The permanent employment contract does not necessarily require a written form according to the Labor Code. A verbal agreement is theoretically sufficient for a full-time permanent contract. In practice, the vast majority of employers formalize the relationship with a signed document, if only to establish the terms of remuneration, position, and probation period. Having a reliable template ensures that nothing is forgotten and secures both parties from day one.
Permanent contract without written form: what labor law really says
The French Labor Code clearly distinguishes the permanent contract from other forms of contracts. For fixed-term contracts or part-time contracts, a written document is a legal requirement. For a full-time permanent contract, no provision in the Code mandates it.
This freedom of form does not mean that the absence of a written document is without risk. Without documentation, the employer cannot prove the existence of a probation period, a non-compete clause, or a mobility clause. The employee, on the other hand, has no written record of the agreed remuneration or classification.
Some collective agreements require a written contract even for a standard permanent contract, with specific mentions: job function, classification, hours, hierarchical attachment. Therefore, the first step before drafting or downloading a template is to identify the applicable collective agreement for the company, as it determines the minimum content of the document.
To save time on this formalization, it is possible to download a permanent employment contract template and adapt it to the specifics of your situation and your collective agreement.
Clauses of the permanent contract: distinguishing mandatory from optional
A standard permanent contract template often mixes legally required mentions and optional clauses. Understanding this distinction helps avoid unnecessarily burdening the document or, conversely, forgetting an element that could lead to disputes.
Mandatory mentions required by the collective agreement
Depending on the professional branch, the contract must specify the employee’s qualification, hierarchical coefficient, workplace, weekly working hours, and gross remuneration (fixed and variable if applicable). This information forms the basis of the document.
Optional clauses to consider before inclusion
Probation period, non-compete clause, confidentiality clause, mobility clause: each of these stipulations binds the employer as much as the employee. A non-compete clause, for example, is only valid if it provides for financial compensation paid after the termination of the contract. Including it without this compensation renders it null.
- The probation period must comply with the maximum durations set by the Labor Code and the collective agreement, and explicitly mention the possibility of renewal if applicable
- The mobility clause must define a specific geographical area to be enforceable against the employee
- The non-compete clause must be limited in time, space, and accompanied by financial compensation
- The confidentiality clause should specify the covered information and the duration of the obligation after the employee’s departure
A template downloaded for free online generally includes these clauses as blocks to activate or delete. The reflex to adopt: keep only the clauses that are truly useful for the position concerned.
Adapting a permanent contract template to your collective agreement
Downloading a generic template is not enough. The permanent employment contract must reflect the rules specific to the company’s collective agreement, identified by its IDCC number (identifier of the collective agreement).
In practice, an employer in the construction sector does not apply the same classification grids as an employer in the restaurant industry. The maximum durations of the probation period also vary by branch. A template not adapted to the applicable collective agreement is legally fragile.
To effectively customize a permanent contract template, three checks are usually sufficient:
- Check the mandatory mentions listed by the agreement (classification, coefficient, level)
- Verify the allowed duration of the probation period and the renewal conditions specific to the branch
- Ensure that the proposed remuneration complies with the applicable minimum standards for the position and seniority
Anticipating the amendment: a permanent contract is rarely modified without a written document
An often overlooked aspect when downloading the initial contract concerns its future life. A permanent contract is not a fixed document. Job changes, modifications of hours, changes in remuneration, new workplace: each of these substantial modifications requires a contract amendment signed by both parties.
HR actors now offer ready-to-use amendment templates, indicating that the issue goes beyond simply obtaining a permanent contract template. From the initial drafting, structuring the contract with clearly numbered articles facilitates the drafting of subsequent amendments. A well-isolated “Remuneration” article allows for salary changes without rewriting the entire document.
The employer’s contribution to the severance pay for permanent contracts has increased to 40% since January 1, 2026, for the portion not subject to social contributions. This increase makes it even more relevant to pay attention to the drafting of termination and notice clauses in the initial contract.
The permanent contract template downloaded online serves as a starting point, not a definitive document. Each clause deserves a review in light of the collective agreement and the actual position. For complex situations (executive positions, fixed-day contracts, heavy non-compete clauses), consulting legal advice remains the most reliable precaution.