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> GOVERNANCE - home > Employment protection legislation database - EPLex > France

France - Types of employment contracts


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Maximum probationary (trial) period: 8 month(s)

Remarks:
  • Art. L 1221-19 LC & L. 1221-21 LC: max. 4 months renewable once.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • See art. L 1242-1 LC to L. 1242-4 LC.
      Art L 1242-2 LC: exhaustive list of situations when the use of FTC is authorized.
  • Maximum number of successive FTCs: 2
    Remarks:
    • Art. L 1243-13 LC
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Art. L 1242-8 LC.
      General rule: 18 months maximum.
      Depending on the grounds for resorting to a FTC, it can be up to 24 months in 3 specific situations.
  • % of workforce under FTC: 15.2 %
    Remarks:
    • Source: Eurostat, annual average for 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employees.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 8 month(s)

Remarks:
  • Art. L 1221-19 LC & L. 1221-21 LC: max. 4 months renewable once.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • See art. L 1242-1 LC to L. 1242-4 LC.
      Art L 1242-2 LC: exhaustive list of situations when the use of FTC is authorized.
  • Maximum number of successive FTCs: 2
    Remarks:
    • Art. L 1243-13 LC
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Art. L 1242-8 LC.
      General rule: 18 months maximum.
      Depending on the grounds for resorting to a FTC, it can be up to 24 months in 3 specific situations.
  • % of workforce under FTC: 15.2 %
    Remarks:
    • Source: Eurostat, annual average for 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 8 month(s)

Remarks:
  • Art. L 1221-19 LC & L. 1221-21 LC: max. 4 months renewable once.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • See art. L 1242-1 LC to L. 1242-4 LC.
      Art L 1242-2 LC: exhaustive list of situations when the use of FTC is authorized.
  • Maximum number of successive FTCs: 2
    Remarks:
    • Art. L 1243-13 LC
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Art. L 1242-8 LC.
      General rule: 18 months maximum.
      Depending on the grounds for resorting to a FTC, it can be up to 24 months in 3 specific situations.
  • % of workforce under FTC: 14.3 %
    Remarks:
    • Source: Eurostat, as of first trimester 2010
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 8 month(s)

Remarks:
  • Art. L 1221-19 LC & L. 1221-21 LC: max. 4 months renewable once.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • See art. L 1242-1 LC to L. 1242-4 LC.
      Art L 1242-2 LC: exhaustive list of situations when the use of FTC is authorized.
  • Maximum number of successive FTCs: 2
    Remarks:
    • Art. L 1243-13 LC
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Art. L 1242-8 LC.
      General rule: 18 months maximum.
      Depending on the grounds for resorting to a FTC, it can be up to 24 months in 3 specific situations.
  • % of workforce under FTC: 13.5 %
    Remarks:
    • Source: Eurostat, annual average for 2009.
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."