Everything you need to know about the student fixed-term contract
02 April 2026 · 4 min reading time
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See job offersWhen you’re a student, working alongside your studies is often an obvious choice. To pay rent, cover everyday expenses, or simply gain experience, many students turn to a student job. And among the terms that often come up is “student fixed-term contract” (CDD étudiant). However, this expression is not always very clear.
Is there really a specific contract for students? Can you be hired on a fixed-term contract during the academic year as well as during holidays? What rules should you know about contract duration, working time, or the end of the assignment?
In this article, we take a simple look at the student fixed-term contract to understand what it really covers and avoid confusion.
Does a student fixed-term contract really exist?
The “student fixed-term contract” is a widely used expression, but in reality, it is not a separate type of employment contract. Under labor law, there is no official category called “student fixed-term contract.” However, a student can be hired on a standard fixed-term contract, provided the employer complies with the rules governing this type of contract.
In other words, being a student does not create a specific contract. What matters most is the form of the contract signed and the reason why the employer uses it. A fixed-term contract cannot be used freely: it must correspond to a specific situation, such as replacing an employee, a temporary increase in activity, or seasonal work.
This is also what explains a common confusion. Many people refer to a “student fixed-term contract” to describe a job carried out during studies or holidays, whereas in practice it may be a part-time fixed-term contract, a seasonal contract, or another type of contract depending on the situation. The word “student” therefore mainly describes the employee’s profile, not the legal nature of the contract.
In short, a student can absolutely work under a fixed-term contract, but they benefit from the same rules applicable to any employee on a fixed-term contract. Before signing, it is therefore important not to rely solely on the label used in a job offer or in everyday language, and to check the type of contract offered, its duration, and its purpose.
In which cases can an employer offer a fixed-term contract to a student?
An employer can offer a fixed-term contract to a student, but not simply because they are a student. The use of fixed-term contracts is strictly regulated by labor law.
Article L1242-1 states that a fixed-term contract cannot be used to permanently fill a position related to the normal and ongoing activity of the company. The permitted cases are then listed in Article L1242-2, which notably allows a fixed-term contract for replacing an absent employee, a temporary increase in activity, or seasonal work.
A student can therefore be recruited on a fixed-term contract, but only if the employer falls within one of these legal grounds.
What salary for a student fixed-term contract?
The salary for a student fixed-term contract depends on the position, the number of hours specified in the contract, and the employee’s age. A student must receive at least the minimum wage (SMIC) or the salary set by the collective agreement if it is more favorable. Being a student does not allow an employer to pay below the legal minimum.
A reduction of the minimum wage may apply to minor employees. This reduction depends on the student’s age and no longer applies if they have at least six months of professional experience in the sector.
Before age 16, work is generally prohibited. However, it is possible from age 14 during school holidays, under certain conditions and with approval from the labor inspectorate. In this case, the minimum remuneration generally corresponds to 80% of the minimum wage, as for employees under 17. This therefore concerns 14- and 15-year-olds working during holidays.
Between 16 and 17 years old, the minimum salary may also be set at 80% of the minimum wage. Between 17 and 18 years old, the minimum remuneration may be set at 90% of the minimum wage. From age 18, the student must be paid at least the full minimum wage.
The final amount then depends on the working time set in the student fixed-term contract. A part-time contract will result in pay proportional to the hours worked, while a full-time contract will be paid on a full-time basis.
Example calculation for a student fixed-term contract at ages 16 and 17
Let’s take a student fixed-term contract of 20 hours per week with a gross hourly minimum wage of €12.02.
For a 16-year-old student, the pay may be set at 80% of the minimum wage:
€12.02 × 80% = €9.61 gross per hour
€9.61 × 20 hours × 4.33 weeks = approximately €832.23 gross per month
For a 17-year-old student, the pay may be set at 90% of the minimum wage:
€12.02 × 90% = €10.82 gross per hour
€10.82 × 20 hours × 4.33 weeks = approximately €937.01 gross per month
The difference between ages 16 and 17 is therefore linked to the minimum wage reduction, which decreases from 20% to 10%.
What are the advantages of a student fixed-term contract?
A student fixed-term contract first allows work over a defined period. For a student, this is often easier to manage than a long-term commitment. The contract has an end date set from the start, making it easier to plan and adjust schedules around classes, exams, or internships.
Another advantage is that this type of contract is often used for temporary needs. It may therefore be offered during school holidays, summer, or for just a few weeks. This allows students to earn income without necessarily working all year, which is more compatible with academic schedules.
A student fixed-term contract can also be a first professional experience. Even for a short period, it allows students to discover a work environment, learn organization, and start building their CV. These assignments can then make it easier to access other jobs, sometimes within the same company.
Finally, the student fixed-term contract remains a standard employment contract. The student therefore benefits from regulated pay, a written contract, and the rights associated with employee status. It is a simple solution for working occasionally while continuing studies.
How many hours can a student work on a fixed-term contract?
A student on a fixed-term contract can work part-time or full-time, depending on the proposed contract and personal organization. In most cases, student fixed-term contracts are part-time to make it easier to balance work and studies. Working hours may then be scheduled in the evening, on weekends, or during periods without classes.
When the fixed-term contract during school holidays is concluded during a period when the student is fully available, it may instead be offered full-time. The student is then subject to the same rules as other employees, with a legal working time set at 35 hours per week, unless specific provisions are set by the company or collective agreement.
In all cases, working time must remain compatible with the regulations applicable to employees, particularly regarding maximum daily and weekly working time. The contract must also specify the number of hours per week, especially for part-time fixed-term contracts.
Is the end-of-contract bonus paid for a student fixed-term contract?
At the end of a fixed-term contract, an end-of-contract bonus is normally paid to the employee. It usually corresponds to 10% of the total gross salary received during the contract. The student fixed-term contract follows the same rule, with one important exception.
When the fixed-term contract is concluded during school or university holidays, the end-of-contract bonus, also called the precariousness bonus, is not due. This is a common situation, particularly for summer jobs or temporary reinforcements during holiday periods.
However, if the student works on a fixed-term contract during the academic year, the bonus may be paid under the usual conditions. Everything therefore depends on the contract period and the context in which it is signed.
How to end a student fixed-term contract?
A student fixed-term contract normally ends on the date specified in the contract. Unlike a permanent contract, it cannot be terminated freely before its end. The principle is simple: the contract must run until its scheduled end.
There are, however, a few exceptions. The student can terminate the fixed-term contract if they find a permanent contract. In this case, they must respect a notice period depending on the time already worked. Termination can also be decided by mutual agreement between the employer and the student.
Finally, the student fixed-term contract may be terminated early in cases of serious misconduct, force majeure, or incapacity declared by the occupational health physician. Outside of these situations, the contract must continue until the scheduled end date.
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