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When establishing an employment relationship in France, you need properly drafted documentation that complies with French labor law requirements. The Attestation Employeur et Contrat de Travail are essential documents that formalize the legal relationship between employer and employee, ensuring both parties understand their rights and obligations under the Code du travail.

When do you need these documents?

You require these documents whenever hiring employees in France, whether for permanent positions (CDI), fixed-term contracts (CDD), or temporary assignments. The employment contract must be established before the employee begins work, while the employer attestation serves as ongoing proof of employment status. These documents are essential when employees apply for housing, loans, or administrative procedures requiring employment verification. You also need updated attestations when employment conditions change, such as salary increases or position modifications.

Key legal considerations

Your employment contract must include specific mandatory elements under French law: complete identification of both parties including SIRET number for employers, precise job description and classification according to applicable collective agreements, working hours and overtime arrangements, and detailed compensation structure. The contract type must be clearly specified - CDI contracts are the default, while CDD contracts require justified reasons and specific duration limits. You must respect collective bargaining agreements applicable to your sector, which may impose additional requirements beyond the Code du travail. The employer attestation must accurately reflect current employment status and be updated when circumstances change to avoid administrative complications.

Legal requirements in France

Under the Code du travail, employment contracts must be written in French and comply with minimum wage requirements (SMIC). For CDD contracts, you must specify the precise reason for fixed-term employment and respect maximum duration limits established by law. The Loi Travail n掳 2016-1088 modernized many employment provisions, including trial periods and contract modification procedures. Your documents must comply with D茅cret n掳 2016-1908 regarding social declarations and employer attestation obligations. You must maintain accurate records for labor inspections and provide attestations within legal timeframes when requested by employees or administrative authorities. All terms must respect applicable collective agreements and cannot be less favorable than legal minimums established by French employment legislation.