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)Remplacement d'un salarié absent (replacement of an absent employee)Accroissement temporaire d'activité (temporary increase in activity)Emploi à caractère saisonnier (seasonal employment)Usage constant du secteur (CDD d'usage — see the dedicated Contrat d'extra template for HoReCa single-shift engagements) 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. TermFixed end date (terme précis)No fixed end date — minimum duration only (terme imprécis, durée minimale) 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)10% of gross total remuneration — statutory defaultNot applicable — statutory exception applies (CDD d'usage, emploi saisonnier, student on a school/university holiday job, or CDI offer refused by the employee)

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