{"id":3275,"date":"2026-01-06T09:49:41","date_gmt":"2026-01-06T08:49:41","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/"},"modified":"2026-01-06T09:49:41","modified_gmt":"2026-01-06T08:49:41","slug":"periode-essai-erreurs-cassation","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/","title":{"rendered":"P\u00e9riode d\u2019essai : erreurs fr\u00e9quentes et jurisprudence de la Cour de cassation"},"content":{"rendered":"<p>La <strong>p\u00e9riode d\u2019essai<\/strong> soul\u00e8ve encore de nombreuses questions pratiques pour employeurs et salari\u00e9s, notamment lors de l\u2019embauche en CDI. Les <strong>erreurs fr\u00e9quentes<\/strong> touchent la dur\u00e9e, la preuve \u00e9crite et le traitement des absences, sources r\u00e9currentes de litiges.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La <strong>Cour de cassation<\/strong> a pr\u00e9cis\u00e9 plusieurs de ces points dans des arr\u00eats r\u00e9cents, ce qui influe directement sur l\u2019application du <strong>contrat de travail<\/strong>. Ce rep\u00e8re pr\u00e9alable oriente la lecture des \u00e9l\u00e9ments clefs qui suivent.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #1e73be;color:#1e73be\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #1e73be;color:#1e73be\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#A_retenir\" >A retenir :<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#Par_consequent_Validite_de_la_periode_dessai_et_conditions_de_validite\" >Par cons\u00e9quent, Validit\u00e9 de la p\u00e9riode d\u2019essai et conditions de validit\u00e9<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#En_consequence_Erreurs_frequentes_lors_de_la_rupture_de_la_periode_dessai\" >En cons\u00e9quence, Erreurs fr\u00e9quentes lors de la rupture de la p\u00e9riode d\u2019essai<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#Rupture_abusive_et_risque_de_requalification\" >Rupture abusive et risque de requalification<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#Preuves_et_procedures_a_conserver\" >Preuves et proc\u00e9dures \u00e0 conserver<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#Par_suite_Jurisprudence_recente_et_consequences_pratiques\" >Par suite, Jurisprudence r\u00e9cente et cons\u00e9quences pratiques<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#Arrets_recents_de_la_Cour_de_cassation\" >Arr\u00eats r\u00e9cents de la Cour de cassation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/#Consequences_pour_lemployeur_et_obligations_employeur\" >Cons\u00e9quences pour l\u2019employeur et obligations employeur<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"A_retenir\"><\/span>A retenir :<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Dur\u00e9e r\u00e9duite apr\u00e8s CDD pour le m\u00eame employeur<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Prolongation possible en cas d\u2019absences prolong\u00e9es ou r\u00e9p\u00e9t\u00e9es<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>P\u00e9riode d\u2019essai nulle si comp\u00e9tences d\u00e9j\u00e0 \u00e9valu\u00e9es auparavant<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Preuve \u00e9crite de la clause dans le contrat exig\u00e9e<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Par_consequent_Validite_de_la_periode_dessai_et_conditions_de_validite\"><\/span>Par cons\u00e9quent, Validit\u00e9 de la p\u00e9riode d\u2019essai et conditions de validit\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La validit\u00e9 d\u2019une <strong>p\u00e9riode d\u2019essai<\/strong> d\u00e9pend de conditions strictes pos\u00e9es par le <strong>droit du travail<\/strong> et d\u2019une clause claire dans le contrat. Ces conditions incluent la pr\u00e9sence d\u2019une clause \u00e9crite dans le <strong>contrat de travail<\/strong> et l\u2019absence d\u2019\u00e9valuation pr\u00e9alable par le m\u00eame employeur.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Points pratiques employeur : Cette v\u00e9rification simple \u00e9vite des remises en cause ult\u00e9rieures devant les juges du fond. L\u2019employeur doit conserver les \u00e9l\u00e9ments d\u00e9montrant la signature et la date de la clause d\u2019essai pour s\u00e9curiser sa position.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>V\u00e9rifier signature et date du contrat<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Consigner les \u00e9valuations formelles r\u00e9alis\u00e9es<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Documenter les p\u00e9riodes d\u2019absences et leur motif<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>\u00c9viter la redondance d\u2019\u00e9valuations pr\u00e9-embauche<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Situation<\/th>\n<th>Effet sur la p\u00e9riode d\u2019essai<\/th>\n<th>D\u00e9cision cit\u00e9e<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>CDD ant\u00e9rieur pour m\u00eame employeur<\/td>\n<td>Dur\u00e9e de la p\u00e9riode r\u00e9duite ou d\u00e9duite<\/td>\n<td>Cour de cassation<\/td>\n<\/tr>\n<tr>\n<td>Absences prolong\u00e9es ou r\u00e9p\u00e9t\u00e9es<\/td>\n<td>Prolongation possible de la p\u00e9riode<\/td>\n<td>Cour de cassation<\/td>\n<\/tr>\n<tr>\n<td>\u00c9valuation pr\u00e9alable (int\u00e9rim, stage)<\/td>\n<td>Interdiction de mise en place d\u2019une nouvelle p\u00e9riode<\/td>\n<td>Cour de cassation<\/td>\n<\/tr>\n<tr>\n<td>Absence de clause \u00e9crite<\/td>\n<td>Risque d\u2019annulation de la clause<\/td>\n<td>Cour de cassation<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le tableau r\u00e9sume l\u2019effet observ\u00e9 selon la situation factuelle et les d\u00e9cisions judiciaires, en \u00e9vitant des formulations techniques inutiles. Selon la <strong>Cour de cassation<\/strong>, l\u2019existence d\u2019un CDD ant\u00e9rieur et les absences influent clairement sur la dur\u00e9e applicable.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J\u2019ai cru signer une p\u00e9riode d\u2019essai alors que j\u2019avais d\u00e9j\u00e0 travaill\u00e9 en mission pour l\u2019entreprise, ce qui a compliqu\u00e9 ma situation \u00bb<\/p>\n<p><cite>Marie L.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce point soul\u00e8ve la question de l\u2019\u00e9valuation pr\u00e9alable et de son effet juridique sur la p\u00e9riode d\u2019essai, une question souvent contest\u00e9e devant les tribunaux. Les employeurs concern\u00e9s doivent adapter leur pratique pour \u00e9viter un litige long et co\u00fbteux.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"A realistic office scene showing an HR manager reviewing employment contracts on a desk, legal books and a laptop visible, natural light, 1200x675\" --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"En_consequence_Erreurs_frequentes_lors_de_la_rupture_de_la_periode_dessai\"><\/span>En cons\u00e9quence, Erreurs fr\u00e9quentes lors de la rupture de la p\u00e9riode d\u2019essai<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La rupture de la <strong>p\u00e9riode d\u2019essai<\/strong> constitue un point sensible, souvent source d\u2019erreurs fr\u00e9quentes par m\u00e9connaissance des r\u00e8gles. Les contentieux portent fr\u00e9quemment sur le caract\u00e8re r\u00e9el du motif et le respect des formalit\u00e9s par l\u2019employeur.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Rupture_abusive_et_risque_de_requalification\"><\/span>Rupture abusive et risque de requalification<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>En lien avec les erreurs fr\u00e9quentes, la rupture abusive expose l\u2019employeur \u00e0 une requalification en <strong>licenciement<\/strong> avec cons\u00e9quences financi\u00e8res. Selon la jurisprudence, l\u2019absence de motif ou la discrimination pr\u00e9sum\u00e9e conduit souvent \u00e0 indemnisation par les juges.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J\u2019ai contest\u00e9 une rupture que je consid\u00e9rais injustifi\u00e9e, et la proc\u00e9dure m\u2019a sembl\u00e9 opaque pendant des mois \u00bb<\/p>\n<p><cite>Julien R.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Preuves_et_procedures_a_conserver\"><\/span>Preuves et proc\u00e9dures \u00e0 conserver<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>En lien direct avec la rupture, la conservation des preuves est d\u00e9terminante pour la d\u00e9fense en justice, et elle doit \u00eatre organis\u00e9e. Les documents utiles comprennent \u00e9valuations \u00e9crites, \u00e9changes formels et \u00e9tats de pr\u00e9sence ou d\u2019absence.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>\u00c9l\u00e9ments de preuve essentiels : Rassembler ces \u00e9l\u00e9ments d\u00e8s l\u2019embauche pour \u00e9viter une contestation ult\u00e9rieure devant les juridictions. Une archive structur\u00e9e facilite la d\u00e9monstration de l\u2019appr\u00e9ciation des comp\u00e9tences et des choix de rupture.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Evaluations sign\u00e9es et dat\u00e9es<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Courriels professionnels li\u00e9s \u00e0 l\u2019\u00e9valuation<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Registres d\u2019absences et justificatifs<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Contrat de travail avec clause explicite<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:otoyoutube query=\"p&eacute;riode d'essai droit du travail explication\" --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La r\u00e9f\u00e9rence aux preuves est soutenue par la jurisprudence qui clarifie la charge de la preuve selon les cas. Selon la <strong>Cour de cassation<\/strong>, la documentation probante p\u00e8se fortement sur l\u2019issue du litige.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"A realistic courtroom scene with lawyers discussing documents and a judge in the background, modern European courthouse, 1200x675\" --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Par_suite_Jurisprudence_recente_et_consequences_pratiques\"><\/span>Par suite, Jurisprudence r\u00e9cente et cons\u00e9quences pratiques<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les d\u00e9cisions r\u00e9centes de la <strong>Cour de cassation<\/strong> pr\u00e9cisent l\u2019interpr\u00e9tation des r\u00e8gles applicables et orientent la pratique des employeurs. Ces arr\u00eats insistent sur l\u2019\u00e9valuation pr\u00e9alable, les effets des absences et la n\u00e9cessit\u00e9 d\u2019une clause \u00e9crite claire.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Arrets_recents_de_la_Cour_de_cassation\"><\/span>Arr\u00eats r\u00e9cents de la Cour de cassation<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>En lien avec la jurisprudence, certains arr\u00eats de 2024 et 2025 ont confirm\u00e9 l\u2019interdiction d\u2019une p\u00e9riode d\u2019essai lorsque les comp\u00e9tences avaient d\u00e9j\u00e0 \u00e9t\u00e9 \u00e9valu\u00e9es. Selon la d\u00e9cision rendue le 29 avril 2025, l\u2019existence d\u2019une prestation pr\u00e9alable peut annuler la clause d\u2019essai.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab La d\u00e9cision de la Cour change profond\u00e9ment la pratique RH, obligeant \u00e0 plus de rigueur documentaire \u00bb<\/p>\n<p><cite>Sophie M.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Consequences_pour_lemployeur_et_obligations_employeur\"><\/span>Cons\u00e9quences pour l\u2019employeur et obligations employeur<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>En lien avec ces arr\u00eats, l\u2019employeur doit respecter des <strong>obligations employeur<\/strong> accrues dans la pr\u00e9paration du <strong>contrat de travail<\/strong> et le suivi des collaborateurs. Des proc\u00e9dures internes claires et la tra\u00e7abilit\u00e9 des \u00e9valuations r\u00e9duisent le risque contentieux.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Obligations employeur principales : Mettre en place des protocoles d\u2019accueil, d\u2019\u00e9valuation \u00e9crite et d\u2019archivage, afin de pr\u00e9venir les contestations judiciaires. Cette d\u00e9marche proactive prot\u00e8ge tant l\u2019employeur que les salari\u00e9s concern\u00e9s.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Protocoles d\u2019\u00e9valuation \u00e9crite<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Archivage s\u00e9curis\u00e9 des contrats<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Information claire des salari\u00e9s<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Formation des managers aux r\u00e8gles l\u00e9gales<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:otoyoutube query=\"rupture p&eacute;riode d'essai explication avocat\" --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ces \u00e9volutions jurisprudentielles renforcent l\u2019exigence de documentation et de preuves avant toute d\u00e9cision de rupture de la p\u00e9riode d\u2019essai. Selon des commentaires doctrinaux, l\u2019impact est majeur pour la gestion quotidienne des ressources humaines.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"A realistic HR training session with managers learning employment law, papers on table, bright meeting room, 1200x675\" --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Source : Cour de cassation, \u00ab Cass. soc., 29 avril 2025, n\u00b023-22.389 \u00bb, Legifrance, 2025 ; Cour de cassation, \u00ab Cass. soc., 11 septembre 2019, pourvoi n\u00b017-21.976 \u00bb, Legifrance, 2019 ; Cour de cassation, \u00ab Cass. soc., 19 juin 2024 \u00bb, Legifrance, 2024.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph -->\n\n","protected":false},"excerpt":{"rendered":"<p>La p\u00e9riode d\u2019essai soul\u00e8ve encore de nombreuses questions pratiques pour employeurs et salari\u00e9s, notamment lors de l\u2019embauche en CDI. Les erreurs fr\u00e9quentes touchent la dur\u00e9e, &#8230; <a title=\"P\u00e9riode d\u2019essai : erreurs fr\u00e9quentes et jurisprudence de la Cour de cassation\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-essai-erreurs-cassation\/\" aria-label=\"En savoir plus sur P\u00e9riode d\u2019essai : erreurs fr\u00e9quentes et jurisprudence de la Cour de cassation\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":3274,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-3275","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-contrat","resize-featured-image"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>P\u00e9riode d\u2019essai : erreurs courantes et le\u00e7ons de la Cour de 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