French labor law is one of the most protective frameworks for employees in the world, but it also imposes precise obligations on employers. Whether you hire on permanent contracts (CDI), fixed-term contracts (CDD), or through temporary staffing (intérim), understanding the fundamentals is key to avoiding disputes and hiring with confidence.
This guide covers the essential rules you need to know to hire in France compliantly, with a focus on contracts, working hours, and temporary work specifics.
Why French Labor Law Matters for Your Business
In 2023, French labor courts handled over 100,000 cases, according to the Ministry of Justice. Lack of knowledge can lead to heavy financial penalties. According to DARES, nearly 87% of companies with fewer than 10 employees report needing support on legal hiring issues.
Investing in understanding labor law is not optional—it’s a lever for competitiveness and peace of mind.
Types of Employment Contracts
CDI (Permanent Contract)
The CDI is the standard form of employment. It has no end date and offers maximum stability. The employer must respect notice periods and provide a real and serious reason for dismissal.
CDD (Fixed-Term Contract)
The CDD is reserved for specific cases: replacing an absent employee, temporary increase in activity, seasonal jobs. Maximum duration is 18 months including renewals (except exceptions). Failure to respect legal grounds can lead to reclassification as a CDI.
Temporary Work Contract (Mission)
The mission contract is signed between a temporary work agency (ETT) and a temporary worker. It follows similar rules to CDD: specific grounds, limited duration, end-of-mission indemnity (IFM) of at least 10%. The user company is not the legal employer but shares certain responsibilities, particularly for health and safety.
To hire temporary staff easily, check out our Employer Hub.
Working Hours and Rest
The legal working week is 35 hours for full-time. Overtime gives right to a pay increase (25% for first 8 hours, 50% thereafter) and compensatory rest.
Daily rest must be at least 11 consecutive hours, weekly rest at least 24 hours (usually Sunday). Collective agreements may provide adjustments.
For temporary workers, maximum mission duration aligns with CDD rules but can be extended within limits.
Health and Safety Obligations
The employer has a duty of result regarding worker safety. This includes risk assessment, safety training, providing PPE, and information about hazards. In temporary staffing, the user company must provide the same protections as to its own employees.
INRS reports that workplace accidents cost an average of €45,000 per serious incident. Rigorous prevention is also an economic issue.
Mandatory Contract Clauses
Every contract must include: identity of parties, start date, job function, workplace, working hours, remuneration, applicable collective agreement, probation period if any. For temporary work, the mission contract must also state the reason for recourse, mission end date, and IFM amount.
A poorly drafted contract exposes you to reclassification risks. Use our platform to secure your hires: Morgan Employer Hub.
Best Practices for Compliance
- Keep all contracts and amendments for 5 years after the end of the employment relationship.
- Mandatory postings in the workplace: working hours, safety instructions, labor inspectorate address.
- Pre-hire declaration (DPAE) with Urssaf required before any hire.
- For temporary workers, the user company must verify that the agency has made the DPAE.
FAQ
What is the maximum duration of a fixed-term contract (CDD) in France?
The maximum duration is 18 months including renewals. Exceptions exist for seasonal contracts or replacing a doctor.
Can I hire a temporary worker for a permanent position?
No, temporary work is reserved for temporary assignments (replacement, activity increase, seasonal work). Abusive use can lead to reclassification as a CDI.
What are the penalties for non-compliance with French labor law?
Penalties can range from administrative fines to damages, or even contract reclassification. The labor inspectorate can also order compliance measures.
Does the employer have to provide health insurance?
Yes, since 2016, every employer must offer a collective health insurance plan to employees, with at least 50% employer contribution.
How does the probation period work for temporary workers?
The probation period is 2 days for missions under 1 month, 3 days for 1-2 months, and 5 days for missions over 2 months.
Conclusion
Mastering French labor law basics is essential for any employer hiring in France, whether on CDI, CDD, or temporary contracts. The rules are strict but protective for all parties.
Next Steps
Ready to hire compliantly? Create your account on our Employer Hub and post your vacancies in minutes. Need help? Contact our team.
References
- DARES, “Employment Contracts in 2023”, 2024.
- INRS, “Cost of Workplace Accidents”, 2023.
- French Ministry of Labour, “Labour Code”, current version.
