Checklist for the déclaration préalable à l'embauche (DPAE), the mandatory pre-hiring declaration to URSSAF — this is a CHECKLIST, not the official government form itself (the DPAE is filed online via urssaf.fr / net-entreprises); it must be submitted BEFORE the employee's actual start of work, in the 8 days preceding it.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 8. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
DPAE CHECKLIST (DÉCLARATION PRÉALABLE À L'EMBAUCHE)
Employer: (SIRET ) Employee: , born
⚠️ This is an internal CHECKLIST, not the official government declaration itself. The DPAE must be filed electronically with URSSAF (urssaf.fr or net-entreprises.fr) — no separate form is generated by this platform.
1. TIMING — MANDATORY BEFORE THE START OF WORK 1.1. Hire date/time: 1.2. The DPAE may be filed no earlier than 8 days before this date/time, but MUST be filed before the employee actually starts working — even a few minutes' delay after the employee has begun work exposes the employer to the sanctions in section 3.
2. CONTENT TO DECLARE 2.1. Employee identity: , date of birth , social security number . 2.2. Contract type:
3. ⚠️ CONSEQUENCES OF A MISSING OR LATE DPAE 3.1. Working without a DPAE constitutes travail dissimulé (undeclared work) — a criminal offence — exposing the employer to a civil penalty of up to 300 times the minimum garanti (approx. €1,270) and criminal penalties of up to €1,500–€7,500 (higher for repeat offences or legal entities), in addition to URSSAF reassessments and loss of certain social-contribution exemptions.
4. SUBMISSION 4.1. Status: 4.2. Submission date/time: 4.3. Confirmation (accusé de réception) obtained:
5. FOLLOW-UP 5.1. Occupational medical visit (visite d'information et de prévention) scheduled: 5.2. Notes:
Checklist completed by: ______________ Date: ______________
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.
Documents that are usually drawn up in the same process.
Open-ended (CDI) employment contract embedding the HCR sector classification grid — a written contract is not legally required for a full-time CDI under the Code du travail, but is the de-facto marke…
Mandatory occupational risk assessment under the Code du travail — required of EVERY employer from the FIRST employee; from 27 June 2026 (loi du 11 mai 2026 on combating social fraud), failure to hav…
The mandatory "pack of three" documents owed to EVERY departing employee regardless of the reason for leaving: the certificat de travail (D1234-6), the reçu pour solde de tout compte (L1234-20), and…
2 of 12 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.