In France, employment contracts are an essential component of labor compliance, especially for international professionals and companies seeking to establish a presence in the country.
Among the various types of employment contracts available, the Contrat à Durée Déterminée (CDD)—or Fixed-Term Employment Contract—stands out as a highly regulated option.
At Blue Bridge, we guide our clients through the nuances of French labor law, including when and how to use fixed-term contracts as part of a broader mobility or immigration strategy.
What Is a CDD and When Can It Be Used?
Under French labor law, the permanent employment contract (CDI) is the standard. However, CDDs are legally permitted in strictly defined situations, where the need for employment is temporary. These include:
- Replacing an absent employee (due to sick leave, maternity leave, etc.) or covering a vacant post until a new hire is made.
- A temporary increase in business activity.
- Seasonal employment, common in agriculture, food production, and tourism.
- Project-based hiring of engineers or managers for a defined mission lasting between 18 and 36 months.
- “Usage” CDDs, which are typical in sectors where temporary employment is standard practice.
- Urgent safety-related work, particularly when immediate intervention is needed to prevent accidents.
- Professional training contracts, such as apprenticeship agreements.
Each of these cases is regulated by specific conditions, and the CDD cannot be used to fill a position that is meant to be permanent.
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Duration, Renewal Limits and Trial Period
A CDD must clearly state its end date or the conditions under which the contract will terminate (e.g., return of the employee being replaced). While renewals are permitted, the law limits a CDD to two renewals and requires that the total duration remain within legal maximums, which vary depending on the reason for the CDD. For instance, a replacement contract may last up to 18 months.
If a trial period is included in a CDD, its length depends on the contract’s duration:
- For contracts shorter than 6 months, the trial period is limited to one day per week worked, up to a maximum of 2 weeks.
- For contracts longer than 6 months, the maximum trial period is 1 month.
Required clauses
Every CDD must be in writing and must explicitly state the reason for using a fixed-term contract. Failure to do so could lead to a requalification of the contract as a permanent one (CDI) by French labor courts.
Mandatory elements include:
- Identity and role of the employee being replaced (if applicable),
- Duration and possible renewal terms,
- Job title and description,
- Applicable collective agreement,
- Remuneration and any related benefits,
- Duration of any trial period,
- Affiliation to pension and welfare institutions.
Why is the CDD Relevant for Foreign Nationals in France?
For international professionals, a CDD offers a valid basis for obtaining a temporary residence permit, as it proves the existence of a lawful employment relationship. However, the duration of the permit will generally match that of the contract. Therefore, for those seeking long-term residence and professional stability, transitioning to a CDI or independent professional activity may offer stronger prospects for future renewals and integration.
At Blue Bridge, we support both employers and individuals in aligning employment strategies with immigration goals—whether through a CDD, a CDI, or self-employment. We ensure full compliance with French regulations and assist with work authorization, visa applications, and residence permit renewals.
Navigating French labor law can be complex—especially for international companies and mobile professionals. Whether you’re considering a fixed-term hire or building a long-term presence in France, Blue Bridge provides strategic guidance at every stage of the process.
