Since January 1st, 2026, a new type of fixed-term contract (CDD) has been added to the French Labor Code in Article L1242-3: the fixed-term contract for career transition.

1) Mechanism.

This fixed-term contract typically involves three parties: the employee, the original company, and the host company.

An employee working for a company, whether on a fixed-term contract or a permanent contract (CDI), can now enter into a fixed-term contract for career transition, for a minimum period of 6 months and a maximum of 12 months. This period may, however, be extended, either for the acquisition of a core set of knowledge or skills, or in the presence of a specific industry or company agreement providing for a longer duration, up to a maximum of 36 months [2]. The aim is to prevent abuses.

When an employee undertakes a retraining period outside the company, the contract between the original employer and the employee will be suspended. A written agreement specifying the terms of the contract suspension must then be drawn up [3].

However, the retraining period may be internal to the company. In this case, the employment contract remains in effect and the employee receives their full salary without modification.

Generally, no age, qualification level, or prior professional status requirements apply.

Social security legislation concerning protection against workplace accidents and occupational diseases [4], as well as the rights inherent in a standard fixed-term contract, remain unchanged during the contract period.

2) Philosophy of the Fixed-Term Contract for Career Transition

The main objective of this new fixed-term contract, created by Law No. 2025-989 of October 24, 2025, which transposes the national interprofessional agreements promoting the employment of experienced workers and relating to the evolution of social dialogue, is to encourage continued employment for employees, particularly "senior" employees, to promote their social or professional advancement, and their career mobility.

From now on, an employee wishing to retrain can sign a fixed-term contract with another company while their initial employment contract is "suspended" and not terminated.

They can thus acquire or develop professional qualifications, generally with the support of a mentor, while having the assurance of returning to their original position if the experience is not successful [1].

3) And then what?

At the end of the fixed-term contract's trial period stipulated in the employment contract with the host company, two scenarios are possible [5]:

• Either the fixed-term contract is not renewed, and the employee returns to their original company in their initial position or an equivalent position with at least equivalent pay;

• Or the fixed-term contract is renewed, in which case the employment contract between the employee and their original employer is terminated by mutual agreement.

To read the full article, click on the link below.

https://www.village-justice.com/articles/salaries-seniors-cdd-reconversion-comment-marche,55710.html

Frédéric CHHUM avocat et ancien membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

www.chhum-avocats.fr 

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