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An Attestation de Travail P茅riode D'essai is a crucial employment document that formalizes the probationary period between you as an employer and your new employee in France. This certificate establishes clear terms for the trial period, ensuring both parties understand their rights and obligations under French labour law while providing legal protection during this critical evaluation phase.

When do you need this document?

You need this attestation when hiring new employees for permanent contracts (CDI) in France, particularly for managerial positions, technical roles, or any position requiring specific skills assessment. It becomes essential when you want to extend the initial probationary period, as French law requires explicit agreement for renewals. You should also use this document when clarifying employment terms for international hires unfamiliar with French labour practices, or when your company policy requires formal documentation of all probationary arrangements. Additionally, this attestation proves valuable during labour inspections or potential disputes, demonstrating your compliance with Code du Travail requirements.

Key legal considerations

The document must clearly specify the probationary period duration, which varies by employee category under Articles L1221-19 to L1221-21 of the Code du Travail. For non-managerial employees, the maximum is typically two months, while managers may have up to four months. Any renewal must be explicitly agreed upon and cannot exceed the total maximum durations set by law. You must include precise start and end dates, renewal conditions if applicable, and termination notice periods. The attestation should reference the applicable collective bargaining agreement (convention collective) and specify the employee's classification, salary, and working conditions. Special protection provisions for pregnant employees under Article L1221-23 must be acknowledged, and you should ensure the document complies with your specific industry regulations.

Legal requirements in France

Under French law, probationary periods must be explicitly mentioned in the employment contract or a separate attestation like this document. The Code du Travail mandates specific maximum durations: two months for employees and technicians, three months for supervisors and technicians, and four months for managers, with possible renewals not exceeding these limits when doubled. You must respect minimum notice periods for termination during probation, ranging from 24 hours after eight days of presence to two weeks for longer periods. The document must be written in French and include all mandatory employer identification details including SIRET number, company address, and legal representative information. Employee details must include full name, address, and social security number. Working conditions, including schedules, location, and applicable collective agreement, must be clearly specified to ensure legal compliance and avoid future disputes.