{"id":739,"date":"2014-06-25T18:04:17","date_gmt":"2014-06-25T17:04:17","guid":{"rendered":"http:\/\/www.legalife.fr\/blog\/?p=739"},"modified":"2019-10-07T17:32:26","modified_gmt":"2019-10-07T16:32:26","slug":"contrat-de-travail-a-duree-determinee","status":"publish","type":"post","link":"https:\/\/www.legalife.fr\/guides-juridiques\/contrat-de-travail-a-duree-determinee\/","title":{"rendered":"Le contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e (CDD)"},"content":{"rendered":"<p>La pratique du <a title=\"G\u00e9n\u00e9rez votre CDD sur LegaLife !\" href=\"https:\/\/www.legalife.fr\/document\/contrat-de-travail-a-duree-determinee\">contrat de travail \u00e0\u00a0dur\u00e9e d\u00e9termin\u00e9e<\/a> est ancienne et s\u2019est fortement d\u00e9velopp\u00e9e. Des textes successifs sont intervenus, soit pour en limiter l\u2019utilisation en raison d\u2019abus, soit au contraire, pour \u00e9largir <a title=\"Le recours au CDD sur LegaLife\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/le-recours-au-contrat-de-travail-a-duree-determinee\"> les cas de recours possibles<\/a>. Les contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e sont actuellement r\u00e9glement\u00e9s par les articles L.1242-1 \u00e0 L.1248-2 du Code du travail.<\/p>\n<a class=\"mks_button mks_button_large squared\" href=\"https:\/\/www.legalife.fr\/document\/contrat-de-travail-a-duree-determinee\" target=\"_self\" style=\"color: #FFFFFF; background-color: #f86b50\" ><i class=\"fa fa-angle-right\"><\/i>Cr\u00e9er un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/a>\n<h2 style=\"text-align: justify;\"><\/h2>\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=\"#Le_remplacement_dun_salarie\"><span class=\"toc_number toc_depth_1\">1<\/span> Le remplacement d\u2019un salari\u00e9<\/a><\/li><li><a href=\"#L8217accroissement_temporaire_dune_activite\"><span class=\"toc_number toc_depth_1\">2<\/span> L&#8217;accroissement temporaire d\u2019une activit\u00e9<\/a><\/li><li><a href=\"#Les_emplois_a_caractere_saisonnier_ou_dusage\"><span class=\"toc_number toc_depth_1\">3<\/span> Les emplois \u00e0 caract\u00e8re saisonnier ou d\u2019usage<\/a><\/li><\/ul><\/div>\n<h2 style=\"text-align: justify;\"><span id=\"Le_remplacement_dun_salarie\">Le remplacement d\u2019un salari\u00e9<\/span><\/h2>\n<p style=\"text-align: justify;\">Un salari\u00e9 embauch\u00e9 en contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e peut remplacer tout salari\u00e9 absent de l\u2019entreprise dans les cas suivants :<\/p>\n<ul>\n<li>remplacement d\u2019un salari\u00e9 absent pour maladie ou pour cong\u00e9s par exemple ;<\/li>\n<li>passage provisoire \u00e0 temps partiel (ex. dans le cadre d\u2019un cong\u00e9 parental \u00e0 temps partiel, etc.) ;<\/li>\n<li>suspension du contrat de travail ;<\/li>\n<li>d\u00e9part d\u00e9finitif d\u2019un salari\u00e9 dont le poste doit \u00eatre supprim\u00e9 (dans cette hypoth\u00e8se, les repr\u00e9sentants du personnel doivent \u00eatre consult\u00e9s) ;<\/li>\n<li>attente de l\u2019entr\u00e9e en service d\u2019un salari\u00e9 sous CDI mais qui n\u2019est pas imm\u00e9diatement disponible ; ou<\/li>\n<li>remplacement d\u2019un chef d\u2019entreprise artisanale, industrielle, commerciale ou agricole ou d\u2019une personne exer\u00e7ant une profession lib\u00e9rale, de son conjoint s\u2019il participe effectivement \u00e0 l\u2019activit\u00e9.<\/li>\n<\/ul>\n<h2 style=\"text-align: justify;\"><span id=\"L8217accroissement_temporaire_dune_activite\">L&#8217;accroissement temporaire d\u2019une activit\u00e9<\/span><\/h2>\n<p style=\"text-align: justify;\">Le surcro\u00eet d\u2019activit\u00e9 ne doit pas \u00eatre durable et ne doit pas s\u2019inscrire dans le cadre de l\u2019activit\u00e9 normale et permanente de l\u2019entreprise (ex. travaux li\u00e9s \u00e0 la s\u00e9curit\u00e9, commande exceptionnelle, t\u00e2che occasionnelle et non durable). N\u2019entrent pas dans ce cadre :<\/p>\n<ul>\n<li>le lancement d\u2019un nouveau produit ;<\/li>\n<li>le surcro\u00eet d\u2019activit\u00e9 entra\u00een\u00e9 par le rachat d\u2019un magasin.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">L\u2019employeur n\u2019a pas l\u2019obligation d\u2019affecter la personne embauch\u00e9e sous contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e\u00a0\u00e0 des t\u00e2ches directement li\u00e9es \u00e0 l\u2019augmentation de l\u2019activit\u00e9.<\/p>\n<h2 style=\"text-align: justify;\"><span id=\"Les_emplois_a_caractere_saisonnier_ou_dusage\">Les emplois \u00e0 caract\u00e8re saisonnier ou d\u2019usage<\/span><\/h2>\n<p style=\"text-align: justify;\"><b><span style=\"text-decoration: underline;\">Emplois saisonniers :<\/span><\/b><br \/>\nIl s\u2019agit de t\u00e2ches \u00ab <em>appel\u00e9es \u00e0 se r\u00e9p\u00e9ter chaque ann\u00e9e \u00e0 des dates \u00e0 peu pr\u00e8s fixes, en fonction du rythme des saisons ou des modes de vie collectifs<\/em> \u00bb (ex. dans l\u2019agriculture, le tourisme, etc.).<\/p>\n<p style=\"text-align: justify;\"><b><span style=\"text-decoration: underline;\">Emplois d\u2019usage :<\/span><\/b><br \/>\nIl s&#8217;agit des emplois pour lesquels il est d\u2019usage constant de ne pas recourir \u00e0 un contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e (CDI). La liste de ces secteurs est fix\u00e9e par d\u00e9cret (ex : h\u00f4tellerie et restauration, sport professionnel, audiovisuel, activit\u00e9 foraines, etc.).<\/p>\n<p style=\"text-align: justify;\">Il a \u00e9t\u00e9 jug\u00e9 que la conclusion de CDD d\u2019usage avec le m\u00eame salari\u00e9 devait \u00eatre justifi\u00e9e \u00ab <em>par des raisons objectives, qui s\u2019entendent de l\u2019existence d\u2019\u00e9l\u00e9ments concrets \u00e9tablissant le caract\u00e8re par nature temporaire de l\u2019emploi concern\u00e9<\/em> \u00bb.<\/p>\n<p style=\"text-align: justify;\">Les juridictions sont amen\u00e9es \u00e0 se prononcer fr\u00e9quemment sur la notion \u00ab d\u2019accroissement temporaire d\u2019activit\u00e9 \u00bb et celle d\u2019emploi d\u2019usage. Un employeur ne peut embaucher un salari\u00e9 sous contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e\u00a0pour :<\/p>\n<ul>\n<li>remplacer un salari\u00e9 gr\u00e9viste ;<\/li>\n<li>un accroissement temporaire de l\u2019activit\u00e9 y compris pour un t\u00e2che occasionnelle pr\u00e9cis\u00e9ment d\u00e9finie et non durable, dans les 6 mois suivant un licenciement pour motif \u00e9conomique ;<\/li>\n<li>faire effectuer des travaux particuli\u00e8rement dangereux, dont la liste a \u00e9t\u00e9 \u00e9tablie par arr\u00eat\u00e9 ; il s\u2019agit par exemple de travaux exposant \u00e0 certains agents chimiques.<\/li>\n<\/ul>\n<p>Pour voir notre article plus d\u00e9taill\u00e9, consultez les <a title=\"Notre article sur les interdictions de recours au CDD\" href=\"https:\/\/www.legalife.fr\/blog\/les-interdictions-de-recours-au-cdd\/\">interdictions de recours \u00e0 un CDD<\/a> sur notre blog.<\/p>\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;739&quot;,&quot;slug&quot;:&quot;default&quot;,&quot;valign&quot;:&quot;bottom&quot;,&quot;reference&quot;:&quot;auto&quot;,&quot;count&quot;:&quot;3&quot;,&quot;readonly&quot;:&quot;&quot;,&quot;score&quot;:&quot;4.7&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;4.7\\\/5 - (3 votes)&quot;,&quot;size&quot;:&quot;24&quot;,&quot;width&quot;:&quot;133.8&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: 133.8px;\">\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            4.7\/5 - (3 votes)    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La pratique du contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e est ancienne et s\u2019est fortement d\u00e9velopp\u00e9e. Des textes successifs sont intervenus, soit pour en limiter l\u2019utilisation en raison d\u2019abus, soit au contraire, pour \u00e9largir les cas de recours possibles. Il est actuellement r\u00e9glement\u00e9 par les articles L. 1242-I \u00e0 L. 1248-II du Code du travail.<\/p>\n","protected":false},"author":3,"featured_media":757,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[404],"tags":[63,64],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Le contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e (CDD) - LegaLife<\/title>\n<meta name=\"description\" content=\"La pratique du contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e est ancienne et s\u2019est fortement d\u00e9velopp\u00e9e. 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