If you’re hiring employees in France, you’ve probably realized just how structured their labor laws are. France takes worker protections seriously, and employers need to follow the rules to avoid unnecessary headaches. Let’s break it down in a way that’s simple, clear, and approachable so you can feel confident about which type of work contract fits your business needs.
1. CDI (Contrat à Durée Indéterminée) – Permanent Contract
The CDI is France’s default work contract and offers the highest level of job security for employees. It’s essentially the go-to for long-term roles with no fixed end date.
When to Use It: You’re hiring for a permanent position.
Key Points:
Termination requires valid reasons, such as economic difficulties or serious misconduct.
Notice periods apply for both parties.
This contract is about stability, and it’s one employees value. But it also means employers need to follow strict procedures if the relationship ends.
2. CDD (Contrat à Durée Déterminée) – Fixed-Term Contract
A CDD is for temporary roles where there’s a clear start and end date—perfect for covering maternity leave, seasonal work, or project-specific needs.
When to Use It: You need someone for a defined period or task.
Key Points:
Maximum duration is 18 months in most cases (renewable twice).
At the end of the contract, employees are entitled to an indemnity equal to 10% of their total pay unless they’re offered a permanent role.
France takes these contracts seriously. If you use a CDD for the wrong reasons, you could face penalties—so make sure the terms are clear and justified.
![[Image description: A man sat on a stool within a cafe, working from his laptop. He is wearing a t-shirt, jeans, a watch and has short hair and a beard.]](https://static.wixstatic.com/media/b61f8cc0ba00492a9f70cefbdb1ca56a.jpg/v1/fill/w_980,h_654,al_c,q_85,usm_0.66_1.00_0.01,enc_avif,quality_auto/Cafe%20Work.jpg)
[Image description: A man sat on a stool within a cafe, working from his laptop. He is wearing a t-shirt, jeans, a watch and has short hair and a beard.]
3. Seasonal Work Contract (Contrat Saisonnier)
For roles tied to specific times of the year, like summer tourism or the grape harvest, a seasonal contract is your answer.
When to Use It: The job itself is seasonal in nature.
Key Points:
Similar to a CDD, but with no cap on renewals.
Employees still get basic protections, including paid leave.
This is a great option for industries that thrive during peak seasons, but make sure employees are aware it’s not a stepping stone to a permanent role unless stated otherwise.
4. Apprenticeship Contract (Contrat d’Apprentissage)
Want to invest in future talent? The apprenticeship contract combines on-the-job training with formal education for young people aged 16 to 29.
When to Use It: You’re looking to train and develop skills in a young worker.
Key Points:
Contracts last between 6 months and 3 years.
Wages are lower but regulated, based on the apprentice’s age and experience.
This is a win-win: you get eager talent, and the apprentice gains skills and a recognized qualification.
5. Professionalization Contract (Contrat de Professionnalisation)
Similar to an apprenticeship, this contract is focused on training workers while they gain hands-on experience.
When to Use It: You want to upskill a job seeker or young professional.
Key Points:
Duration is typically 6 to 12 months (extendable to 24 months).
Employers benefit from financial incentives and tax breaks.
It’s a flexible way to address skills gaps while supporting professional growth—an approach France strongly encourages.
![[Image description: A signed document with a ballpoint pen.]](https://static.wixstatic.com/media/11062b_8359ef5b7ba143b089f6d735e480c3ce~mv2.jpg/v1/fill/w_980,h_653,al_c,q_85,usm_0.66_1.00_0.01,enc_avif,quality_auto/Signature.jpg)
[Image description: A signed document with a ballpoint pen.]
6. Interim Contract (Contrat d’Intérim) – Temporary Agency Work
Need someone fast? An interim contract involves hiring a temporary worker through an agency.
When to Use It: You have a short-term need but want minimal administrative hassle.
Key Points:
The agency handles payroll and compliance.
The worker still gets standard protections under French labor law.
This is ideal for short-notice staffing needs without the long-term commitment.
7. Freelance or Independent Contractor Contract
For project-based work, freelancers operate under a service contract rather than an employment contract.
When to Use It: You need specific expertise for a temporary project.
Key Points:
Freelancers handle their own taxes and social contributions.
They don’t receive employee benefits like paid leave or unemployment protection.
Just be cautious—if a freelancer’s work starts resembling that of a full-time employee, you could face legal challenges.
Final Thoughts
France’s work contracts offer a lot of options, but they come with rules that aren’t always flexible. Whether you’re hiring for a permanent role or a short-term gig, choosing the right contract keeps your business compliant and your employees protected.
The key is being proactive—get familiar with the laws, document everything clearly, and don’t hesitate to seek advice if you’re unsure. After all, a little effort upfront can save you from costly issues later.
Feel ready to navigate the French labor law maze? You’ve got this!