Open-Ended Employment Contract, HCR-compatible (Contrat de travail à durée indéterminée, CDI)

OPEN-ENDED EMPLOYMENT CONTRACT (CONTRAT DE TRAVAIL À DURÉE INDÉTERMINÉE, CDI)

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

1. POSITION, START DATE AND PLACE OF WORK 1.1. The Employee is hired for the position of "✓Position", starting Start date, at Place of work. 1.2. This contract is concluded for an indefinite period (CDI). 1.3. HCR classification (niveau/échelon), where applicable: HCR classification (niveau/échelon)

2. FORM OF THE CONTRACT 2.1. Full-time / part-time (temps partiel) 2.2. Under the Code du travail, a written contract is not strictly required for a full-time CDI, but is the near-universal market standard in France — an offer/promise of employment and mentions given at hiring already create binding obligations, so a complete written contract materially reduces disputes.

3. SALARY 3.1. Gross salary: Gross salary. Must not be below the higher of (a) the SMIC (salaire minimum interprofessionnel de croissance — €12.31/hour as of June 2026) and (b) the minimum set by the applicable HCR classification grille for the niveau/échelon in section 1.3.

4. WORKING HOURS 4.1. Weekly working hours: Weekly working hours hours.

5. PROBATION PERIOD (PÉRIODE D'ESSAI) 5.1. Probation period (période d'essai) 5.2. Ending the CDI during probation still requires a délai de prévenance (notice of non-continuation): 24 hours if under 8 days' presence, 48 hours between 8 days and 1 month, 2 weeks beyond 1 month, 1 month beyond 3 months.

6. COLLECTIVE AGREEMENT 6.1. Applicable collective agreement

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.