qualification. The employee trains at a centre de formation d’apprentis and performs practical tasks under the supervision of a maître d’apprentissage at the company.

The salary is calculated as a percentage of the minimum wage (SMIC) or the established industry rate. It depends on the employee’s age and the year of training: as the employee advances to the next year or moves to a higher age group, the compensation increases.

Professional Training Contract

The professional training contract also combines theoretical training with work, but is primarily focused on quickly obtaining a professional qualification and entering the labor market. It is available to:

- Young people aged 16 to 25

- Job seekers aged 26 and older

- Recipients of RSA, ASS, or AAH

- Individuals who previously worked under a contrat unique d’insertion

A contrat de professionnalisation can be either fixed-term or open-ended. In the case of a CDI, the training component takes place at the beginning of the employment relationship, after which the employee continues to work under an open-ended contract. The standard duration of vocational training is typically 6 to 12 months, but in certain cases it may be extended to 36 months. Compensation depends on age, level of prior education, and the provisions of the collective bargaining agreement.

In our previous article, we discussed which EU countries are leading in remote work in 2026.

Other Types of Employment Contracts in France

In addition to the standard CDI, CDD, and intérim contracts, France uses special contracts for project-based, seasonal, or irregular work. The possibility of entering into such contracts often depends on the industry and the provisions of the collective bargaining agreement.

1. Seasonal CDD. Used for work that recurs at roughly the same times of year due to seasonality, such as in agriculture, tourism, or the hospitality and restaurant sectors. The contract ends at the end of the season, and the standard “prime de précarité” compensation is not usually paid unless otherwise stipulated by a collective bargaining agreement.

2. CDD à objet défini, or CDD de mission. Intended primarily for engineers and managerial staff hired to carry out a specific project. It may be entered into only if permitted by a sectoral or corporate agreement. The contract lasts from 18 to 36 months and is not renewable.

3. Site- or project-based contract. This is a type of CDI whose termination is tied to the completion of a specific construction project or site. It is common in the construction and shipbuilding industries, and in other sectors it is used only if there is a relevant industry-wide agreement. The completion of the project may constitute a valid and serious ground for termination, but the employer must follow the procedure prescribed by law.

4. Intermittent CDI. This type of open-ended contract involves alternating periods of work and non-work throughout the year. It is used for permanent positions in sectors with uneven activity levels, particularly in tourism, education, and the entertainment industry. The written contract specifies the annual duration of employment, periods of work, and the payment schedule.

5. CDD d’usage, or contrat d’extra. Permitted in sectors where, due to the nature of the work, CDIs are not traditionally used for short-term assignments. For example, a restaurant may hire an “extra” to staff a specific event for a few hours or days. Each assignment is formalized with a written contract, and severance pay upon the CDD’s expiration is not typically provided.

Before signing a special contract, it is important to verify whether it is permitted in the relevant industry and what additional protections are provided by the collective bargaining agreement.

To learn more about the ranking of minimum wages in Europe in 2026, please follow the link.

What to Check Before Signing an Employment Contract in France?

Before signing a contract, you should verify more than just the job title and salary. Some terms may be governed by a collective bargaining agreement, and vague provisions regarding the work schedule, mobility, or probationary period can significantly affect the actual working conditions.

Pay attention to the following points:

1. Type of contract and the basis for its conclusion. For a CDD or intérim contract, a specific legal reason for the temporary employment must be stated.

2. Salary amount. In France, compensation is typically stated before taxes and social security contributions. As of July 2026, the SMIC for full-time employment is 1,867.02 euros gross per month, or 12.31 euros per hour. If a collective minimum wage is higher, the employer must apply it.

3. Working hours. Check the number of hours, the schedule, the rules for overtime, night shifts, and RTT compensatory days.

4. Probationary period. It applies only if explicitly stated in the contract or letter of hire. You should also check whether it can be extended.

5. Place of work. Read the terms regarding remote work, business travel, and the “clause de mobilité” (mobility clause)—which may allow for a transfer to another office or region—particularly carefully.

6. Paid leave and additional benefits. The contract or collective bargaining agreement may provide for bonuses, meal and transportation allowances, additional days off, or private health insurance.

7. Termination procedures. Clarify the notice period, grounds for early termination, and the right to compensation upon contract termination.

8. Applicable collective bargaining agreement. This agreement often contains industry-specific rules regarding minimum wage, job classifications, leave, and termination.

A written employment contract is drafted in French. A foreign employee has the right to request a translation into their native language before signing the document.

Citizens of the EU, the European Economic Area, and Switzerland do not need a separate work permit to work in France. Citizens of other countries must have a visa, residence permit, or other document authorizing the relevant employment activity. If their current status does not grant this right, the employer must obtain an autorisation de travail before the employee begins work.

If you are planning to work abroad in 2026 and want to better understand the rules of employment, work permits, taxes, and basic employee rights, it is worth preparing for the move in advance. Visit World's practical working guide will help you navigate the current requirements, types of work permits, and steps to take upon arrival to avoid common mistakes and feel confident in your new life abroad.

We remind you! New economic indicators show which countries have been able to increase their GDP and which have lost ground due to inflation and slowing growth. Ranking of the richest countries in the world in 2026 — follow the link.

Products from Visit World for a comfortable trip:

Travel guide for 200 countries;

Legal advice from a local specialist on visa and migration issues;

Travel insurance around the world (please select the country of interest and citizenship to receive services);

Medical insurance all over the world.

We monitor the accuracy and relevance of our information, so if you notice any errors or inconsistencies, please contact our hotline