no specialty except the ability to explain french law terms into something you can understand .

It is necessary in France to provide a written contract of employment to all staff of whatever grade or level.

In the event that there is no written agreement, then a contract of employment is nevertheless held to exist and the employee will systematically benefit from the maximum protection provided for by the law.

The contract of employment must be in French, even where both employer and employee use the same language which is not French.

There is no restriction on providing a translation or a bilingual version of the agreement to the employee, but the French version will always prevail before the Courts and vis-à-vis the French Employment Inspection Authorities.

Contracts of employment are virtually always for an indefinite term and specific agreements for short limited term employment are tightly regulated, for example it is possible to offer a limited term agreement to a person replacing another employee on maternity leave, or for instance to employees taken on for a particular seasonal sales period.

However, limited term agreements may not be renewed more than once otherwise they will be held to become indefinite term agreements.