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Employment contracts and policies in France

Contract terms in France

Fixed-term contracts in France

Contract extensions in France

Working hours in France

Remote work in France

Tailored employment contracts in 100+ countries

Employment contracts in France

An employment contract is an important document that lays out the details of a relationship between an employer and an employee. Having a proper contract in place ensures that both parties understand their rights and obligations, which can prevent misunderstandings and even litigation.

Every country in the world has its own rules and regulations when it comes to employment contracts. In France, these are set by the Labour Code (Code du Travail) as well as various collective bargaining agreements. Employers hiring workers in France should understand the basics of what an employment contract should look like to ensure they’re compliant.

In this section, we’ll take you through everything you need to know about employment contracts in France. We’ll cover the different types of contracts available and the minimum terms that must be included. We’ll also talk about the rules concerning fixed-term contracts, which are particularly strict in France. Lastly, we’ll discuss the maximum hours employees can be expected to work in France, as well as the rules and obligations surrounding remote work.

Employment contracts and policies in France

Providing a written work contract is not mandatory in France. However, it is common practice and highly recommended. Certain types of agreements, such as fixed-term, agency, and part-time contracts, must always be provided in writing.

Types of work contracts in France

In the private sector, there are three main types of work contracts in France:

Contract of indefinite duration (Contrat de durée indéterminé or CDI): This is the standard type of work contract in France. It doesn’t have a fixed term but continues until either the employer or the employee (or the two together) decide to end it.
Contract of fixed duration (Contrat de durée déterminé or CDD): A fixed-term contract or CDD has a set end date and typically can’t be terminated by either party before that date is reached. CDDs can only be used in certain specific circumstances.
Temporary contract (Contrat de travail temporaire): A temporary contract is a contract signed between an employee of a temporary work agency and a user company. This type of contract can only be used in certain specific situations, and term limits apply. The contract either ends on a set date or on accomplishment of the objective of the contract, such as the completion of a project.

Probationary periods in France

The rules for probationary periods are set by the French Labour Code (Code du Travail). They’re different for blue-collar and white-collar workers. In many cases, collective bargaining agreements provide different conditions, which employers must abide by when putting their contracts together.

Third-party approval for employment contracts in France

Unlike in some other countries, there is no requirement to lodge employment contracts with a third party for approval in France.

Employment policies in France

From 1 January 2020, it’s obligatory for companies with 50 or more employees to implement ‘internal regulations’ (règlement intérieur). This is a document that sets out the rights and obligations of employees in the workplace. It covers a few areas, including:

Workplace health and safety.
Disciplinary procedures.
Moral and sexual harassment policy.
Protections for whistleblowers.

This document must be developed in consultation with staff representatives and then submitted to the labour inspectorate for approval. It must then be communicated to employees.

Contract terms in France

The terms that must be included in an employment contract in France depend on the type of contract. For example, a permanent contract for a full-time employee does not need to be provided in writing and can be concluded verbally instead. However, contracts for either part-time or fixed-term workers must be provided in writing. They must also be concluded in French.

Mandatory contract terms in France

The terms to be included in a permanent contract (CDI) are largely at the discretion of the employer. The contract must incorporate at least the minimum rights outlined in the Labour Code and meet the conditions of any relevant collective bargaining agreement.

In practice, a CDI contract typically includes at least the following information:

Name and address of both parties.
Role and professional qualifications.
Place of work.
Working hours.
Compensation (salary and bonuses).
Paid time off.
Probationary period.
Notice period.

In certain circumstances, a contract may also contain a non-competition clause or a mobility clause.

Special conditions for part-time and fixed-term contracts

Special rules apply to part-time contracts and fixed-term contracts (known as CDD in France), which must always be concluded in writing. A CDD must include the reason for employing a worker for a fixed term, which is limited to certain set reasons by law. It may include either an end date or the condition that will trigger the end of the contract (e.g. the completion of a project). In the latter case, the contract must include a minimum term. Part-time contracts must include the worker’s weekly working hours.

Fixed-term contracts in France

A fixed-term contract in France is known as a contrat à durée déterminée, or CDD. There are strict limitations on the circumstances in which CDDs can be used.

Justifications for using a fixed-term contract in France

Employers must have a justifiable reason for employing a worker on a fixed-term contract in France. They can’t be used to fill a position that is related to the company’s normal, permanent activity. In fact, there are only three possible justifications under French employment law:

Temporarily replacing another employee.
A temporary increase in activity requiring extra workers.
Seasonal employment (e.g. in agriculture or tourism).

A fixed-term contract that doesn’t state one of these three justifications could be requalified as a CDI (permanent contract) by a judge.

Different options for fixed-term contracts in France

A fixed-term contract in France may or may not have a defined end date. If there is no specific date, the contract will terminate on the accomplishment of the objective of the contract, such as when a certain project is completed. This type of contract must specify a minimum duration.

Ending a fixed-term contract in France

Fixed-term contracts usually can’t be terminated by either party before their end date. The exceptions are in cases of serious misconduct or force majeure. Alternatively, the employer and the employee may mutually agree to terminate the contract.

Temporary contracts in France

A temporary employment contract (contrat de travail temporaire) is different from a fixed-term contract in France. This type of contract is used for agency workers, who are temporarily leased out to a user company, for example to meet a surge in demand or to replace another employee for a set period. There are specific rules that apply to the use of temporary agency contracts in France.

Contract extensions in France

As in many countries, there are limits on the duration of fixed-term contracts in France, as well as the number of times they can be renewed. Specifically, fixed-term contracts have a maximum duration of 18 months. They can be renewed/extended, but only twice.

Ending a fixed-term contract in France

Fixed-term contracts in France terminate automatically at the end of the term expressed in the contract. At the end of the contract, the employer must pay the employee an indemnity of 10% of the total gross remuneration paid during the contract (this is not required if the employer is offering the employee a permanent contract). They must also pay the employee for any unused leave accrued during their employment. If the employment relationship continues beyond the term of the contract, the arrangement automatically becomes a permanent contract.

Ending a fixed-term contract early in France
Under usual circumstances, a fixed-term contract cannot be ended early. If either party terminates the contract before the term, they may owe compensation to the other party.

Other limitations on fixed-term contracts in France

A fixed-term contract cannot be used to hire an employee for a role related to the company’s normal, ongoing business activities. Apart from in exceptional cases, successive fixed-term contracts can only be entered into if there is a gap between the contracts, as follows:

Contracts of more than 14 days: One-third of the length of the contract.
Contracts of less than 14 days: Half of the length of the contract.

Working hours in France

France is known internationally for giving employees a strong work-life balance, which includes a 35-hour work-week. These hours are typically worked over five days, from either 8am to 4pm or 9am to 5pm, with a one-hour lunch break. Specific working patterns vary based on collective bargaining agreements and norms within each business.

Maximum working hours in France

Maximum working hours in France are set by the French Labour Code. According to the law, employees may only work a maximum of 10 hours per day, although this rule can be overlooked in some rare circumstances. Employees also shouldn’t work more than an average of 44 hours per week over a 12-week reference period, or more than 48 hours in any single week. In some exceptional circumstances, this can be extended to 60 hours. Collective bargaining agreements may stipulate different rules in certain industries.

Overtime in France

Any work performed above the 35-hour work week in France is considered overtime. It must be paid in accordance with conditions set out in the relevant collective bargaining agreement. The typical arrangement is to pay employees an additional 25% of wages for the first eight hours, and an additional 50% for any overtime above this limit.

An alternative to providing financia compensation is to give employees extra time off for any hours worked over the 35-hour weekly limit. These schemes are known as reduction of working time (réduction du temps de travail or RTT). When a company uses this arrangement, they should determine the number of days off employees will receive for working more than 35 hours per week and include this information in their employment contracts.

Breaks and rest periods in France

Employees in France are entitled to a meal break of at least 20 minutes for each shift of six or more hours. These breaks are typically unpaid. Employees are also entitled to a minimum rest period of 11 consecutive hours between shifts, and at least one full rest day per week.

Night work in France

Work performed between 9pm and 6am in France is considered night work. Employees working during this time are entitled to a special allowance, which should be outlined in the employment contract or applicable collective agreement. It’s usually a percentage of the employee’s base salary.

The right to disconnect in France

A reform to the French Labour Code in 2017 gave employees in France the ‘right to disconnect’ outside of their work hours. This means that they are entitled to not receive (or to ignore) emails, phone calls, and other communications when they are not at work. Companies that don’t guarantee their employees this right can be fined.

How many hours can international students work in France?

International students who are in France on a student visa may work up to 964 hours per year alongside their studies. This is the equivalent of 60% of the maximum working hours permitted and allows students to work either around 20 hours per week all year, or full-time outside of term time.

Remote work in France

Over the past decade, remote work has become more common almost everywhere in the world — and France is no exception. It’s important for employers to understand their rights and obligations surrounding remote work in France before hiring employees.

Remote work laws in France

Employees in France have had the right to request ‘telework’ (remote work) since 2017, thanks to the same reform to the Labour Code that brought in the right to disconnect. Neither the employee nor the employer can impose remote work unilaterally — instead, it must be agreed upon between the two parties. There is no standardised framework for remote work agreements, so employers and employees are free to agree on the details between them. Employers that refuse an employee’s request for remote work must have an objective justification for doing so.

France remote work visa

Over the past few years, many countries have introduced remote work visas (or ‘digital nomad visas’) to encourage remote workers to live and work between their borders on a temporary basis. There is currently no such visa in France, though there is a suggestion that the French government is considering introducing one.

There are still some options for remote workers to temporarily work in France. For example, highly skilled individuals including entrepreneurs, researchers, and artists can apply for the ‘talent passport’ visa. Remote workers from outside the EU can apply for a long-stay visa, which is valid from three months to one year. EU citizens can live and work in France without a visa, including remotely.

Tailored employment contracts in 100+ countries

Like all countries, France has its own rules and regulations when it comes to employment contracts — and non-compliance could land your company in hot water.

Thankfully, our team is experienced in drawing up tailored, compliant contracts in France (and more than 100 countries worldwide). That means that, when you work with us, you won’t need to waste time worrying about whether you’ve got it right. Instead, you can focus on what matters: your business.

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FAQ's

How does an employment contract work in France?

An employment contract in France sets out the employee’s job, pay and working terms under the Code du travail (Labour Code) and any applicable collective agreement. The usual arrangement is a permanent contract, called a CDI. A written employment contract must generally be drafted in French, although certain documents received from abroad or intended for foreign employees may be subject to specific exceptions. The employer and employee can agree terms, but those terms cannot undercut legal or collective-agreement protections.

A full-time permanent contract can be agreed orally, although writing down the terms makes them clearer. Part-time and fixed-term contracts must be written. Foreign employees can request a translation into their language. Employers must also provide written details of the job, pay and working conditions. Certain essential employment information must be supplied within seven calendar days of hiring, with the remaining prescribed information provided within one month. These requirements apply even when a written CDI is not mandatory.

A fixed-term contract, called a CDD, is available only for permitted temporary work. The employer must give it to the employee within two working days of hiring. The day of hiring and Sundays and public holidays are excluded when calculating this delivery period. The contract type and applicable collective agreement shape matters such as working time, leave and how the contract can be changed or ended.

What laws govern employment contracts in France?

The French Labour Code (Code du travail) governs employment contracts in France, alongside any collective bargaining agreement that applies to the employer and role.

The Labour Code covers areas such as contract types, working time, minimum employment rights and termination. However, employers also need to identify the applicable collective agreement, known as a convention collective, because it can set more specific terms for a particular industry.

For example, the collective agreement may determine the employee’s job classification, minimum salary, probation period, notice period, additional leave or other benefits. Two employees doing similar work for companies in different sectors can therefore be subject to different employment terms.

This is why using a standard French employment contract is not always enough. The contract needs to account for both the Labour Code and the collective agreement that applies to the employee.

Are written employment contracts required in France?

No, a full-time permanent employment contract in France can be agreed orally, but part-time and fixed-term contracts must be written. A written permanent contract is still common because it records the agreed job, pay, workplace and any probationary period. Without one, the employer must still give the employee the required information about the working relationship. A probationary period must be expressly agreed; it cannot be presumed merely because the employer normally applies one.

The written fixed-term contract must specify its detailed reason, duration or minimum period, role, pay and applicable collective agreement. The employer must give it to the employee within two working days of hiring. An employee can ask a court to treat an unwritten fixed-term contract, or one with no stated reason, as permanent. Late delivery alone does not convert it. Late delivery can nevertheless result in compensation of up to one month’s salary.

Written agreements must be in French, with a translation available on request for a foreign employee. Clear written terms also make it easier to establish what was agreed if working arrangements later change.

What types of employment contracts exist in France?

The main employment contracts in France are the permanent contract (CDI) and fixed-term contract (CDD), with temporary agency work and specific contracts such as apprenticeships available for certain situations.

The CDI has no predetermined end date and is the standard contract for an ongoing role. A CDD has a defined end point and can only be used for temporary needs permitted by French law, such as replacing an absent employee or covering a temporary increase in activity. It cannot be used simply to fill an ongoing permanent position.

Temporary agency work follows a different structure. The worker is employed and paid by the staffing agency but carries out an assignment for the client company. France also has specific arrangements for apprenticeships and work-study programmes, each with its own requirements. Other arrangements include the contrat de professionnalisation, which combines employment and vocational training, and the CDI intérimaire, a permanent contract concluded with a temporary employment agency.

Full-time and part-time refer to working hours rather than separate contract types. An employee can therefore work part-time under either a CDI or CDD, although a part-time contract must be in writing.

What must be included in an employment contract in France?

A written employment contract in France should identify the employer and employee and set out the role, pay, workplace and working hours. Fixed-term (CDD) and part-time contracts have additional mandatory requirements.

A CDD must state the reason for using a fixed-term contract, its end date or minimum duration, the role, pay and applicable collective agreement. If the employee is replacing someone, the contract must also identify that employee and their job classification. A part-time contract must state the working hours and how they are distributed.

For a full-time permanent contract (CDI), French law does not set one universal list of mandatory clauses. The applicable collective agreement may require additional terms covering areas such as job classification, probation, pay or notice. Regardless of whether a written CDI is required, employers must communicate the principal information relating to the employment relationship within the statutory deadlines.

Written employment contracts must be in French, although a translation can also be provided to an employee from another country.

How do fixed-term contracts work in France?

A fixed-term contract in France (CDD) covers permitted temporary work. It must be written and ends on a set date or when its task is complete. Before another CDD fills the same job, a waiting period, called délai de carence, usually applies.

The permitted uses include:

Replacing an employee.

Covering a temporary rise in work.

Seasonal or customary temporary jobs.

Replacing a business or professional practice owner.

Replacing a farm operator or family worker.

Defined projects for eligible managers or engineers.

Certain employment, training, research and retraining schemes also qualify. The contract must state its reason and reach the employee within two working days. A CDD can usually be renewed twice, unless a sector agreement sets another limit. Where no applicable extended sector agreement establishes a different maximum, the standard maximum duration is generally 18 months, including renewals, although statutory exceptions provide shorter or longer periods depending on the reason for the CDD.Without a different rule in the applicable agreement, the wait is half the previous CDD’s duration if it lasted under 14 days, or one-third if it lasted 14 days or more. Some replacement and seasonal contracts are exempt. At expiry, précarité(end-of-contract) pay is usually 10% of gross pay. An applicable extended collective agreement may reduce this payment to 6% where it provides qualifying vocational training arrangements. Other statutory exemptions may also apply. Work continuing without renewal becomes permanent (CDI). Invalid grounds or a missed wait can lead to court reclassification.

Can employers modify or terminate employment contracts in France?

Employers can change employment contracts in France with employee consent or end them through lawful dismissal or mutual agreement. Changes to key terms such as pay, professional classification or agreed working hours normally need consent. Employers may adjust ordinary duties or schedules within the existing contract, provided the change does not alter an essential term.

If the employee refuses a proposed contractual change, the existing terms generally continue. The refusal alone does not make the new terms binding or automatically end employment. Employers need a separate, valid reason and procedure if they then consider dismissal. For economic changes, the employer must give the employee a formal proposal and time to respond. Where a contractual modification is proposed for economic reasons, the employee generally has one month to respond to a proposal sent by registered letter, reduced to 15 days where the employer is subject to insolvency proceedings. Failure to respond within the applicable period is treated as acceptance under the statutory procedure.

A permanent contract may end through resignation, a lawful dismissal or an agreed separation. An individual rupture conventionnelle is a regulated mutual termination procedure for a CDI, requiring a prescribed process, a 15-calendar-day withdrawal period and administrative approval. It is not available as an ordinary termination mechanism for a CDD. A fixed-term contract runs to its agreed end. It can finish early only on limited grounds, including mutual agreement or serious misconduct. The reason for ending the contract determines which process and payments apply.

What is a forfait jours contract in France?

A forfait jours (annual working-days arrangement) measures an eligible employee’s work in days rather than hours under an employment contract in France. Employers use it for managers who organise their own schedules, or for other employees whose hours cannot be set in advance and who have genuine autonomy. It gives those roles flexibility within an annual working-days limit.

The arrangement requires an applicable collective agreement and the employee’s signed individual agreement. The standard limit is 218 working days a year, although the agreement can set fewer. Employees still have daily and weekly rest, paid leave and applicable public holidays. An employee may agree in writing to work additional days in exchange for increased remuneration, subject to the applicable collective agreement and statutory safeguards. In the absence of a lower collectively agreed ceiling, the total cannot exceed 235 days per year.

The employer must record days worked and check that the workload remains reasonable. Regular discussions should cover workload, rest and the effect of work on personal life. A senior job title alone does not establish the autonomy needed for this arrangement. Counting days instead of hours does not remove the employer’s responsibility for excessive workloads.

How do employers manage employment contracts in France?

Employers in France need to manage each employment contract against the applicable collective agreement, employee classification and the specific rules for the contract type.

Collective agreements are particularly important because an employee’s classification can affect minimum salary, probation, notice, leave and other employment terms. Employers therefore need to keep the employee’s classification aligned with the work they actually perform, especially after a promotion or significant change in responsibilities.

Fixed-term contracts (CDD) also need careful management. French law limits when they can be used, how long they can run and when they can be renewed. Using successive CDDs for what is actually a permanent role can result in the arrangement being reclassified as a permanent CDI.

Contract changes are another important area. Changes to key contractual terms, such as pay or contractual working hours, generally require the employee’s agreement. This is different from certain changes to working conditions that an employer may be able to make without amending the contract.

How can CXC help businesses manage employment contracts in France?

CXC helps businesses manage employment contracts in France by preparing locally compliant contracts and handling the employment administration from onboarding through to contract changes and termination.

As the Employer of Record, CXC acts as the local legal employer and manages the contract, payroll, statutory contributions and benefits. Our team also makes sure the relevant collective agreement and employee classification are taken into account when preparing the employment terms.

If an employee’s role, pay, working hours or other contractual terms change, CXC can support the required documentation and updates. We can also manage contract renewals and the end of employment in line with local requirements.

Speak to our team to learn more about managing employment contracts in France with CXC.

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