Focus on the fixed-term contract – Part.2
Focus on the fixed-term contract – Part.2
The fixed-term employment contract (CDD) must be drawn up in writing and contain a certain number of compulsory mentions. It must be sent to the employee within 2 days of hiring. Failure to comply with this time limit does not in itself result in the conversion of the fixed-term contract into an open-ended contract, but entitles the employee to compensation. (Source : Site officiel de l’administration française)
➔ Can a fixed-term contract be terminated during the trial period?
➔ What are the rights of employees on fixed-term contracts?
➔ What is the expected end of the contract?
➔ Is it possible to postpone the end of the contract?
➔ When can a fixed-term contract be terminated?
➔ In what cases can a fixed-term contract be reclassified as a permanent contract?
➔ What are the sanctions incurred by the employer in the event of non-compliance with the regulations relating to fixed-term contracts?
Merve KASTACI, jurist in social law within the team of Arnaud Blanc de la Naulte, brings you her expertise.
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