Recruiting on a long-term basis with a permanent contract
The permanent employment contract (contrat à durée indéterminée – CDI) is the standard contract in France for structuring a long-term team. It offers businesses a stable and predictable framework for recruiting and retaining talent.
In a nutshell
- The permanent employment contract (contrat à durée indéterminée – CDI) is the standard form of employment contract in France.
- It enables skills to be permanently embedded within the business.
- It offers employers a clear and predictable legal framework.
- A permanent employment contract does not have an end date and corresponds to a permanent job.
What is a permanent employment contract?
A permanent employment contract enables the employee to occupy a stable job corresponding to the normal and permanent activity of the business.
A permanent employment contract can be resolved in various ways. It can be concluded:
- Full time.
- Part-time.
A full-time job corresponds to a working time equivalent to the legal working time or that provided for by the collective agreement applicable to the business.
A part-time permanent contract is concluded when the employee’s working hours are less than the standard working hours in the business. If the contract does not specify otherwise, the permanent contract is presumed to be full-time. For further information, please visit our dedicated page.
International employees
For nationals of a country outside the European Union, the European Economic Area or Switzerland, working in France requires a residence permit authorizing employment.
How should the contractual relationship be formalized?
The employment contract formalizes the relationship between the employer and the employee. The permanent employment contract is governed by a specific legal framework, while still allowing for some flexibility in its drafting.
A full-time permanent employment contract can, in principle, be concluded without a written contract. However, a part-time permanent employment contract must be in writing. Even when a written contract is not mandatory, it is strongly recommended to establish a written document to secure the working relationship. You can access permanent employment contract templates on the website of the Digital Labor Code.
Some collective agreements require a written employment contract.
For further information, consult the Digital Labor Code website.
The employment contract must be written in French. A foreign employee may request a translation or a bilingual version of the contract for informational purposes.
The content of the permanent employment contract is flexible, subject to compliance with applicable legal and contractual provisions. The contract generally specifies several essential elements. It notably includes:
- The identity of the parties to the employment relationship.
- The employee’s role and qualifications.
- The workplace.
- Remuneration
- The duration of work.
- The applicable collective agreement.
- The duration of the trial period, if applicable.
- Notice periods.
- Specific clauses related to the organization of work.
When a trial period is planned, it must be mentioned in the employment contract.
The employer and the employee are free to add clauses to the employment contract relating to the organization and circumstances of the employment relationship. For further information see our dedicated section.
A permanent part-time contract must be in writing and include certain specific clauses. In particular, the contract must specify:
- The employee’s qualifications.
- The components of remuneration.
- The planned working hours and their organization.
Beyond these mandatory clauses, the content of the contract remains free.
What is a fixed-term contract for a specific project or operation?
A fixed-term contract for a specific project or operation enables employers to hire an employee for a specific assignment whose duration depends on the completion of a project. This type of contract is particularly used in certain sectors to meet specific needs related to the execution of a construction project or operation.
In particular, it enables businesses:
- To recruit for the duration of a project or operation.
- To adapt staffing levels to the progress of the project.
- To meet specific needs in certain sectors of activity.
The use of this contract is regulated and must be provided for by a collective agreement or a sector-based agreement.
In the absence of a collective agreement, this contract can only be used in certain sectors where its use is traditional.
What are the grounds for termination of a permanent employment contract?
A permanent employment contract can be terminated in various situations stipulated by labor law. Termination of a permanent contract can occur:
- At the employer’s initiative.
- At the initiative of the employee.
- By mutual agreement between the parties.
- In case of force majeure.
Each type of termination is subject to specific rules and may involve notice periods or particular procedures.
For further information, see our page dedicated to termination of employment contracts.
At a glance
This page explains the use of permanent employment contracts (CDI) in France to structure a long-term employment relationship. It is based on institutional sources such as the Ministry of Labour, the French Labour Code and the Digital Labour Code. It presents information covering how to conclude a CDI, its content, its specific forms and the conditions for terminating the contract. It uses the example of a company hiring an employee under a CDI to fill a permanent role as part of its normal and ongoing business activity.