Temporary employment contract

It is entered into with a worker to replace another permanent worker whose employment contract is legally suspended (maternity leave, annual leave, sick leave, redundancy, etc.).

It is not subject to any minimum duration requirements but ends as soon as the employee whose contract is suspended returns to work.

To be considered as such, it must specify the name, role, reason and, where possible, the duration of the suspension of the permanent employee’s contract.

Special cases

Certain sectors are permitted to offer fixed-term contracts on a permanent basis due to the temporary or seasonal nature of the work (A.20)

- Education,

- Surveys and opinion polls,

- Forestry,

- Hospitality and catering,

- Construction and civil engineering,

- Leisure and holiday centres,

- Meat warehousing and storage…