{"id":1175,"date":"2014-11-21T14:56:51","date_gmt":"2014-11-21T13:56:51","guid":{"rendered":"http:\/\/www.legalife.fr\/blog\/?p=1175"},"modified":"2017-02-23T15:50:21","modified_gmt":"2017-02-23T14:50:21","slug":"interdictions-de-recours-au-cdd","status":"publish","type":"post","link":"https:\/\/www.legalife.fr\/guides-juridiques\/interdictions-de-recours-au-cdd\/","title":{"rendered":"Interdictions de recours au CDD (contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e)"},"content":{"rendered":"<p class=\"p1\" style=\"text-align: justify;\"><span class=\"s1\"><span class=\"mks_dropcap\" style=\"font-size: 52px; color: #ffffff; background-color: #0db0d2;\">V<\/span><\/span>ous souhaitez embaucher un nouveau salari\u00e9 ? Dans certains cas, la loi vous autorise \u00e0 avoir recours <a title=\"au CDD\" href=\"https:\/\/www.legalife.fr\/blog\/recours-au-contrat-travail-duree-determinee-cdd\/\">au contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/a>.<\/p>\n<p class=\"p1\" style=\"text-align: justify;\">Le <a title=\"G\u00e9n\u00e9rez votre CDI gr\u00e2ce \u00e0 LegaLife !\" href=\"https:\/\/www.legalife.fr\/document\/contrat-de-travail-a-duree-indeterminee\">contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e<\/a>\u00a0(CDI) fait office de contrat de droit commun. L\u2019utilisation du CDD dans une situation non pr\u00e9vue par la loi s\u2019accompagne donc de sanctions, qui peuvent \u00eatre tr\u00e8s lourdes pour l\u2019employeur.<\/p>\n<p style=\"text-align: justify;\">Nous allons ainsi \u00e9voquer les cas o\u00f9 il est express\u00e9ment interdit d&#8217;avoir <a title=\"Les cas de recours au CDD\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/le-recours-au-contrat-de-travail-a-duree-determinee\">recours \u00e0 un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e (CDD)<\/a>.<\/p>\n<div id=\"toc_container\" class=\"no_bullets\"><p class=\"toc_title\">Table des mati&egrave;res<\/p><ul class=\"toc_list\"><li><a href=\"#Les_interdictions_de_recours_au_CDD_prevues_par_le_Code_du_travail\"><span class=\"toc_number toc_depth_1\">1<\/span> Les interdictions de recours au CDD pr\u00e9vues par le Code du travail<\/a><\/li><li><a href=\"#Les_sanctions\"><span class=\"toc_number toc_depth_1\">2<\/span> Les sanctions<\/a><\/li><li><a href=\"#Textes_fondamentaux\"><span class=\"toc_number toc_depth_1\">3<\/span> Textes fondamentaux<\/a><\/li><\/ul><\/div>\n<h2 style=\"text-align: justify;\"><span id=\"Les_interdictions_de_recours_au_CDD_prevues_par_le_Code_du_travail\">Les interdictions de recours au CDD pr\u00e9vues par le Code du travail<\/span><\/h2>\n<p style=\"text-align: justify;\">Tout d\u2019abord, et il s\u2019agit de l\u2019interdiction la plus g\u00e9n\u00e9rale. L\u2019article L.1242-1 du Code du travail interdit le recours au CDD pour pourvoir \u00e0 tout emploi li\u00e9 \u00e0 l\u2019activit\u00e9 normale et permanente de l\u2019entreprise de fa\u00e7on durable, qui pourrait \u00eatre assur\u00e9 par un salari\u00e9 en <a title=\"G\u00e9n\u00e9rez votre CDI gr\u00e2ce \u00e0 LegaLife !\" href=\"https:\/\/www.legalife.fr\/document\/contrat-de-travail-a-duree-indeterminee\">contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e<\/a>.<\/p>\n<p>Le contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e est permis pour le remplacement d\u2019un salari\u00e9 absent. Mais il n\u2019en va pas de m\u00eame pour un salari\u00e9 gr\u00e9viste. La loi interdit de fa\u00e7on expresse le remplacement d\u2019un salari\u00e9 gr\u00e9viste par un autre salari\u00e9 par le biais d\u2019un CDD. Cela ferait en effet \u00e9chec \u00e0 l&#8217;utilit\u00e9 de la gr\u00e8ve.<img loading=\"lazy\" class=\"alignright wp-image-8323 \" src=\"https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23154835\/CDD-2-150x150.jpg\" alt=\"Interdiction de recours au CDD\" width=\"242\" height=\"242\" \/><\/p>\n<p style=\"text-align: justify;\">Ensuite, selon l\u2019article L.4154-1 du Code du travail, il est \u00e9galement interdit d\u2019embaucher un salari\u00e9 avec un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e s\u2019il s\u2019agit de r\u00e9aliser des travaux consid\u00e9r\u00e9s comme particuli\u00e8rement dangereux. La liste de travaux consid\u00e9r\u00e9s comme dangereux est fix\u00e9e par d\u00e9cret. Elle peut se retrouver \u00e0 l\u2019article D.4154-1 du Code du travail.<\/p>\n<p style=\"text-align: justify;\">Une autre interdiction concerne l\u2019entreprise ayant licenci\u00e9 des salari\u00e9s pour motif \u00e9conomique. Une entreprise ne peut pas, pendant six mois, proc\u00e9der \u00e0 une embauche par CDD ou \u00e0 une embauche temporaire en raison d\u2019un accroissement d\u2019activit\u00e9 temporaire de l\u2019entreprise. Cette interdiction concerne les postes vis\u00e9s par le licenciement \u00e9conomique, dans le cas o\u00f9 l\u2019entreprise devrait embaucher un salari\u00e9 en CDD pour une dur\u00e9e de plus de trois mois pour la r\u00e9alisation d\u2019une t\u00e2che ponctuelle et temporaire au sens de l\u2019article L.1242-2 du Code du travail.<\/p>\n<p style=\"text-align: justify;\">Nous sous-entendons donc que l\u2019embauche en CDD d\u2019un salari\u00e9 suite au licenciement \u00e9conomique est permise \u00e0 condition que la dur\u00e9e n\u2019exc\u00e8de pas trois mois et qu\u2019il ne soit pas renouvelable.<\/p>\n<p style=\"text-align: justify;\">En outre, cette interdiction ne s\u2019applique pas lorsque l\u2019entreprise re\u00e7oit une commande exceptionnelle \u00e0 l\u2019exportation. Le <a title=\"G\u00e9n\u00e9rez votre CDD gr\u00e2ce \u00e0 LegaLife !\" href=\"https:\/\/www.legalife.fr\/document\/contrat-de-travail-a-duree-determinee\">contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/a> est alors conclu afin de r\u00e9pondre aux cons\u00e9quences engendr\u00e9es par la commande.<\/p>\n<p style=\"text-align: justify;\"><a class=\"mks_button mks_button_large squared\" href=\"https:\/\/www.legalife.fr\/modele\/contrat-de-travail-cdd\/\" target=\"_self\" style=\"color: #FFFFFF; background-color: #ff7e00\" ><i class=\"fa fa-angle-right\"><\/i><b>Cr\u00e9er un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/b><\/a>\n<h2 style=\"text-align: justify;\"><span id=\"Les_sanctions\">Les sanctions<\/span><\/h2>\n<p style=\"text-align: justify;\">En cas de qualification erron\u00e9e d\u2019un contrat en CDD, la sanction est double.<\/p>\n<p style=\"text-align: justify;\">Devant une juridiction civile, le contrat sera requalifi\u00e9 en CDI. Sur le plan p\u00e9nal, l\u2019employeur encourt une amende et des peines plus lourdes en cas de r\u00e9cidive.<\/p>\n<p style=\"text-align: justify;\">Selon les articles L.1248-1 \u00e0 L.1248-11, la sanction p\u00e9nale de la m\u00e9connaissance des interdictions s\u2019\u00e9l\u00e8ve \u00e0 3750 euros. Ce montant est port\u00e9 \u00e0 7500 euros en cas de r\u00e9cidive, avec six mois d\u2019emprisonnement.<\/p>\n<p style=\"text-align: justify;\">Cependant, en ce qui concerne l\u2019embauche en CDD d\u2019un salari\u00e9 \u00e0 un poste ayant \u00e9t\u00e9 supprim\u00e9 suite \u00e0 un licenciement \u00e9conomique, la sanction p\u00e9nale est encourue tandis que la requalification du contrat est \u00e9cart\u00e9e.<\/p>\n<p class=\"p1\" style=\"text-align: justify;\"><a href=\"https:\/\/www.legalife.fr\/consulter-un-avocat\"><img loading=\"lazy\" class=\"wp-image-8317 alignnone\" src=\"https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23131001\/Copy-of-Gratuit-300x176.png\" alt=\"Interdictions de recours au CDD\" width=\"753\" height=\"442\" srcset=\"https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23131001\/Copy-of-Gratuit-300x176.png 300w, https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23131001\/Copy-of-Gratuit-768x450.png 768w, https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23131001\/Copy-of-Gratuit-1024x600.png 1024w, https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23131001\/Copy-of-Gratuit-810x475.png 810w, https:\/\/d1mxkq1wocxjoy.cloudfront.net\/guides-uploads\/2014\/11\/23131001\/Copy-of-Gratuit-1140x668.png 1140w\" sizes=\"(max-width: 753px) 100vw, 753px\" \/><\/a><\/p>\n<h2 style=\"text-align: justify;\"><span id=\"Textes_fondamentaux\">Textes fondamentaux<\/span><\/h2>\n<p style=\"text-align: justify;\">Article du Code du travail :<\/p>\n<ul style=\"text-align: justify;\">\n<li>L.1242-1 d\u00e9taillant l\u2019interdiction de faire recours au contrat \u00e0 dur\u00e9e pour pourvoir durablement un emploi li\u00e9 \u00e0 l\u2019activit\u00e9 normale et permanente de l\u2019entreprise ;<\/li>\n<\/ul>\n<ul style=\"text-align: justify;\">\n<li>L.1242-5 d\u00e9taillant les interdictions li\u00e9es \u00e0 l\u2019embauche par CDD suite \u00e0 un licenciement \u00e9conomique ;<\/li>\n<\/ul>\n<ul style=\"text-align: justify;\">\n<li>L.1242-6 d\u00e9taillant les autres interdictions g\u00e9n\u00e9rales ;<\/li>\n<\/ul>\n<ul style=\"text-align: justify;\">\n<li>L.4154-1 d\u00e9taillant l\u2019interdiction d\u2019embaucher en CDD des salari\u00e9s pour ex\u00e9cuter des t\u00e2ches particuli\u00e8rement dangereuses ;<\/li>\n<\/ul>\n<ul style=\"text-align: justify;\">\n<li>D.4154-1 listant les activit\u00e9s dangereuses pour lesquelles un employeur ne peut embaucher par CDD ou contrat temporaire ; et<\/li>\n<\/ul>\n<ul>\n<li style=\"text-align: justify;\">L.1248-1 \u00e0 L.1248-11 d\u00e9taillant les sanctions p\u00e9nales relatives \u00e0 la violation des interdictions li\u00e9es au CDD.<\/li>\n<\/ul>\n\n<div class=\"kk-star-ratings\n     kksr-valign-bottom     kksr-align-left    \"\n    data-payload=\"{&quot;align&quot;:&quot;left&quot;,&quot;id&quot;:&quot;1175&quot;,&quot;slug&quot;:&quot;default&quot;,&quot;valign&quot;:&quot;bottom&quot;,&quot;reference&quot;:&quot;auto&quot;,&quot;count&quot;:&quot;6&quot;,&quot;readonly&quot;:&quot;&quot;,&quot;score&quot;:&quot;5&quot;,&quot;best&quot;:&quot;5&quot;,&quot;gap&quot;:&quot;5&quot;,&quot;greet&quot;:&quot;Rate this post&quot;,&quot;legend&quot;:&quot;5\\\/5 - (6 votes)&quot;,&quot;size&quot;:&quot;24&quot;,&quot;width&quot;:&quot;142.5&quot;,&quot;_legend&quot;:&quot;{score}\\\/{best} - ({count} {votes})&quot;}\">\n    \n<div class=\"kksr-stars\">\n    \n<div class=\"kksr-stars-inactive\">\n            <div class=\"kksr-star\" data-star=\"1\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"2\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"3\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"4\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"5\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n    \n<div class=\"kksr-stars-active\" style=\"width: 142.5px;\">\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n<\/div>\n    \n<div class=\"kksr-legend\">\n            5\/5 - (6 votes)    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>ous souhaitez embaucher un nouveau salari\u00e9 ? Dans certains cas, la loi vous autorise \u00e0 avoir recours au contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e. Le contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e\u00a0(CDI) fait office de contrat de droit commun. L\u2019utilisation du CDD dans une situation non pr\u00e9vue par la loi s\u2019accompagne donc de sanctions, qui peuvent [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":1181,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[404],"tags":[63,88,64],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Les interdictions de recours au CDD (contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e)<\/title>\n<meta name=\"description\" content=\"Le CDI est le contrat de travail de droit commun. 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