French Labour Code
In forceThe employment contract associated with a job with a future can be open-ended or fixed-term.
A fixed-term contract is concluded for a period of thirty-six months.
In the event of special circumstances relating either to the situation or career path of the beneficiary, or to the project associated with the job, it may initially be concluded for a shorter period, which may not be less than twelve months.
If it was initially concluded for a duration of less than thirty-six months, it may be extended up to this maximum duration.
Without prejudice to the provisions of article L. 1243-1, it may be terminated at the end of each of the annual periods during which it is in force at the initiative of the employee, subject to two weeks' notice, or of the employer, if there is real and serious cause, subject to one month's notice and compliance with the procedure laid down in article L. 1232-2.
In the case provided for in the last paragraph of article L. 5134-113, the persons mentioned in 1° and 2° of article L. 5134-19-1 may authorise an extension of the contract beyond the maximum duration of thirty-six months, without this extension exceeding the end of the training course concerned.
The beneficiary of a job with a future on a fixed-term contract has priority for recruitment for a period of one year from the end of the contract. The employer will inform the employee of any available jobs that are compatible with his or her qualifications or skills. The employee thus recruited is exempt from the trial period mentioned in article L. 1221-19.
