Employment contracts in the private sector
In the private sector, the contract can take 3 different forms. In principle, it is for an indefinite period but, in certain cases limited by law, it may be for a definite period (a term is provided for). The law also provides for the possibility of concluding temporary assignment contracts. Each form of contract is governed by specific rules.
Contract of indefinite duration (CDI)
Fixed term contract (fixed term contract)
- Can an employer hire on a fixed-term contract?
- What is a non-compete clause?
- Moving: Should an employee follow their company?
- Do we have to meet a waiting period between 2 CSDs?
- How long is the probationary period of a (temporary) assignment contract?
- Temporary or temporary contracts: in which sectors of activity can they be used?
- Suspension of employment contract: does the employee have obligations?
- What is a mobility clause?
- What are the consequences of changing the employee's workplace?
- Can the employment contract of a protected employee be changed?
- What is secure voluntary mobility for an employee?
- What is intermittent CDI (CDII or CD2I)?
- What is the construction or operation contract?
- In what cases is a CDD reclassified as a CDI?
- Is the employment contract necessarily written?
- Can an employer object to an employee being sworn to a jury?
- What is a purpose-defined CDD (or Mission CDD)?
- Suspension of employment contract: what are the rights of the employee?
- What is a CDD without a precise term?
- What is an interim DTA?
- European national employed in France: what are his rights?