Sign an employment contract (permanent or fixed-term) online
Employment contract between an employer and an employee, signed electronically with the same legal value as a paper contract. Compliant with article L1221-1 of the Labor Code (contract formation), article L1242-12 (written fixed-term contract required, transmitted within 2 days), eIDAS regulation — advanced signature recommended, archiving 50 years (contract duration + statutory limitation periods).
- Legal framework
- L1221-1 + L1242-12 Labor Code
- Signature level
- AES eIDAS recommended
- Legal archiving
- 10 years included
What is a dematerialized employment contract?
An employment contract is the act by which an employer and employee formalize their working relationship. For permanent contracts (CDI), no written document is mandatory under French law (art. L1221-1 Labor Code), but practice requires one for evidentiary and conventional reasons. For fixed-term contracts (CDD) (art. L1242-12), a written document is mandatory on penalty of reclassification as permanent; it must be transmitted to the employee no later than 2 working days from hiring (art. L1242-13). Advanced electronic signature + qualified timestamp allow strict compliance with this deadline and avoid the reclassification risk — a major risk in case of labor court disputes.
Why sign electronically?
2-day fixed-term contract deadline met to the second
Article L1242-13 requires transmission of the fixed-term contract to the employee within 2 working days on penalty of reclassification as permanent. Certyneo precisely timestamps the sending (and signature) with qualified timestamp — enforceable before the labor court.
Accelerated onboarding — start the same day
No need to wait for postal delivery of the signed paper contract. The employee signs from their phone and can start immediately, with direct access to their digital vault for all their HR documents (contract, amendments, pay slips).
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The employment contract must be kept for the entire duration of employment + 5 years after termination (art. L1471-1 Labor Code). In practice 50 years to cover pension career reconstruction. Certyneo automatically archives the contract + eIDAS audit trail for this duration.
Audit trail enforceable before the labor court
Each contract is delivered with a proof PDF: employee identity verified by SMS OTP, qualified timestamp, SHA-256 hash, IP. Enforceable before the labor court in case of dispute over hiring date, contract type, or clauses.
4-step procedure
From preparation to legal archiving, in less than 5 minutes.
1. Prepare the contract
Upload your permanent or fixed-term contract template (mandatory information: identity of parties, hiring date, position, work location, working hours, compensation, collective agreement, trial period, reason and end date of fixed-term contract).
2. Add signatories
Employer + employee. If guarantor (apprentice, minor), add legal representative. Each receives a personalized secure link via email with SMS OTP.
3. Choose the eIDAS level
Advanced signature (AES) recommended: identity verification by SMS OTP, unique certificate per signatory, qualified timestamp. Compliant with article 26 of eIDAS regulation and enforceable before the labor court.
4. Immediate onboarding
The finalized contract + audit trail are automatically archived for 50 years in the digital vault of the employee and employer. Onboarding can start immediately.
Frequently asked questions
- Can an employment contract be signed electronically?
- Yes, without restriction. No provision of the Labor Code requires handwritten signature. Article 1366 of the Civil Code grants electronic documents the same probative force as paper documents. Certyneo''s advanced signature (AES) meets evidentiary requirements in case of labor court dispute.
- Is the 2-day fixed-term contract deadline truly met with electronic signature?
- Yes, with greater precision than paper. Certyneo precisely timestamps transmission of the contract to the employee (qualified timestamp under eIDAS). The 2-day deadline runs from the effective hiring date; electronic signature allows transmission on the same day, or even before the start date.
- What happens in case of dispute over the hiring date?
- The Certyneo audit trail proves the exact signature date with qualified timestamp — enforceable before the labor court. No more debate over a "backdated contract" or "never received": the technical proof is irrefutable.
- What signature level for an employment contract?
- Advanced signature (AES) recommended. It provides presumption of reliability (art. 1367 Civil Code) and satisfies evidentiary requirements. Simple electronic signature is undersized given the labor law stakes; qualified signature is oversized.
- How long must an employment contract be kept?
- Five-year limitation period under the Labor Code (art. L1471-1), extended to 5 years after termination for most claims. In practice, keep for 50 years to cover pension career reconstruction. Certyneo automatically archives the contract + audit trail for this duration.
- Can an amendment be signed electronically?
- Yes — amendments to the employment contract (change of position, location, compensation, duration) are signed like the initial contract: advanced signature + qualified timestamp. The amendment is archived with the contract in the same employee file.
- Must the contract be in two copies?
- Article L1242-12 requires a written copy transmitted to the employee for fixed-term contracts. With electronic signature, this requirement is satisfied by making the signed PDF available in the employee''s digital vault + sending the PDF by email. No need for two paper copies.
- Is the electronically signed contract enforceable before the labor court?
- Yes — labor court case law unanimously recognizes eIDAS-compliant electronic signature. The presumption of reliability under art. 1367 Civil Code makes advanced signature (AES) enforceable without further demonstration, provided the audit trail is produced.
Also read
Sign your first employment contract online
Permanent free plan (5 envelopes/month), no credit card. Compliant with Labor Code and eIDAS. Audit trail and 50-year archiving included.