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Yes, a CDI (Contrat 脿 Dur茅e Ind茅termin茅e) is legally binding under French labor law and the Code du travail. Once signed by both employer and employee, it creates enforceable legal obligations including salary payment, working conditions, and termination procedures. French courts strictly enforce CDI contracts and protect employee rights under this permanent employment framework.

French law presumes a CDI exists even without a written contract if you perform regular work for an employer. However, having a written CDI is crucial for clarity on salary, job duties, and termination conditions. The employer must provide written confirmation of employment terms within two months under EU directive transposed into French law.

CDI probationary periods in France are limited by law: maximum 2 months for employees, 3 months for supervisors (agents de ma卯trise), and 4 months for executives (cadres). The period can be renewed once for the same duration. These limits are set by the Code du travail and cannot be exceeded even if the convention collective allows longer periods.

A CDI is a permanent contract with no end date, while a CDD (Contrat 脿 Dur茅e D茅termin茅e) is temporary with a fixed term. CDI offers stronger job protection, harder termination procedures, and no automatic expiration. CDD can only be used for specific situations like temporary replacement or seasonal work, and converting CDD to CDI gives employees additional rights under French labor law.

A basic CDI can be drafted in 1-2 days using standard templates, but complex positions may require 1-2 weeks for legal review. The process includes determining salary, job classification under the applicable convention collective, and ensuring compliance with French labor law. Rush situations can be accommodated, but proper legal review prevents future disputes.

No, French law requires "cause r茅elle et s茅rieuse" (real and serious cause) to terminate a CDI. Employers must follow strict procedures including written notice, potential meetings, and severance pay. Termination without proper cause can result in significant compensation awards by French labor courts (Conseil de prud'hommes). Economic dismissals require additional administrative procedures.

Frequent errors include inadequate job descriptions, incorrect salary classifications under conventions collectives, missing mandatory clauses required by French law, and improper probationary period terms. Employers also mistakenly omit required references to applicable collective bargaining agreements or fail to specify workplace location and reporting structure as required by the Code du travail.