CDD (contrat de travail à durée déterminée)
A CDD (Contrat de travail à durée déterminée) is a fixed-term employment contract in France. It is a temporary employment agreement concluded for a predetermined period or until a specific event occurs.
A CDD is often used when an employer has a temporary staffing need. Examples include replacing an absent employee, managing a temporary increase in workload, seasonal work, or carrying out a specific project of limited duration. The contract must clearly specify the end date of the agreement or the event that will trigger the end of employment, such as the return of an employee on sick leave.
When can a CDD be used?
French labour law only allows the use of a CDD in specific circumstances. Employers may therefore not simply hire an employee on a fixed-term contract to fill a permanent position.
Common reasons for using a CDD include:
- Replacement of an absent employee.
- Temporary increase in workload.
- Seasonal activities.
- Performance of a temporary project or assignment.
- Temporary replacement pending a permanent hire.
Key features of a CDD.
A CDD must always be set out in writing and include a number of mandatory provisions, such as the reason for the contract, the duration of the agreement and the employee's position.
In addition, a number of important rules apply:
- The contract has a limited duration.
- In many cases, a maximum contract duration applies.
- Extensions are only permitted under certain conditions.
- At the end of the contract, the employee will often receive an end-of-contract indemnity (prime de précarité).
- A CDD automatically ends on the specified end date, without the need for a dismissal procedure.
CDD or CDI?
The opposite of a CDD is a CDI (Contrat de travail à durée indéterminée), which is an open-ended employment contract. While a CDI is intended for permanent employment, a CDD allows employers to meet temporary staffing needs.
Professional support in drafting a CDD.
Drafting a CDD correctly is essential. Failure to comply with the applicable legal requirements may result in the contract being reclassified as a CDI. It is therefore important to include the correct justification, contract duration and mandatory provisions in accordance with French labour law.
Need help drafting a CDD?
I can assist you in drafting a fixed-term employment contract (CDD) that fully complies with French labour law.