{"id":51160,"date":"2025-02-20T16:32:57","date_gmt":"2025-02-20T15:32:57","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=51160"},"modified":"2026-08-27T10:58:33","modified_gmt":"2026-08-27T09:58:33","slug":"types-de-contrat-de-travail","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/types-de-contrat-de-travail\/","title":{"rendered":"Types de contrat de travail : CDI, CDD et les autres formes encadr\u00e9es par le Code du travail"},"content":{"rendered":"\n<div class=\"wp-block-group has-ast-global-color-7-background-color has-background is-layout-constrained wp-container-core-group-is-layout-ad65706f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><strong>En bref :<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le <strong>CDI<\/strong> est le contrat par d\u00e9faut en France ; le <strong>CDD<\/strong> et les contrats temporaires ne sont autoris\u00e9s que dans des cas pr\u00e9vus par la loi (remplacement, surcro\u00eet d&#8217;activit\u00e9, saisonnalit\u00e9&#8230;).<\/li>\n\n\n\n<li>Le CDD est limit\u00e9 \u00e0 <strong>18 mois<\/strong> renouvellements inclus et ouvre droit \u00e0 une <strong>indemnit\u00e9 de pr\u00e9carit\u00e9 de 10 %<\/strong> du salaire brut total, sauf embauche en CDI.<\/li>\n\n\n\n<li>Utiliser un contrat temporaire hors des cas pr\u00e9vus par la loi expose l&#8217;entreprise \u00e0 sa <strong>requalification en CDI<\/strong>, avec un risque financier r\u00e9el (rappels de salaire, indemnit\u00e9s, dommages et int\u00e9r\u00eats).<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">En France, il existe un type de contrat de travail pour presque chaque situation : emploi durable, mission ponctuelle, remplacement d&#8217;un salari\u00e9 absent, activit\u00e9 saisonni\u00e8re ou formation en alternance. Le <strong>CDI<\/strong> et le <strong>CDD<\/strong> couvrent la majorit\u00e9 des embauches, mais le Code du travail encadre aussi <strong>l&#8217;int\u00e9rim<\/strong>, le <strong>contrat saisonnier<\/strong>, le <strong>contrat fixe discontinu<\/strong> ou les <strong>contrats en alternance<\/strong>, chacun r\u00e9serv\u00e9 \u00e0 un motif pr\u00e9cis.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se tromper de contrat n&#8217;est pas neutre. Un CDD utilis\u00e9 hors des cas autoris\u00e9s par la loi, ou renouvel\u00e9 au-del\u00e0 de la dur\u00e9e maximale, peut \u00eatre <strong>requalifi\u00e9 en CDI<\/strong> par le conseil de prud&#8217;hommes : indemnit\u00e9 de requalification, rappels de salaire et dommages et int\u00e9r\u00eats pour l&#8217;entreprise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu&#8217;est-ce qu&#8217;un contrat de travail ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un contrat de travail est un accord entre un employeur et un salari\u00e9 qui d\u00e9finit les <strong>t\u00e2ches<\/strong> \u00e0 effectuer, la <strong>r\u00e9mun\u00e9ration<\/strong> vers\u00e9e et les <strong>conditions de travail<\/strong> applicables.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Contrat de travail : \u00e0 temps plein ou \u00e0 temps partiel<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un contrat peut \u00eatre conclu \u00e0 <strong>temps plein<\/strong> ou \u00e0 <strong>temps partiel<\/strong> : la diff\u00e9rence tient au nombre d&#8217;heures fix\u00e9 au contrat.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Contrat \u00e0 temps plein<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le temps plein correspond \u00e0 une dur\u00e9e l\u00e9gale de <strong>35 heures par semaine<\/strong>. Au-del\u00e0, les heures sont comptabilis\u00e9es comme <strong>heures suppl\u00e9mentaires<\/strong> et donnent droit \u00e0 une majoration de salaire ou \u00e0 un repos compensateur.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Certaines entreprises exp\u00e9rimentent la <strong>semaine de quatre jours<\/strong> (format 4\u00d79 ou 4\u00d710), ce qui n\u00e9cessite d&#8217;adapter le contrat sur la r\u00e9partition des heures et l&#8217;impact \u00e9ventuel sur la r\u00e9mun\u00e9ration.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Contrat \u00e0 temps partiel<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le temps partiel concerne les postes dont la dur\u00e9e de travail est inf\u00e9rieure \u00e0 <strong>35 heures<\/strong> ou \u00e0 la dur\u00e9e conventionnelle.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dur\u00e9es courantes : 15, 20, 25 ou 30 heures par semaine selon les besoins de l&#8217;entreprise.<\/li>\n\n\n\n<li>L&#8217;employeur peut demander des <strong>heures compl\u00e9mentaires<\/strong>, dans la limite de <strong>10 %<\/strong> du temps pr\u00e9vu au contrat, port\u00e9e jusqu&#8217;\u00e0 <strong>un tiers (33 %)<\/strong> si un accord collectif le pr\u00e9voit.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/kit\/gestion-des-rh\/?utm_content=post-KIT-RRHH\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"307\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1024x307.png\" alt=\"KIT RH - Gestion du personnel\" class=\"wp-image-52107\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1024x307.png 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-300x90.png 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-768x230.png 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-810x243.png 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1140x342.png 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH.png 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Devoirs du salari\u00e9 et obligations de l&#8217;employeur<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Devoirs du salari\u00e9<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Pas de concurrence d\u00e9loyale<\/strong> : ne pas travailler pour un concurrent de son employeur.<\/li>\n\n\n\n<li><strong>Respect des engagements du contrat<\/strong> et des missions confi\u00e9es.<\/li>\n\n\n\n<li><strong>Respect des consignes<\/strong> et des instructions de l&#8217;employeur.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">Obligations de l&#8217;employeur<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>D\u00e9claration pr\u00e9alable \u00e0 l&#8217;embauche (DPAE)<\/strong> aupr\u00e8s de l&#8217;<strong>URSSAF<\/strong> (ou de la MSA), <strong>avant le premier jour de travail<\/strong> du salari\u00e9 \u2014 jamais apr\u00e8s. <a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900849\" target=\"_blank\" rel=\"noreferrer noopener nofollow\" data-wpel-link=\"external\">Art. L1221-10 du Code du travail<\/a>.<\/li>\n\n\n\n<li><strong>Transmission d&#8217;une copie du contrat<\/strong> au repr\u00e9sentant l\u00e9gal des salari\u00e9s, ou \u00e0 d\u00e9faut \u00e0 <strong>France Travail<\/strong>.<\/li>\n\n\n\n<li><strong>Description des fonctions<\/strong> par document annexe si le contrat de plus d&#8217;un mois ne les pr\u00e9cise pas.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">Conditions requises pour la validit\u00e9 d&#8217;un contrat de travail<\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Signature des deux parties<\/strong> : salari\u00e9 et employeur (ou son repr\u00e9sentant l\u00e9gal).<\/li>\n\n\n\n<li><strong>\u00c2ge l\u00e9gal<\/strong> : 18 ans en principe. Des exceptions permettent l&#8217;embauche d\u00e8s <strong>16 ans<\/strong> (mineurs \u00e9mancip\u00e9s, ou jeunes vivant chez leurs parents avec l&#8217;accord des deux), voire en dessous pour des activit\u00e9s artistiques encadr\u00e9es.<\/li>\n\n\n\n<li><strong>Qualifications et autorisations<\/strong> : le dipl\u00f4me requis pour le poste doit \u00eatre d\u00e9tenu, sous peine de nullit\u00e9. Pour un salari\u00e9 \u00e9tranger hors UE, un <strong>titre de s\u00e9jour et un permis de travail valides<\/strong> sont \u00e9galement exig\u00e9s.<\/li>\n<\/ol>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/template\/erreurs-ressources-humaines\/?utm_content=post-banner\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh.jpg\" alt=\"Erreurs RH\" class=\"wp-image-45157\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-erreurs-rh-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Donn\u00e9es essentielles d&#8217;un contrat de travail<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Forme du contrat : verbal ou \u00e9crit<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Contrat verbal<\/strong> : autoris\u00e9 uniquement pour une dur\u00e9e inf\u00e9rieure \u00e0 <strong>4 semaines<\/strong>, ou pour un CDI\/besoin ponctuel de production.<\/li>\n\n\n\n<li><strong>Contrat \u00e9crit<\/strong> : obligatoire dans tous les autres cas. Sans \u00e9crit ni accord verbal formalis\u00e9, le salari\u00e9 est pr\u00e9sum\u00e9 \u00eatre en <strong>CDI \u00e0 temps plein<\/strong>, sauf preuve contraire. Si le salari\u00e9 ne signe pas, le contrat n&#8217;est pas valable ; si l&#8217;employeur ne signe pas, la relation devient automatiquement un CDI \u00e0 temps plein.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Informations minimales \u00e0 inclure<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Identit\u00e9 et coordonn\u00e9es<\/strong> compl\u00e8tes du salari\u00e9 et de l&#8217;employeur.<\/li>\n\n\n\n<li><strong>Type de contrat<\/strong> : CDI, CDD, temps plein ou partiel, etc.<\/li>\n\n\n\n<li><strong>Dates<\/strong> : d\u00e9but du contrat, et fin pour un CDD.<\/li>\n\n\n\n<li><strong>P\u00e9riode d&#8217;essai<\/strong> : dur\u00e9e et conditions, le cas \u00e9ch\u00e9ant.<\/li>\n\n\n\n<li><strong>Cong\u00e9s<\/strong> : exprim\u00e9s en jours ouvrables ou calendaires.<\/li>\n\n\n\n<li><strong>Salaire<\/strong> : brut annuel ou net mensuel selon la pratique de l&#8217;entreprise.<\/li>\n\n\n\n<li><strong>Convention collective<\/strong> applicable au poste.<\/li>\n\n\n\n<li><strong>Dur\u00e9e et organisation du temps de travail<\/strong>, avec sa r\u00e9partition sur la semaine.<\/li>\n\n\n\n<li><strong>Description des fonctions<\/strong> : missions et responsabilit\u00e9s du poste.<\/li>\n<\/ol>\n\n\n\n<bzn-info><a href=\"\/blog\/fr\/gestion-des-ressources-humaines-grh\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"internal\"><span class=\"bzn-info-title\"><strong>GRH ou gestion des ressources humaines<\/strong><\/span><br> Strat\u00e9gies et bonnes pratiques<\/a><\/bzn-info>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les types de contrat de travail en France<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Au-del\u00e0 du <strong>CDI<\/strong> et du <strong>CDD<\/strong>, historiquement les deux formes dominantes, le Code du travail encadre aujourd&#8217;hui une dizaine de contrats r\u00e9pondant chacun \u00e0 un besoin pr\u00e9cis. Voici un tableau r\u00e9capitulatif avant le d\u00e9tail de chaque contrat.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Type de contrat<\/th><th>Nature<\/th><th>Motif de recours principal<\/th><th>Dur\u00e9e maximale<\/th><\/tr><\/thead><tbody><tr><td>CDI<\/td><td>Dur\u00e9e ind\u00e9termin\u00e9e<\/td><td>Emploi permanent, sans motif \u00e0 justifier<\/td><td>Aucune<\/td><\/tr><tr><td>CDD<\/td><td>Dur\u00e9e d\u00e9termin\u00e9e<\/td><td>Remplacement, surcro\u00eet d&#8217;activit\u00e9, t\u00e2che ponctuelle<\/td><td>18 mois<\/td><\/tr><tr><td>Contrat temporaire (int\u00e9rim)<\/td><td>Dur\u00e9e d\u00e9termin\u00e9e, via ETT<\/td><td>Mission ponctuelle pour une entreprise utilisatrice<\/td><td>18 mois<\/td><\/tr><tr><td>Contrat pour t\u00e2che pr\u00e9cise<\/td><td>CDD sp\u00e9cifique<\/td><td>Projet ponctuel \u00e0 \u00e9ch\u00e9ance non fixe<\/td><td>18 mois<\/td><\/tr><tr><td>Contrat saisonnier<\/td><td>CDD sp\u00e9cifique<\/td><td>Activit\u00e9 cyclique et pr\u00e9visible<\/td><td>6 mois \/ 24 mois<\/td><\/tr><tr><td>Contrat de remplacement<\/td><td>CDD sp\u00e9cifique<\/td><td>Remplacement d&#8217;un salari\u00e9 absent<\/td><td>Dur\u00e9e de l&#8217;absence<\/td><\/tr><tr><td>Apprentissage \/ professionnalisation<\/td><td>Alternance<\/td><td>Formation qualifiante<\/td><td>6 mois \u00e0 3 ans<\/td><\/tr><tr><td>Contrat fixe discontinu<\/td><td>CDI cyclique<\/td><td>Emploi saisonnier r\u00e9current<\/td><td>Aucune (CDI)<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Le contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e (CDI)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le <strong>CDI<\/strong> fixe une date de d\u00e9but mais pas de fin : c&#8217;est le contrat le plus stable pour le salari\u00e9. La relation peut \u00eatre interrompue par un <strong>licenciement<\/strong> (disciplinaire ou \u00e9conomique), une <strong>d\u00e9mission<\/strong> avec pr\u00e9avis (15 jours \u00e0 3 mois selon la convention collective), ou une <strong>rupture conventionnelle<\/strong> n\u00e9goci\u00e9e entre les parties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le CDI peut inclure une <strong>p\u00e9riode d&#8217;essai<\/strong>, dont la dur\u00e9e maximale l\u00e9gale est de <strong>2 mois<\/strong> pour les employ\u00e9s, <strong>3 mois<\/strong> pour les agents de ma\u00eetrise et techniciens, et <strong>4 mois<\/strong> pour les cadres, renouvelable une fois si un accord de branche le pr\u00e9voit. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Le contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e (CDD)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le <strong>CDD<\/strong> fixe une date de fin ou un terme pr\u00e9cis, contrairement au CDI. Il est strictement encadr\u00e9 par le <strong>Code du travail<\/strong>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Les usages autoris\u00e9s du CDD<\/h4>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Remplacement<\/strong> d&#8217;un salari\u00e9 absent (cong\u00e9 maternit\u00e9, arr\u00eat maladie, formation).<\/li>\n\n\n\n<li><strong>Surcro\u00eet temporaire d&#8217;activit\u00e9<\/strong> (pic de commandes, par exemple).<\/li>\n\n\n\n<li><strong>T\u00e2che ponctuelle ou exceptionnelle<\/strong> (projet, \u00e9v\u00e9nement particulier).<\/li>\n\n\n\n<li><strong>Emploi saisonnier<\/strong> (agriculture, tourisme, restauration).<\/li>\n<\/ol>\n\n\n\n<h4 class=\"wp-block-heading\">Dur\u00e9e, renouvellement et indemnit\u00e9s<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">La dur\u00e9e maximale d&#8217;un CDD est de <strong>18 mois<\/strong>, renouvellements inclus (deux renouvellements maximum). Au-del\u00e0, ou en cas d&#8217;encha\u00eenement de CDD sur le m\u00eame poste pendant plus de <strong>24 mois<\/strong>, le contrat peut \u00eatre <strong>requalifi\u00e9 en CDI<\/strong>. Pour un CDD de plus d&#8217;un an, l&#8217;employeur doit pr\u00e9venir le salari\u00e9 <strong>15 jours avant la fin<\/strong> s&#8217;il n&#8217;envisage pas de renouvellement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c0 l&#8217;issue du contrat, le salari\u00e9 a droit \u00e0 une <strong>indemnit\u00e9 de pr\u00e9carit\u00e9 de 10 %<\/strong> de la r\u00e9mun\u00e9ration brute totale, sauf embauche en CDI ou d\u00e9mission. Art. L1243-8 du Code du travail. <strong>Exemple :<\/strong> un salari\u00e9 pay\u00e9 2 000 \u20ac brut\/mois pendant six mois per\u00e7oit 1 200 \u20ac d&#8217;indemnit\u00e9 (2 000 \u20ac \u00d7 6 \u00d7 10 %). Cette m\u00eame r\u00e8gle s&#8217;applique aux contrats temporaires (int\u00e9rim) d\u00e9taill\u00e9s plus bas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La <strong>rupture anticip\u00e9e<\/strong> n&#8217;est possible qu&#8217;en cas d&#8217;accord entre les parties, de faute grave, de force majeure, ou d&#8217;embauche du salari\u00e9 en CDI. En dehors de ces cas, l&#8217;employeur s&#8217;expose \u00e0 des <strong>dommages et int\u00e9r\u00eats<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/template\/strategies-cycle-de-vie-des-employes\/?utm_content=post-banner-medio\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes.jpg\" alt=\"Banner Cycle de vie des employes\" class=\"wp-image-33786\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/Cycle-vie-employes-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Les contrats temporaires (int\u00e9rim)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le <strong>contrat temporaire<\/strong> lie le salari\u00e9, une <strong>entreprise de travail temporaire<\/strong> et une entreprise utilisatrice, pour une mission ponctuelle. Il doit en principe \u00eatre \u00e9crit ; le verbal n&#8217;est tol\u00e9r\u00e9 que pour une mission \u00e0 temps plein de moins de 4 semaines.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un salari\u00e9 ne peut pas encha\u00eener des missions avec le m\u00eame employeur pendant plus de <strong>24 mois<\/strong>. Au-del\u00e0 de 12 mois, l&#8217;employeur doit informer le salari\u00e9 de la fin du contrat au moins <strong>15 jours avant<\/strong>. Le non-respect de ces r\u00e8gles expose \u00e0 une <strong>requalification en CDI<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le contrat temporaire ouvre droit \u00e0 la m\u00eame <strong>indemnit\u00e9 de pr\u00e9carit\u00e9 de 10 %<\/strong> qu&#8217;un CDD (voir plus haut), sauf d\u00e9mission ou faute grave.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Autres formes de CDD<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Contrat pour t\u00e2che pr\u00e9cise ou temporaire<\/strong> : forme de CDD destin\u00e9e \u00e0 un projet ponctuel dont la fin est d\u00e9termin\u00e9e par l&#8217;<strong>ach\u00e8vement de la t\u00e2che<\/strong> plut\u00f4t que par une date fixe. Dur\u00e9e maximale : <strong>18 mois<\/strong> renouvellements inclus.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/template\/logiciel-rh-roles-dans-une-entreprise\/?utm_content=post-banner-medio\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles.jpg\" alt=\"Banner impact logiciel rh roles\" class=\"wp-image-31953\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/Banner-impact-logiciel-rh-roles-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Contrat saisonnier<\/strong> : utilis\u00e9 pour une activit\u00e9 qui fluctue de fa\u00e7on pr\u00e9visible chaque ann\u00e9e (r\u00e9coltes, tourisme, f\u00eates de fin d&#8217;ann\u00e9e). Dur\u00e9e limit\u00e9e \u00e0 <strong>6 mois sur une p\u00e9riode de 24 mois<\/strong>. En cas de renouvellement saisonnier r\u00e9current, le salari\u00e9 peut pr\u00e9tendre \u00e0 un <strong>contrat fixe discontinu<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Contrat de remplacement<\/strong> : utilis\u00e9 pour couvrir l&#8217;<strong>absence d&#8217;un salari\u00e9<\/strong> (cong\u00e9 maternit\u00e9, arr\u00eat maladie, cong\u00e9 parental, formation). Sa dur\u00e9e est li\u00e9e \u00e0 celle de l&#8217;absence, sans plafond l\u00e9gal strict tant que le motif reste valide.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Contrats en formation : apprentissage et professionnalisation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le <strong>contrat de professionnalisation<\/strong> ou d&#8217;<strong>apprentissage<\/strong> combine formation th\u00e9orique et exp\u00e9rience en entreprise, pour les <strong>16-29 ans<\/strong> (d\u00e9rogations possibles, notamment pour les personnes en situation de handicap).<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/logiciel-gestion-formation\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1500\" height=\"1006\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation.webp\" alt=\"Logiciel de Gestion de la Formation\" class=\"wp-image-26342\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation-300x201.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation-1024x687.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation-768x515.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation-810x543.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-SIRH-Gestion-formation-1140x765.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Dur\u00e9e : de <strong>6 mois \u00e0 3 ans<\/strong>. La r\u00e9mun\u00e9ration est un pourcentage du <strong>SMIC<\/strong> selon l&#8217;\u00e2ge et l&#8217;ann\u00e9e de formation (environ <strong>60 % du SMIC<\/strong> \u00e0 18 ans en premi\u00e8re ann\u00e9e).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le <strong>contrat de stage<\/strong> n&#8217;est pas juridiquement un contrat de travail, contrairement au contrat d&#8217;alternance qui donne un v\u00e9ritable <strong>statut de salari\u00e9<\/strong> (cong\u00e9s, couverture sociale). Le stage n&#8217;est obligatoirement r\u00e9mun\u00e9r\u00e9 qu&#8217;au-del\u00e0 de <strong>deux mois<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Le contrat fixe discontinu<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le <strong>contrat fixe discontinu<\/strong> est un <strong>CDI<\/strong> destin\u00e9 aux emplois saisonniers ou cycliques (agriculture, tourisme, commerce). Il maintient un <strong>lien permanent<\/strong> avec l&#8217;entreprise m\u00eame si le travail n&#8217;est pas continu, \u00e9vitant ainsi les renouvellements successifs de contrats temporaires.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Le contrat de remplacement pour retraite progressive<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Dispositif moins connu : quand un salari\u00e9 r\u00e9duit son temps de travail en <strong>retraite progressive<\/strong>, l&#8217;entreprise peut recruter une personne inscrite comme <strong>demandeur d&#8217;emploi aupr\u00e8s de France Travail<\/strong> pour compl\u00e9ter les heures manquantes. Le contrat prend fin une fois le besoin de remplacement termin\u00e9.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/demo\/suite\/fr\/?utm_content=post-banner-medio\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh.jpg\" alt=\"Logiciel SIRH\" class=\"wp-image-45503\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/banner-medio-outils-rh-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Quelles d\u00e9marches en cas de fin de contrat de travail ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La fin de la relation de travail peut r\u00e9sulter d&#8217;un <strong>licenciement<\/strong>, d&#8217;une <strong>d\u00e9mission<\/strong>, d&#8217;une <strong>cause pr\u00e9vue au contrat<\/strong> ou d&#8217;une <strong>modification substantielle des conditions de travail<\/strong> impos\u00e9e au salari\u00e9.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Fin de contrat par licenciement<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Indemnit\u00e9 de licenciement<\/strong> : calcul\u00e9e selon l&#8217;anciennet\u00e9 et le motif (\u00e9conomique, disciplinaire).<\/li>\n\n\n\n<li><strong>Solde de tout compte<\/strong> : document attestant le paiement des sommes dues (cong\u00e9s pay\u00e9s, salaire, indemnit\u00e9s).<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/logiciel-gestion-conges-absences\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1500\" height=\"1084\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme.webp\" alt=\"Contr\u00f4ler le taux d'absent\u00e9isme avec des rapports d\u00e9taill\u00e9s pour chaque secteur\" class=\"wp-image-25509\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme-300x217.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme-1024x740.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme-768x555.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme-810x585.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Rapports-conges-absenteisme-1140x824.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">2. Fin de contrat pour cause pr\u00e9vue ou d&#8217;un commun accord<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Fin d&#8217;un contrat temporaire<\/strong> \u00e0 son terme : aucune indemnit\u00e9 au-del\u00e0 de la pr\u00e9carit\u00e9 d\u00e9j\u00e0 due.<\/li>\n\n\n\n<li><strong>Rupture d&#8217;un commun accord<\/strong> : solde de tout compte, sans indemnit\u00e9 suppl\u00e9mentaire obligatoire.<\/li>\n\n\n\n<li><strong>P\u00e9riode d&#8217;essai non concluante<\/strong> : aucune indemnit\u00e9, mais un <strong>d\u00e9lai de pr\u00e9venance<\/strong> selon l&#8217;anciennet\u00e9 du salari\u00e9.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Dans tous ces cas, l&#8217;employeur doit remettre un <strong>certificat de travail<\/strong> et une <strong>attestation France Travail<\/strong>, et notifier l&#8217;<strong>URSSAF<\/strong> sous 3 jours.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. D\u00e9mission ou modification substantielle des conditions de travail<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>D\u00e9mission<\/strong> : le salari\u00e9 r\u00e8gle ses droits (cong\u00e9s pay\u00e9s, salaire d\u00fb) mais n&#8217;a pas acc\u00e8s au ch\u00f4mage, sauf accord sp\u00e9cifique avec l&#8217;employeur.<\/li>\n\n\n\n<li><strong>Modification substantielle impos\u00e9e<\/strong> (baisse de salaire, changement de poste, mobilit\u00e9 g\u00e9ographique injustifi\u00e9e) : le salari\u00e9 peut r\u00e9silier son contrat avec une <strong>indemnit\u00e9 \u00e9quivalente \u00e0 un licenciement<\/strong> et conserve ses droits au ch\u00f4mage.<\/li>\n<\/ul>\n\n\n\n<bzn-info><a href=\"\/blog\/fr\/outil-rh\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><span class=\"bzn-link-title\"><strong>9 signes qui montrent que vous avez besoin d&#8217;un outil RH<\/strong> <\/span>Destin\u00e9 aux professionnels RH des PME, des entreprises de taille moyenne ou des grandes entreprises<\/a><\/bzn-info>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gestion des diff\u00e9rents types de contrats dans les PME<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Pour une <strong>PME<\/strong>, suivre les dates de fin de CDD, les renouvellements et les avenants sans outil d\u00e9di\u00e9 augmente le risque de <strong>requalification en CDI<\/strong> faute d&#8217;un formalisme respect\u00e9 \u00e0 temps.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Bizneo HR<\/strong> centralise chaque contrat par type (CDI, CDD, contrat temporaire, avenants) dans le dossier num\u00e9rique du salari\u00e9, avec <strong>signature \u00e9lectronique<\/strong> et <strong>archivage automatique horodat\u00e9<\/strong>. Une PME qui g\u00e8re plusieurs types de contrats en parall\u00e8le r\u00e9duit ainsi le risque d&#8217;oublier un CDD arrivant \u00e0 \u00e9ch\u00e9ance ou un avenant non sign\u00e9.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/gestion-documentaire-ged\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1500\" height=\"1052\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents.webp\" alt=\"Syst\u00e8me de Gestion des documents GED\" class=\"wp-image-27314\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents-300x210.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents-1024x718.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents-768x539.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents-810x568.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/outil-de-recherche-de-documents-1140x800.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Le gain principal : des <strong>alertes automatiques<\/strong> sur les fins de CDD et les p\u00e9riodes d&#8217;essai \u00e9vitent les oublis qui exposent l&#8217;entreprise \u00e0 un <strong>contentieux prud&#8217;homal<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/gestion-documentaire-ged\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1500\" height=\"1075\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents.webp\" alt=\"Signature \u00e9lectronique de contrats\" class=\"wp-image-27302\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents-300x215.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents-1024x734.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents-768x550.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents-810x581.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/10\/Logiciel-signature-electronique-contrats-travail-documents-1140x817.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Une gestion des contrats structur\u00e9e r\u00e9duit surtout le risque le plus co\u00fbteux pour une PME : la <strong>requalification d&#8217;un contrat pr\u00e9caire en CDI<\/strong> faute d&#8217;un formalisme respect\u00e9 \u00e0 temps.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.bizneo.com\/fr\/gestion-documentaire-ged\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"307\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique-1024x307.jpg\" alt=\"Logiciel de GED et signature \u00e9lectronique\" class=\"wp-image-52058\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique-1024x307.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique-300x90.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique-768x230.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique-810x243.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique-1140x342.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-de-GED-et-signature-electronique.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>Il existe un contrat de travail adapt\u00e9 \u00e0 presque chaque situation, mais un mauvais choix expose l&#8217;entreprise \u00e0 une requalification en CDI. D\u00e9couvrez les caract\u00e9ristiques et les obligations propres \u00e0 chaque type de contrat en France.<\/p>\n","protected":false},"author":50,"featured_media":52628,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[316],"tags":[],"class_list":["post-51160","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-gestion-du-personnel"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Types de contrat de travail : dur\u00e9e, r\u00e8gles et obligations<\/title>\n<meta name=\"description\" content=\"Il existe des types de contrat de travail pour presque toutes les situations. Voici leurs caract\u00e9ristiques et exigences sp\u00e9cifiques.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Types de contrat de travail : dur\u00e9e, r\u00e8gles et obligations\" \/>\n<meta property=\"og:description\" content=\"Il existe des types de contrat de travail pour presque toutes les situations. 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