What is a CDI employment contract in France?

A CDI is a contrat à durée indéterminée, meaning an employment contract without a planned end date. It is the usual form for an ongoing job, although either side may later end it through an applicable formal process.

What is a CDD employment contract in France?

A CDD is a fixed-term employment contract used for a defined and permitted temporary need. It normally states why it is temporary and how its end is determined.

Why does a convention collective matter for employment in France?

A convention collective contains negotiated rules for an industry or occupational field. It may add relevant conditions concerning job classifications, pay structures, leave, notice, or other workplace matters.

What is a bulletin de paie for employment in France?

A bulletin de paie is the employee’s payslip. It records salary information, deductions, employer details, and the net amount associated with the pay period.

Employment in France

Employment in France is commonly based on a written work contract between an employee and an employer. The contract, workplace rules, collective agreements, and national employment law together shape the working relationship. Employees should understand their contract, payslip, working arrangements, and social protection.

Tip

Before starting a job in France, compare the written contract with what was promised during recruitment. Keep every employment and payroll document in one secure place. Ask promptly when a duty, deduction, schedule, or workplace rule is unclear.

byLea&Antoine

Paid employment in France is called emploi salarié or salariat. The employee performs agreed work under the employer’s direction and receives a salary in return. The contrat de travail sets out the main conditions. These normally include the job, pay, workplace, working time, starting date, and any trial period known as a période d’essai. A contrat à durée indéterminée, or CDI, has no planned end date and is the standard long-term form. A contrat à durée déterminée, or CDD, ends for a stated reason or at an agreed point and is used only in permitted situations. Other arrangements include temporary agency work, known as intérim, part-time work, apprenticeships, and work-study contracts. Self-employment is different because an independent worker is not managed as an employee. Employment conditions can come from several levels. National law provides basic protections, while a convention collective may add rules for a particular industry or occupation. The employer usually registers the employee and handles payroll deductions for social protection. The employee receives a bulletin de paie showing gross salary, deductions, employer information, and the amount paid. Working life also includes paid leave, workplace health and safety, instructions, performance discussions, and representation by staff bodies or trade unions. Exact conditions depend on the contract, workplace, and applicable collective agreement. Employment can end through resignation, dismissal, the agreed end of a fixed-term contract, or certain negotiated procedures. Each route has its own formal process, so documents should be checked before any decision is signed. A new employee should keep the signed contract, job description, payslips, schedules, and important messages. These records make it easier to understand rights, solve mistakes, and prove employment history.