What is a defined object CDD (or mission CDD)?
Verified 24 June 2021 - Legal and Administrative Information Directorate (Prime Minister)
A fixed-term contract with a defined purpose (or mission DDC) is a form of DDC that has the particularity of ending when the mission for which it was concluded is terminated. This contract is reserved for the recruitment of engineers and managers. It shall have a minimum duration and a maximum duration. However, the contract may be terminated in advance under certain conditions.
The purpose-defined CSD (or mission CDD) is a work contract that terminates upon completion of the object for which it was concluded.
The purpose-defined CSD is reserved for the recruitment of engineers and managers.
It shall be provided for by an extended branch agreement or a company agreement.
The purpose-defined CDD is reserved for the private sector.
The object-defined CDD terminates when the mission is complete.
However, it must be a minimum of 18 months and a maximum of 36 months.
It cannot be renewed.
The purpose-defined CDD is written.
It shall include mandatory clauses for conventional CDDs.
The contract shall also specify the following information:
- Mention fixed term contract with defined purpose
- Title and references of the collective agreement establishing the contract
- Description of the project giving rise to the contract, expected duration, definition of corresponding tasks
- Event or objective result determining termination
- Deadline for notification of the end of the contract or the continuation of the employment relationship in CDI
- Mention of the possibility of breach of contract by the employer or employee for real and serious reasons
- Mention of the right to an allowance equal to 10% of his gross total remuneration, in the event of breach of contract by the employer
A deadline must be met between the decision to terminate the SDC with a defined purpose and the effective termination of the employment contract.
This deadline caution is set at a minimum of 2 months.
The defined purpose of the DDC can be broken at the initiative of the employer or employee.
It must be broken for real and serious reasons (i.e. based on objective, verifiable facts and not on subjective impression or judgement) under the following conditions:
- Either 18 months after its conclusion (or at the end of the minimum period)
- Either annually on the anniversary date of signature of the contract
At the end of the contract, the employee shall be entitled to compensation equal to 10% of his gross total remuneration.
Compensation is not payable if the purpose-defined CSD continues with a CDI.
Compensation remains due to the employee when the early break is initiated by the employer. If the employee decides to break the contract, the compensation is not due.
- Labour Code: Articles L1242-1 to L1242-4Recruitment of engineers and managers (6° of article L1242-2)
- Labour Code: Articles L1242-7 to L1242-9Contract Duration
- Labour Code: Articles L1242-12 to L1242-13Content of contract (Article L1242-12-1)
- Labour Code: Articles L1243-1 to L1243-4Termination of Contract (Article L1243-1)
- Labour Code: Articles L1243-5 to L1243-12Termination of Contract (Article L1243-5)