Last verified: October 2026 — Source: Service-Public.fr
In France, the two most common employment contracts are the CDI (Contrat à Durée Indéterminée, open-ended contract) and the CDD (Contrat à Durée Déterminée, fixed-term contract). Understanding the differences between them is essential, because they affect your rights, job stability and even your ability to rent an apartment.
CDI: the open-ended contract
The CDI is the standard form of employment contract in France according to the Labour Code. It has no end date. It can only be terminated by resignation, dismissal, mutual termination (rupture conventionnelle) or retirement.
Advantages of a CDI
- Stability: your employer cannot end the contract without a genuine and serious reason (cause réelle et sérieuse).
- Access to housing: some landlords prefer applicants with a CDI because of income stability, but this is not a universal legal requirement: a CDD, other income and suitable guarantees may also be accepted.
- Bank loans: lenders assess stable income and repayment ability for mortgages; a CDI may help but is not a universal legal requirement.
- Trial period: from 2 months (workers/employees) to 4 months (cadres), renewable once only where an extended industry-level agreement allows it, the contract provides for it and the employee agrees in writing.
How a CDI ends
- Resignation: you choose to leave. You must respect a notice period (préavis) set by your collective agreement. In principle, you are not entitled to unemployment benefits, with some exceptions (legitimate resignation, business creation project, etc.).
- Dismissal: the employer must provide a genuine and serious reason. Statutory severance generally requires at least 8 months of continuous service and is not payable following gross or wilful misconduct. Unemployment benefits depend on meeting France Travail eligibility conditions.
- Rupture conventionnelle (mutual termination): an agreement between employee and employer to end the contract. This is the most common form of negotiated separation in France. It provides a specific termination payment and may qualify you for unemployment benefits if eligibility conditions are met. It must be validated by the DREETS.
CDD: the fixed-term contract
A CDD has a defined end date (or a specific event that triggers its end). It can only be used in situations strictly limited by law:
- Replacing an absent employee.
- Temporary increase in workload.
- Seasonal activities.
- Roles that are temporary by nature.
- Certain situations permitted by a collective agreement.
A CDD cannot be used to fill a permanent position. If the employer misuses it, the employee can ask the labour court (conseil de prud’hommes) to reclassify it as a CDI.
Duration and renewal
- General maximum duration: 18 months (including renewals).
- Can be renewed up to 2 times within that limit.
- Exceptions exist: replacement CDD (ends when the absent employee returns), seasonal CDD, etc.
End-of-contract bonus (prime de précarité)
When a CDD ends, the employee receives an end-of-contract bonus (indemnité de fin de contrat or prime de précarité) generally equal to 10% of total gross pay earned during the contract. A collective agreement may allow a 6% rate with qualifying training benefits. This bonus is not paid in certain cases (CDD followed by a CDI, seasonal contract, student contract during holidays).
CDI vs. CDD: quick comparison
| CDI | CDD | |
|---|---|---|
| Duration | Open-ended | Fixed (generally max. 18 months) |
| Trial period | 2–4 months | Proportional to duration (max. 1 month) |
| Contract termination | Resignation, dismissal, rupture conventionnelle | Reaches the agreed end date or event |
| End-of-contract bonus | Only on dismissal or rupture conventionnelle | 10% of total gross (prime de précarité) |
| Access to housing | Much easier | Difficult without a guarantor |
| Unemployment benefits | Possible if France Travail eligibility criteria are met | Possible on contract expiry if eligibility criteria are met |
Other common contracts
- Intérim (temporary agency work): similar to a CDD but through a staffing agency. Also comes with an end-of-contract bonus.
- Contrat d’apprentissage: a work-study contract combining training and employment, lasting from 6 months to 3 years.
- Contrat de professionnalisation: similar to the above, aimed at people aged 16 and over, with or without qualifications.
What to check before signing
- Contract type (CDI or CDD) and the reason (for a CDD).
- Gross salary and any additional compensation.
- Weekly hours (35 hours is the legal standard; you may have more under a forfait arrangement).
- Applicable collective agreement (convention collective): it may grant you extra rights.
- Length and terms of the trial period.
- Special clauses: non-compete, mobility, confidentiality.
Official sources
- Service-Public.fr — Employment contracts in the private sector
- Service-Public.fr — CDI
- Service-Public.fr — CDD
- Code du travail numérique
This article is for informational purposes and does not replace consulting your collective agreement or seeking advice from an employment law professional. Rights and conditions may vary depending on your sector and personal situation.