Single-shift "extra" employment contract for the HoReCa sector (CDD d'usage) — a SEPARATE, written contract is required for EVERY single shift/vacation, with a hard cap of 60 days' work per quarter for the same extra worker; beyond the cap, the worker is entitled to claim CDI reclassification. This is the single most-used document by French restaurateurs.
⚠️ 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.
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HORECA "EXTRA" SHIFT CONTRACT (CONTRAT D'EXTRA / CDD D'USAGE)
Establishment: , Extra worker: Signed at on , BEFORE the shift below begins.
1. NATURE OF THE ENGAGEMENT — CDD D'USAGE 1.1. This is a fixed-term contract "d'usage" (CDD d'usage) under the Code du travail, available in sectors — including hôtellerie-restauration (HCR) — where it is customary NOT to resort to an open-ended contract given the temporary nature of the activity. 1.2. ⚠️ Three conditions must ALL be met: (a) the employer's activity falls within the HCR sector; (b) the position held is on the list of positions for which the "usage" exception is recognised; and (c) the engagement is genuinely temporary by nature. Justification: 1.3. ⚠️ A SEPARATE, written contract is required for EVERY single shift/vacation. There is no such thing as a "framework" or "umbrella" contract covering multiple future shifts, and no verbal extension of an existing shift — French labour courts (conseils de prud'hommes) treat this strictly.
2. SHIFT DETAILS 2.1. Position: 2.2. Date: 2.3. Hours:
3. PAY 3.1. Gross hourly/shift rate:
4. QUARTERLY 60-DAY CAP 4.1. Days worked by this extra with this employer so far this calendar quarter, before this shift: 4.2. ⚠️ Once cumulative days worked by the same extra, for the same employer, exceed 60 days within a calendar quarter, the extra worker is entitled to request reclassification of the relationship into a CDI. Track this figure per worker, per quarter, across ALL shift contracts — not per contract.
5. END-OF-CONTRACT BONUS 5.1. The 10% indemnité de fin de contrat does NOT apply to a genuine CDD d'usage — this is a statutory exception, but it only holds if the "usage" conditions in section 1.2 are genuinely satisfied.
SIGNATURES Employer ______________ / on behalf of / Extra worker ______________ / /
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.
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