You have been offered a job in France. The contract is in front of you. Near the top, it says Contrat à Durée Déterminée. Should you be concerned? What does that mean for your notice period, your right to unemployment benefits if things go wrong, or your ability to get an apartment? French contract types are not just legal formalities — they shape your entire working life. Here is what each one means.
The CDI: Contrat à Durée Indéterminée
The CDI is the gold standard of French employment. An open-ended permanent contract with no scheduled end date, it offers the strongest legal protections under the Code du Travail. Most employees on CDI are considered salariés (salaried workers) and benefit from the full range of French labour protections.
Key features of a CDI:
- No fixed end date — the contract continues until one party terminates it
- Full access to congés payés (25 days paid leave minimum), RTT, and social benefits from day one
- Strong dismissal protections — employer must follow formal procedure and justify termination
- After one year, employee is entitled to indemnité de licenciement (redundancy compensation) if dismissed
- Notice periods apply to both parties when ending the contract (typically 1–3 months depending on seniority)
A CDI is also what landlords and banks want to see. Getting an apartment in France or a personal loan is significantly easier with a CDI than with any other contract type. Many landlords will refuse applications from candidates without a CDI, regardless of their actual financial situation.
The CDD: Contrat à Durée Déterminée
A CDD is a fixed-term contract. It is designed for specific, temporary situations — seasonal demand, replacing an employee on leave, or a one-off project. The law restricts when employers can use a CDD, precisely because it offers workers fewer protections than a CDI.
Key features of a CDD:
- Maximum duration: 18 months (24 months for export-related contracts)
- Can be renewed once within that limit
- At the end of the contract, employee receives an indemnité de fin de contrat (end-of-contract bonus) equal to 10% of total gross pay — this partially compensates for the job insecurity
- Breaking a CDD early — either by the employer or employee — is heavily restricted and can result in damages
- Same rights as CDI employees during the contract: same leave, same protections, same pay scale
French law prohibits using a CDD to fill what is effectively a permanent position. If an employer keeps renewing CDDs for the same role without good reason, an employee can challenge this at the conseil de prud’hommes (employment tribunal) and have the contract requalified as a CDI.
Comparing CDI and CDD at a Glance
| Feature | CDI | CDD |
|---|---|---|
| Duration | Indefinite | Fixed, max 18–24 months |
| End-of-contract bonus | None | 10% of total gross pay |
| Dismissal protection | Strong — formal procedure required | Limited — mainly at end of term |
| Housing / credit applications | Very easy | Difficult |
| Unemployment benefit eligibility | Yes (if dismissed) | Yes (at end of contract) |
| Paid leave (congés payés) | 25 days minimum | 25 days minimum (pro-rated) |
Interim Work (Travail Temporaire / Intérim)
Interim work involves being employed by a temporary staffing agency (agence d’intérim) and placed with client companies for short-term assignments (missions). The agency is your legal employer; the company you work for is the client.
Interim contracts can be for days, weeks, or months. Workers in interim typically earn a small premium (majoration) to compensate for the lack of stability. Like CDD workers, they receive a 10% end-of-mission bonus. Major agencies operating in France include Adecco, Manpower, Randstad, and Michael Page.
Interim is commonly used in manufacturing, logistics, construction, events, and hospitality. For foreigners looking for a foot in the door, interim is a valid way to gain French work experience and references.
Portage Salarial
Portage salarial is a French hybrid status unique in Europe. It allows you to work as an independent consultant while being legally employed by a société de portage (umbrella company). The umbrella company signs the client contract, invoices the client, and pays you as a salaried employee — minus their management fee (typically 5–10%).
Why it is popular with foreigners:
- You benefit from full employee rights (health insurance, congés payés, unemployment insurance)
- No need to set up your own company
- Easier to get housing and credit than as a pure freelancer
- Clients often prefer contracting with a company rather than an individual
Portage salarial requires a minimum daily rate (taux journalier moyen, TJM) to be viable — typically at least €250–€300/day. It is most common in consulting, IT, training, and project management.
Auto-Entrepreneur / Micro-Entrepreneur Status
The auto-entrepreneur (now officially called micro-entrepreneur) status is a simplified self-employment regime for small businesses and freelancers. Taxes and social contributions are calculated as a flat percentage of revenue — no revenue means no charges.
Foreigners can use this status if they hold a valid work authorisation in France. Key limitations:
- Annual revenue ceilings: €77,700 for services, €188,700 for goods and hospitality (2024 figures)
- No VAT below certain thresholds
- No employee protections — no unemployment insurance, no congés payés
- Can be hard to rent housing (landlords often prefer salaried employees)
Auto-entrepreneur status is popular for side activities, freelance consulting, or testing a business idea before committing to a full company structure.
What to Check Before Signing Any Contract
Regardless of which contract type you are offered, review these elements carefully:
- Type of contract: CDI, CDD, or other? If CDD — what is the legal justification stated?
- Salary: Always quoted gross. Calculate the net equivalent before comparing with other offers. See our salary guide by sector.
- Période d’essai: How long? Is renewal possible?
- Lieu de travail: Location of work — and is there a remote work policy?
- Convention collective: Which sector agreement applies? This affects your leave, overtime rules, and classification
- Clause de non-concurrence: Non-compete clause — check its scope, duration, and whether it is paid (it must be, to be valid)
- Clause de mobilité: Requires you to accept a transfer within a defined geographic area
If you have doubts about any clause, a conseiller du salarié can advise you for free. You can find one through Pôle Emploi or the local DREETS office.
Aim for a CDI — But Do Not Refuse a Good CDD
For most foreigners building a career in France, the CDI is the target. It opens doors to housing, credit, and long-term stability. But do not dismiss a well-structured CDD — particularly with a well-known employer — if it gives you relevant experience and a potential path to conversion.
Many French career paths start with a CDD that becomes a CDI after the fixed term ends. Once you are inside an organisation and performing well, conversion is often a realistic outcome. Combine a clear understanding of your contract with knowledge of your rights as an employee in France, and you will be well-equipped to make informed decisions at every stage of your career.