French Temporary Work Contracts: Notice & End Rights

This article explains what happens when a fixed-term contract (CDD) or temporary work contract (intérim) ends in France: whether you get a notice period, what end-of-contract indemnity you are owed, and what other rights apply. In short, French law generally does not require a notice period at the end of a fixed-term or temporary assignment, but you are entitled to a specific end-of-contract bonus (indemnité de fin de contrat) of 10% of your gross pay unless an exception applies.

Background: CDD and Intérim Defined

France has two main types of temporary employment. A CDD (contrat à durée déterminée) is a fixed-term employment contract used for a specific, temporary need — replacing an absent employee, handling a seasonal peak, or completing a one-off project. An intérim contract is a temporary assignment through a staffing agency (entreprise de travail temporaire, ETT), where the agency is the legal employer and the client company is the user company. Both are strictly regulated to prevent misuse of permanent positions.

Because these contracts are by definition temporary, the law provides a clear end date. When that date arrives, the contract simply ends. The rules about notice, compensation, and renewal rights differ from permanent contracts (CDI).

Notice Period at the End of a CDD or Intérim

In most cases, there is no notice period (préavis) when a fixed-term contract reaches its stated end date. The employer does not have to give advance warning, and the employee is not required to continue working past the date. The contract terminates automatically.

However, notice can become relevant in two situations:

• Early termination by the employer: If the employer ends the CDD or intérim before the end date without a serious fault (faute grave) or force majeure, they must pay the employee all wages that would have been earned until the end date, plus the end-of-contract indemnity.
• Renewal: If the employer wants to renew the contract, they must inform the employee before the end. For a CDD, the renewal must be in writing. There is no formal notice period, but the renewal must be agreed before the original term ends.

For early termination by the employee, a notice period may be required, but only if it was agreed in the contract or a collective agreement. Without such a clause, an employee can leave early without notice, but they may lose the end-of-contract indemnity.

End-of-Contract Indemnity (Prime de Précarité)

The key financial right at the end of a temporary contract is the indemnité de fin de contrat, often called the prime de précarité (precariousness bonus). This is compensation for the job insecurity inherent in fixed-term work.

The indemnity is 10% of the total gross salary paid during the contract, excluding the indemnity itself. It is paid at the end of the contract, along with the final salary. It applies to both CDD and intérim assignments.

Examples of the 10% calculation:

• A 3-month CDD with gross pay of €2,000 per month: total gross = €6,000. Indemnity = €600.
• An intérim assignment of 2 weeks at €1,500 gross: indemnity = €150.

The indemnity is subject to social charges and income tax, like regular salary.

Exceptions: When You Do Not Get the 10%

The law lists specific cases where the end-of-contract indemnity is not due. These include:

• Seasonal contracts (travaux saisonniers) — for example, agricultural harvest or ski resort work.
• Student jobs during school or university holidays.
• Contracts for a “replacementâ€� of an absent employee (the CDD ends when the absent employee returns).
• CDD of 6 months or less that are not covered by a collective agreement providing for a different indemnity — note: this exception is rarely applied in practice; the 10% is standard.
• Contracts offered to someone already receiving a state pension (retraite).
• Contracts with a “CDI intérimaireâ€� — permanent contracts offered by staffing agencies to guarantee continuous work.
• When the employee refuses a permanent contract offered by the employer for the same or similar job, with equivalent pay and working hours.

If you are unsure whether an exception applies, check your contract and the applicable collective agreement (convention collective).

Other Rights at the End: Paid Leave and Bonus

At the end of a temporary contract, you are entitled to:

• Paid leave (congés payés): You accrue 2.5 days per month of work. If you do not take all leave before the end, you receive an indemnité compensatrice de congés payés — a cash payment equal to the value of the unused days.
• Final payslip (solde de tout compte): This document lists all amounts due: final salary, end-of-contract indemnity, paid leave payout, and any other bonuses. You must sign it, but signing does not waive your right to challenge errors within a certain period.
• Certificate of employment (certificat de travail): The employer must provide this, stating the start and end dates and the type of work.
• Pôle Emploi registration: You can register as a job seeker immediately, and your end-of-contract indemnity may affect your unemployment benefit calculation.

Common Mistakes and Misconceptions

One frequent misconception is that the end-of-contract indemnity is a “bonus� that the employer can choose to pay or not. It is a legal obligation. Another is that the employer can require a notice period at the end of a CDD — they cannot, unless the contract itself includes a renewal clause that requires notice.

Another error: some employees think that if they work past the end date without a new contract, they are automatically on a permanent contract. In fact, if you continue working after the end date, the CDD may be requalified as a CDI by a labor court (conseil de prud’hommes). This is a common legal claim, but it requires action — it does not happen automatically.

Also, the 10% indemnity is calculated on gross pay, not net. Some employees compare their net pay and think the indemnity is missing. Always check the gross figures.

How to Check Your Rights and Take Action

If you believe you were not paid the end-of-contract indemnity or other amounts, follow these steps:

1. Review your contract and payslips: Confirm the start and end dates, gross pay, and any clauses about indemnity.
2. Check the collective agreement: Your sector’s convention collective may have different rules (usually more favorable).
3. Write to the employer: Send a formal letter (lettre recommandée avec accusé de réception) demanding the missing payment, citing the legal article (L.1243-8 of the Labour Code for CDD, L.1251-32 for intérim).
4. Contact the labor inspection (inspection du travail): They can mediate and inform you of your rights.
5. Take the case to the prud’hommes: You have up to 12 months after the end of the contract to claim unpaid indemnities.

Frequently Asked Questions

Do I get a notice period if my CDD is not renewed?

No. A CDD ends automatically on the date stated in the contract. There is no notice period required from either side. The employer does not need to warn you in advance, and you do not need to give notice to leave at the end.

Can the employer end my temporary contract early without paying?

Only if there is a serious fault (faute grave) by you, or force majeure. Otherwise, early termination by the employer requires paying all remaining wages plus the 10% indemnity. If the employer offers a permanent contract and you refuse, the indemnity may be lost.

Is the 10% end-of-contract indemnity paid on overtime too?

Yes, the 10% is calculated on all gross remuneration received during the contract, including overtime hours, bonuses, and allowances that are part of salary. It excludes reimbursements for expenses (e.g., travel costs).

What happens if I get sick right before the end of my contract?

The contract still ends on the stated date. You are entitled to sick leave pay from social security, but the end-of-contract indemnity is still due. The employer cannot postpone the end date because of illness.

Do I get the 10% if I sign a permanent contract with the same employer?

If you sign a CDI with the same employer immediately after a CDD, the end-of-contract indemnity is not paid for the CDD period, because the purpose of the indemnity is to compensate for job insecurity, which no longer applies. This is a common exception.

Can I claim the end-of-contract indemnity if I quit early?

If you resign before the end date without a serious reason, you generally lose the right to the 10% indemnity. However, if you leave because the employer committed a serious breach (e.g., non-payment of wages), you may still claim it.

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