Fixed-Term Employment Contract (Contrat de travail à durée déterminée, CDD)

FIXED-TERM EMPLOYMENT CONTRACT (CONTRAT DE TRAVAIL À DURÉE DÉTERMINÉE, CDD)

Between: ✓Employer name, ✓Employer address, the "Employer", and: ✓Employee name, the "Employee". Contract date: Contract date.

1. ⚠️ MANDATORY WRITTEN FORM AND TRANSMISSION DEADLINE 1.1. Under art. L1242-12 of the Code du travail, a CDD MUST be in writing and MUST state, among other mandatory mentions, the precise reason for recourse to a fixed term. The ABSENCE of a written contract automatically reclassifies the relationship as an open-ended CDI. 1.2. Under art. L1242-13, the signed contract must be transmitted to the employee within 2 WORKING DAYS of the start of employment. Late transmission (even if eventually signed) can by itself expose the Employer to compensation of up to 1 month's salary. Confirmation: Transmission deadline confirmation

2. POSITION AND REASON FOR THE FIXED TERM (MOTIF DE RECOURS) 2.1. Position: "✓Position". 2.2. Reason: Reason for the fixed term (motif de recours) 2.3. If replacement: name and qualification of the replaced employee: Name/qualification of the replaced employee 2.4. ⚠️ Only the exhaustive list of reasons set out by law justifies a CDD; a CDD used merely to fill a permanent, structural staffing need — without one of these specific reasons — is a classic ground for requalification into a CDI before the conseil de prud'hommes.

3. TERM 3.1. Term 3.2. Fixed end date, if applicable: End date 3.3. Minimum duration, if no fixed end date: Minimum duration

4. SALARY 4.1. Gross salary: Gross salary.

5. PROBATION PERIOD 5.1. Probation period: Probation period (days) days (statutory cap: 1 day per week of the term, up to a maximum of 2 weeks for terms of 6 months or less, or 1 month beyond).

6. END-OF-CONTRACT BONUS (INDEMNITÉ DE FIN DE CONTRAT) 6.1. End-of-contract bonus (indemnité de fin de contrat / prime de précarité)

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. French employment, consumer-protection and data-protection law (Code du travail, Convention collective HCR "CCN HCR", Code de la consommation, RGPD/CNIL, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars (e.g. the entretien préalable and rupture conventionnelle timelines) and changes frequently — statutory figures (SMIC, grille HCR, sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a French employment/legal advisor (avocat en droit du travail / expert-comptable) and verified against the current rates before use. Under the loi Toubon (Law No. 94-665 of 4 August 1994), documents intended for use in France — employment contracts, consumer information, mandatory workplace notices — must be available in French; where a French-language version of this document is also used, that version prevails in case of conflict.