What is a purpose-defined CDD (or Mission CDD)?
Verified 24 June 2021 - Directorate for Legal and Administrative Information (Prime Minister)
A fixed-term fixed-term contract (or assignment contract) is a form of fixed-term contract which has the particular feature of terminating when the assignment for which it was concluded ends. This contract is reserved for the recruitment of engineers and executives. It has a minimum duration and a maximum duration. The contract may, however, be terminated in advance under certain conditions.
A fixed-purpose contract (or assignment contract) is an employment contract that ends when the object for which it was concluded is achieved.
The purpose-defined CDD is reserved for the recruitment of engineers and managers.
It must be provided for by an extended branch agreement or by a company agreement.
The purpose-defined CSD is reserved for the private sector.
The purpose-defined CDD ends when the engagement is completed.
However, it must be for a minimum of 18 months and a maximum of 36 months.
It cannot be renewed.
The purpose-defined CSD shall be established in writing.
It includes the mandatory clauses for traditional CSDs.
The contract shall also specify the following information:
- Mention fixed-term contract with a defined purpose
- Title and references of the collective agreement establishing the contract
- Description of the project at the origin of the contract, expected duration, definition of the corresponding tasks
- Objective event or result determining termination of the contract
- Deadline for anticipating the arrival of the end of the contract or the continuation of the employment relationship on a permanent contract
- Mention of the possibility of termination of the contract by the employer or the employee, for a real and serious reason
- Mention of the right of the employee to compensation equal to 10% of his gross total remuneration, in the event of breach of contract by the employer
The employee shall be entitled to the following guarantees:
- Reclassification aid
- Validation of prior learning (VAE)
- Rehire Priority
- Access to the vocational training continuous
- Priority access to permanent jobs in the company
End Date
A time limit must be observed between the decision to terminate the fixed-term contract and the actual termination of the employment contract.
This period is referred to as consideration is set at a minimum of 2 months.
Early rupture
The defined purpose of the CDD may be terminated at the initiative of the employer or employee.
It must be terminated for a real and substantial reason (i.e. based on objective, verifiable facts and not on subjective impression or judgment) under the following conditions:
- Either 18 months after its conclusion (or at the end of the minimum period)
- Each year on the anniversary date of signature of the contract
Allowance
At the end of the contract, the employee is entitled to an indemnity equal to 10% of its gross total remuneration.
Compensation shall not be payable if the fixed-purpose fixed-term contract continues with a fixed-term contract.
Compensation remains due to the employee when the early termination is at the employer's initiative. If the employee decides to terminate the contract, the compensation is not due.
Who can help me?
Find who can answer your questions in your region
- Telephone administrative information - Allo Public Service
The informants who answer you belong to the ministry responsible for labor.
Cost: free service
Attention: the service does not respond questions relating to unemployment compensation and representations to Pôle emploi, civil servants or public service contractors, the amount or payment of social, wage or employer contributions.
The service is available at the following times:
- Monday: 8.30am to 5.30pm
- Tuesday: 8:30 to 12:15
- Wednesday: 8:30 to 12:15
- Thursday: 8.30am to 5.30pm
- Friday: 1 p.m. to 4:15 p.m
- Labor Code: Articles L1242-1 to L1242-4Recruitment of engineers and executives (6° of article L1242-2)
- Labor Code: Articles L1242-7 to L1242-9Duration of contract
- Labor Code: Articles L1242-12 to L1242-13Content of the contract (Article L1242-12-1)
- Labor Code: Articles L1243-1 to L1243-13-1Termination of Contract (Article L1243-1)
- Labor Code: Articles L1243-5 to L1243-12Termination (Article L1243-5)