The written contract • CCN 3239

The contract that opens the relationship

A home employment contract is written, signed by both parties, and says what the pay, the hours and the place of work are. Here is what each side of the convention requires it to carry.

Last updated 20 September 2026AdminLanding Editorial

What the contract must carry

The two socles of CCN 3239 require the same written contract, with the mentions each job needs. The convention is what fills the gaps a private agreement leaves — not the other way round.

Required mentions
Employee	Article	Mentions the contract carries
Salarié du particulier employeur	CCN art. 41-1	Identity of both parties, employer number, date of hire, job and its level in the grid, place of work, weekly hours or the planning, hourly rate and payment day, paid leave, trial period where provided.
Assistant maternel	CCN art. 90-1	The same, plus what belongs to the reception of the child: the child concerned, the care mode and the weeks of reception, the maintenance and meal allowances, the transport of the child where it is agreed, and the agrément of the assistant maternel.

Identity numbers written on a contract — a social-security number, an agrément reference, a child's name — belong on the printed document and nowhere else. AdminLanding prints them and keeps none of them.

The trial period

Trial period by regime
Employee	Duration	Article
Salarié du particulier employeur	1 month, renewable once after written notice to the employee	CCN art. 131.1
Assistant maternel — 1 to 3 days of reception a week	3 months at most, not renewable	CCN art. 95.1
Assistant maternel — 4 days or more	2 months at most, not renewable	CCN art. 95.1
Another child of the same family	30 calendar days at most when the older contract has passed its trial	CCN art. 95.1

A trial period is never presumed (art. 44.1.1): with nothing written, there is none. An assistant maternel's contract may also provide an adaptation period inside the trial, whose days are written in the contract.

Changing the contract later

A pay rise, new hours, a new place of work or a new care mode are changes to what both parties agreed, so they are written and signed by both: an avenant. The Code civil is explicit — the parties are held to their agreement (art. 1103) and to what it contains (art. 1193).

On AdminLanding a change is proposed on the shared record, answered by the other party, and only then written into the terms — with the amendment printed from the change that was actually accepted, so the paper and the record say the same thing.

The rest of the relationship

The same relationship, from the contract to its end — each page states the rule with its article.

Frequently Asked Questions

Required mentions, trial period, siblings and amendments.

Q.Is a written contract compulsory?

Yes. The convention requires a written contract, signed by both parties, for a salarié du particulier employeur (CCN art. 41-1) as for an assistant maternel (art. 90-1). It is what fixes the pay, the hours and the place of work — the three things a dispute turns on.

Q.How long may the trial period last?

It is never presumed: it exists only if the contract provides it (CCN art. 44.1.1). For a home employee it is one month, renewable once after telling the employee in writing (art. 131.1). For an assistant maternel it is at most 3 months for 1 to 3 days of reception a week, 2 months for 4 days or more, and it is not renewable (art. 95.1).

Q.How does the trial period end?

CCN art. 44-1-3: during the trial period either party ends the contract in writing, at any time, with no délai de prévenance and no motif to state. The written notice is dated and handed over against signature or sent by registered letter.

Q.A second child with the same assistant maternel — one contract or two?

Two. CCN art. 90.1 requires a contract for each child received, and a sibling's contract is legally distinct. What carries over is the seniority — counted from the oldest contract still running — and, when the older contract has already passed its trial, a trial capped at 30 calendar days (art. 95.1).

Q.How is the contract changed later?

By an amendment (avenant) accepted by both parties: the Code civil binds the parties to what they agreed (art. 1103) and to its content (art. 1193), so a pay rise, a change of hours or a new place of work is written, dated and signed on both sides rather than applied unilaterally.

Q.Does the Code du travail apply to a particulier employeur?

Only through the closed list of art. L.7221-2. Outside that list, the rules of the relationship are those of the convention collective IDCC 3239 — which is why the dismissal procedure, the notice periods and the indemnities on this site are always cited from the convention and not from the Code du travail.

Q.Who pays for the documents?

The employer's Home Employment Pack (€29) covers both parties: the invited employee generates their own documents from the same pack and pays nothing. Recording the relationship, the invitation, the hours of every month, the confirmations and the reminders are free for everyone.

Q.Can the employee use it alone?

Yes, in one case: the employee who ends the relationship themselves. The Employee pack (€9) then opens the employee-side documents — resignation, request to waive the notice, request for the end-of-contract documents, reservations on the settlement receipt, end of the trial period. Everything else is the employer's doing, and the employee is never asked to pay for it.

Q.Does the platform keep what is typed on a document?

No. What a party types for a document — a social-security number, a child's first name, an agrément reference, the facts of a letter — is printed on the PDF and kept nowhere. The shared record holds the terms of the relationship, its dates and its figures, visible identically to both parties, and nothing else.

Q.Does AdminLanding declare to URSSAF in my place?

No. The declaration is made by the employer on cesu.urssaf.fr or pajemploi.urssaf.fr. AdminLanding never connects to those accounts: it keeps the month both parties agree on, and reminds them before the deadline.

Q.Is any of this legal advice?

No. These pages state the published rules of the convention collective IDCC 3239 and of the Code du travail, each with its article, so that both parties apply them. They do not assess a situation, and they are not a substitute for the official sources or a qualified professional.

Sources

Convention collective nationale des particuliers employeurs et de l'emploi à domicile (IDCC 3239) — consolidated text on Légifrance: socle commun, socle spécifique « salarié du particulier employeur » (art. 161 to 163) and socle spécifique « assistant maternel » (art. 119 to 121).
Avenant n° 10 du 5 février 2026 — arrêté d'extension du 4 mai 2026 (JO n° 0108, 8 mai 2026) — minimum wages of annexes 5 (assistant maternel) and 6 (salarié du particulier employeur), applicable from 1 June 2026.
code.travail.gouv.fr — Code du travail numérique (Ministère du Travail): contribution pages for IDCC 3239 and the Code du travail articles cited on this page (L.1234-19, L.1234-20, R.1234-9, L.3141-28, L.1237-13, L.1237-14).
cesu.urssaf.fr / pajemploi.urssaf.fr — URSSAF services through which the particulier employeur declares pay and produces the end-of-contract documents.

Rules verified on 26/08/2026 on Légifrance and code.travail.gouv.fr (CCN 3239 articles read: 162.4.1, 162.6, 163.1, 63.2.1, 119.1, 120, 121.1, 44-1-3, 64-2, avenant n° 10 annexes 5/6). Page published 24/08/2026, last updated 27/08/2026.

Important: AdminLanding is a technology platform, not a law firm. We do not practice law, provide legal advice, or act as lawyers (avocats), notaries (notaires), bailiffs (commissaires de justice), or any regulated legal professional as defined by French Law No. 71-1130 of December 31, 1971. This page states the published rules of the convention collective and the Code du travail, for information purposes only — it does not constitute personalized legal advice. Verify your situation with the official sources (code.travail.gouv.fr, Légifrance) or a qualified professional before acting.

Which procedure applies: for a particulier employeur, the dismissal procedure of the convention collective IDCC 3239 applies instead of the Code du travail procedure (CCN art. 161.1.1: the rules are those of the convention; art. 161.1.1.1: entretien préalable from the 4th jour ouvrable counted from the day after the first presentation of the convocation, then notification by registered letter from the 4th to the 30th jour ouvrable counted from the day after the entretien). The Code du travail reaches this sector only through the closed list of art. L.7221-2, which does not include the L.1232-2 procedure.

Calculate the dates and the amounts — free

Notice end date, end-of-contract indemnity, paid-leave indemnity and the documents hand-over calendar, computed from the rules of the convention collective IDCC 3239 for both parties. No account needed for the calculation.

Open the end-of-contract calculator

Save the dates to your account — reminders for the notice end, the documents hand-over and the settlement window (free). Documents: €29 pack for this relationship, both parties (€9 for an employee alone).

Documents for both parties — €29 per end of contract

The Home Employment Pack covers one relationship and its 13 documents — 3 written by the employer, 4 by the employee, 1 by either party, 5 naming both — issued in French with an English companion page and placed in the Vault of both parties. The employer's pack covers the invited employee, who pays nothing; an employee whose employer is not on the platform takes the €9 Employee pack for their own documents.

Electronic signature optional — €1.50 per signer, credits shared across all your documents (Rental and Home employment). The calculator, the shared calendar, the reminders and the invitation stay free.