No breaking news today, but a closer look at the contrat de chantier*, or CDI de chantier*, a permanent employment contract with a variable duration, anchored in the French Labour Code.
Originally designed for the construction sector, the CDI de chantier*, also called a CDI d’opération** was reshaped by the 2017 “Macron Ordinances”. It can now apply to other industries, provided that an extended sectoral collective agreement sets out the applicable framework: eligible activities, training guarantees in case of early termination, financial compensation, termination procedures, and more.
But that’s not all. It is also available in sectors where its use was “customary and consistent with the regular practice of the profession” as of January 1st 2017.
As for its termination, the rule is clear: ending the contract at the completion of the project or operation constitutes a genuine and legitimate reason under French labour law.
From the employer’s perspective, it offers flexibility and adaptability to fluctuating market conditions. For the employee, it remains a full-fledged permanent contract, carrying the same rights.
In the French public sector, however, the equivalent is known as a fixed-term project contract. Since 2020, local authorities have been allowed to recruit staff for a duration of one to six years, for a clearly defined mission.
And since construction sites don’t pause in November, it’s worth recalling that employers must “take all necessary measures to protect workers from cold and adverse weather conditions” (Article R.4223-15 of the French Labour Code).
Projects, initiatives?
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*Construction contract
**Project-based contract
