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 market standard, and is MANDATORY in writing for any part-time (temps partiel) arrangement.
⚠️ 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: 11. 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.
OPEN-ENDED EMPLOYMENT CONTRACT (CONTRAT DE TRAVAIL À DURÉE INDÉTERMINÉE, CDI)
Between: , , the "Employer", and: , , the "Employee". Contract date: .
1. POSITION, START DATE AND PLACE OF WORK 1.1. The Employee is hired for the position of "", starting , at . 1.2. This contract is concluded for an indefinite period (CDI). 1.3. HCR classification (niveau/échelon), where applicable:
2. FORM OF THE CONTRACT 2.1. 2.2. Under the Code du travail, a written contract is not strictly required for a full-time CDI, but is the near-universal market standard in France — an offer/promise of employment and mentions given at hiring already create binding obligations, so a complete written contract materially reduces disputes.
3. SALARY 3.1. Gross salary: . Must not be below the higher of (a) the SMIC (salaire minimum interprofessionnel de croissance — €12.31/hour as of June 2026) and (b) the minimum set by the applicable HCR classification grille for the niveau/échelon in section 1.3.
4. WORKING HOURS 4.1. Weekly working hours: hours.
5. PROBATION PERIOD (PÉRIODE D'ESSAI) 5.1. 5.2. Ending the CDI during probation still requires a délai de prévenance (notice of non-continuation): 24 hours if under 8 days' presence, 48 hours between 8 days and 1 month, 2 weeks beyond 1 month, 1 month beyond 3 months.
6. COLLECTIVE AGREEMENT 6.1.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
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.
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 vi…
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…
5 of 14 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.