CDI vs CDD: Understanding French Employment Contracts

In France, the CDI (Contrat à Durée Indéterminée — permanent contract) is the default form of employment. The CDD (Contrat à Durée Déterminée — fixed-term contract) is the exception, limited to specific situations. Understanding the differences is critical for both employers and employees.

CDI: The Default Contract

The CDI is an open-ended employment contract with no predetermined end date. Key features:

• No end date — continues until resignation, dismissal, or mutual agreement
• Trial period: 2 months (workers/employees), 3 months (supervisors), 4 months (managers)
• Trial can be renewed once if provided by collective agreement
• Full employment rights from day one

CDD: The Exception

A CDD can only be used for specific, temporary reasons:

CDD Rules

• Maximum 18 months including renewals (except seasonal)
• Maximum 2 renewals within the total duration
• Waiting period (carence) between CDDs on the same position: 1/3 of original duration
• 10% end-of-contract bonus (indemnité de précarité) paid at termination
• Breaking a CDD early is harder than ending a CDI

SMIC: Minimum Wage

As of 2025, the SMIC (Salaire Minimum Interprofessionnel de Croissance) is:

• EUR 11.88/hour gross
• EUR 1,801.80/month gross (35h/week)
• Reviewed annually on January 1st
• Automatic adjustment when inflation exceeds 2%

E-Signature: Valid Since 2000

Electronic signatures have been legally valid in France since the law of March 13, 2000. For employment contracts:

• Simple e-signature is accepted for most contracts
• Advanced e-signature recommended for sensitive documents
• Both parties must consent to electronic format
• The employer must ensure the integrity and traceability of the signed document

How to Share Employment Contracts Securely

Employment contracts contain sensitive personal data: salary, social security numbers, bank details, personal address. Sending these via unprotected email violates data protection principles.

LOCK.PUB lets you create a password-protected memo to share contract details securely. Set an expiration, share the link via iMessage or email, and the recipient accesses it with a password. The content self-destructs after viewing — ideal for HR documents.

Key Mandatory Clauses

Every French employment contract must include:

• Identity of both parties
• Job title and description
• Start date (and end date for CDD)
• Workplace location
• Working hours (35h/week standard)
• Compensation (salary, bonuses, benefits)
• Applicable collective agreement
• Trial period duration and conditions
• Notice period for termination

Common Mistakes Employers Make

1. Using CDD without valid reason — requalified as CDI by labor court
2. Exceeding CDD maximum duration — automatic conversion to CDI
3. Missing mandatory clauses — contract may be voided
4. Not respecting trial period limits — dismissal during expired trial = wrongful termination
5. Paying below SMIC — criminal offense

Employee Rights Comparison

Conclusion

French employment law strongly protects employees, with the CDI as the standard and CDD strictly regulated. Whether you're hiring or being hired, understanding these contracts prevents costly mistakes.

When sharing employment contracts or salary details, protect them with LOCK.PUB — password-protected, time-limited, and self-destructing.

An employment contract is more than paperwork. It defines your rights, obligations, and protections.