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When you need to renew a fixed-term employment contract (CDD) in France, the Attestation Employeur Renouvellement CDD is a mandatory legal document that formalizes the contract extension. Under French labor law, this employer attestation must be completed before your initial CDD expires to ensure legal continuity of employment while complying with strict Code du travail requirements.

When do you need this document?

You need this attestation whenever you're extending a fixed-term contract beyond its original end date. This applies when your seasonal employee's contract requires extension due to operational needs, when a replacement employee's assignment must continue because the permanent employee's absence is prolonged, or when a temporary project worker's contract needs renewal to complete the assigned tasks. The document is also required when renewing contracts for employees hired to handle temporary increases in business activity, or when continuing employment for specific missions that exceed the initially anticipated duration.

Key legal considerations

The renewal process is strictly regulated under Articles L1242-1 and L1243-13 of the Code du travail. You can only renew a CDD once, and the combined duration of the original contract plus renewal cannot exceed 18 months for most employment reasons. The renewal must be justified by the same motif as the original contract, and you must respect minimum intervals between successive CDDs for the same position. The attestation must clearly specify the renewal duration, new end date, and maintain identical employment conditions unless explicitly modified. Failure to comply with renewal regulations can result in the contract being reclassified as a permanent contract (CDI) under Article L1245-1, with significant legal and financial consequences for your business.

Legal requirements in France

French law mandates specific content requirements for the renewal attestation under Article L1242-12. The document must include complete employer information (company name, SIRET number, address, APE/NAF code) and comprehensive employee details (full name, social security number, address, birth date). You must reference the original contract details including start date, initial duration, and CDD motif, then clearly specify renewal terms including extension duration and new termination date. Employment conditions such as position title, classification level, remuneration, and working hours must be documented. Both parties must sign the attestation, with the employee receiving a copy within two working days. The document serves as proof of compliance with legal renewal procedures and protects both employer and employee rights throughout the extended employment period.