Fixed-Term Contract Renewal: duration, extensions and rules in 2025
04 December 2025 · 5 min reading time
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See job offersThe renewal of a fixed-term contract (CDD) is a topic that raises many questions, both for employees and employers. Who can request the renewal, how is the duration calculated, what rules are set by the Labour Code, and under what conditions an amendment must be signed to avoid any risk of reclassification? A simple oversight regarding deadlines, a misunderstanding of the reason for the contract or a drafting error can be enough to turn a temporary contract into a permanent one.
In 2025, the legal framework surrounding CDDs remains particularly strict. Each renewal must respect the temporary nature of the mission, the maximum duration of the CDD, the provisions of the applicable collective agreement, as well as all obligations set by the legislator. The objective is to secure the employment relationship, avoid misuse and ensure that the renewal is based on a genuinely temporary need.
What is a fixed-term contract (CDD) renewal?
The renewal of a CDD corresponds to the extension of an employment contract already in progress, without interruption between the initially planned end date and the new period decided by the employer and accepted by the employee. Unlike a new CDD, this does not mean starting from scratch: the same legal framework, the same job position, the same reason for hiring and above all the same type of contract are maintained.
In practice, the renewal takes the form of a written amendment, dated and signed before the end of the initial contract. This amendment specifies the end date, the new duration of the contract and any possible modification of the contract, such as a change in working hours or the organisation of work. Without this amendment, the relationship automatically becomes a permanent contract according to the Labour Code.
The renewal is governed by several rules intended to prevent misuse: compliance with the reason for hiring, with the maximum duration of the CDD, with the collective agreement and with the temporary nature of the CDD. Each element plays an essential role in determining whether a renewal is compliant or likely to be considered abusive.
Legal conditions for renewing a CDD
The renewal of a CDD is subject to precise rules laid down by the Labour Code. The law states that a fixed-term contract may only be renewed if its reason remains valid, if the new duration respects the imposed limits and if the employer correctly follows the procedures. This is crucial, as the slightest mistake can lead to automatic reclassification into a permanent contract.
To be valid, the renewal must preserve the temporary nature of the CDD, correspond to a real situation within the company and comply with the applicable collective agreement. The law prevents a single job from being occupied for too long through a succession of CDDs, except in special cases.
In this section, we will examine what the regulation provides regarding the duration of the contract, the possible number of renewals, authorised uses and situations where a refusal may be legitimate for either the employee or the employer.
Maximum number of renewals
In France, a fixed-term contract cannot be extended indefinitely. The general rule set by the Labour Code is simple: a CDD may only be renewed twice. This means that a single job cannot be filled indefinitely through successive CDDs, except in cases explicitly provided for by law or by a collective agreement.
Even if this limit may seem restrictive for the employer, it serves an essential purpose: ensuring that the temporary nature of the contract is respected. When this limit is reached, the company must either let the CDD end or consider a permanent contract if the need becomes long-term.
However, there are specific cases where the rule may vary. Some sectors with strong seasonality or long assignments have a specific agreement allowing only one renewal or, conversely, more than two. Before proposing a new CDD or an extension, the employer must therefore check the exact provisions applicable to their sector.
In practice, this renewal cap helps manage unforeseen events, the time required for a replacement, or the completion of a project. But it also protects the employee from excessive or abusive renewals while framing the employer’s options.
Formalities and amendment: what the employer must absolutely do
The renewal of a fixed-term contract can never be improvised. When the employer wishes to extend a CDD, strict rules must be followed. The most important concerns the amendment. To be valid, the amendment must be sent and signed before the initial end date. If this deadline is not respected, even by a few hours, the employment relationship automatically becomes a permanent contract under the Labour Code.
The amendment must specify several essential elements: the new end date, the renewed duration and any possible modification of the contract (working hours, work organisation, changes in duties or remuneration). This document must faithfully reflect the reality of the job and the reason for the renewal, in order to demonstrate its temporary nature.
To avoid any dispute, the employer must provide the amendment in writing, whether handed in personally, sent by mail or via online services that allow tracking of the transmission. Verbal validation has no legal value. In case of a dispute, it is up to the employer to prove that the procedures and deadlines have been respected.
An employee may always refuse the renewal. As long as the amendment has not been signed, the employee remains free not to accept the extension, and this decision can never be considered abusive or wrongful. Conversely, if the amendment is signed too late or poorly drafted, the employer risks reclassification into a permanent contract, salary corrections and other consequences provided by labour law.
In summary, the amendment is the core element of a CDD renewal. It secures both parties, formalises the renewal terms, frames the duration and prevents the most common errors, particularly those related to deadlines and compliance with the collective agreement.
Risks in case of non-compliance with CDD renewal rules
When renewal rules are not followed, the consequences can be significant for the employer. The Labour Code strictly regulates how a fixed-term contract must be extended, and any mistake, even unintentional, can directly affect the employment relationship.
The main risk is the reclassification of the CDD into a permanent contract. Reclassification occurs when an amendment is sent or signed after the end date, when the cumulative duration exceeds the maximum authorised duration, when the reason no longer justifies the renewal or when the notice or waiting period has not been respected. In such cases, judges consider that the temporary nature of the contract is no longer guaranteed.
For the employee, reclassification carries no penalty. On the contrary, it usually grants stronger protection. For the employer, however, the consequences can be considerable: payment of compensation of at least one month’s salary, salary adjustments or recognition of termination according to permanent contract rules. In case of dispute, labour courts rely on legal texts, the collective agreement and the reality of the job.
Some cases are more sensitive than others. When the CDD was concluded for a replacement, when multiple CDDs have been used for the same job or when the situation reveals an abusive use of temporary contracts, judges are particularly vigilant. Consistency between the mission and the stated reason is then essential.
Understanding these risks helps anticipate and avoid conflictual situations. A simple procedural error, a misunderstanding of the rules or negligence in deadline management may be enough to turn a legitimate renewal into an automatic reclassification.
Special cases and exceptions to CDD renewal
While CDD renewals follow a strict framework, some situations benefit from more flexible rules. These exceptions account for real-world constraints, sector-specific needs or the nature of the reason behind the contract. They allow the employer to adjust the duration of the contract without violating the Labour Code, while preserving the temporary nature of the assignment.
Seasonal CDD
In seasonal activities, the usual rules do not apply. A seasonal CDD may be renewed freely, with no limit on the number of renewals, as long as the assignment remains linked to a seasonal period. The total duration is not capped, and no waiting period is required between two seasonal CDDs. This reflects the repetitive nature of seasonal activity, meaning the renewal is never considered abusive.
Replacement CDD
When a CDD is concluded to replace an absent employee, the rule is simple: renewal is possible as long as the replaced employee has not returned to their position. The end date therefore depends directly on the return of the absent employee. In this case, the maximum duration does not apply, since the renewal must correspond to the length of the absence.
CDD with a defined purpose
Reserved for certain profiles and specific missions, this type of contract may last up to 36 months. Its renewal is authorised when provided by the collective agreement. It is used for projects whose end can be difficult to anticipate. As long as the objectives have not been reached, a renewal or extension may be justified.
Exceptional orders and special situations
Certain circumstances allow the employer to use a new CDD or renew an existing one: exceptional export orders, urgent safety-related work or unforeseeable needs provided for by the Labour Code. In these cases, the reason must be precise and justified. If the employer can demonstrate that the need is not long-term, the renewal is fully compliant with the regulations.
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