{"id":4137,"date":"2026-06-05T20:10:23","date_gmt":"2026-06-05T18:10:23","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/"},"modified":"2026-06-05T20:10:23","modified_gmt":"2026-06-05T18:10:23","slug":"periode-carence-contrats","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/","title":{"rendered":"La p\u00e9riode de carence d\u00e9finit le d\u00e9lai entre deux contrats de travail."},"content":{"rendered":"<p class=\"wp-block-paragraph\">La <strong>p\u00e9riode de carence<\/strong> d\u00e9finit le d\u00e9lai requis entre deux contrats pour un m\u00eame poste. Cette r\u00e8gle vise \u00e0 limiter le recours aux <strong>contrats de travail<\/strong> successifs peu protecteurs.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les employeurs doivent calculer ce <strong>d\u00e9lai<\/strong> selon des r\u00e8gles pr\u00e9vues par le Code du travail. Les \u00e9l\u00e9ments essentiels suivants clarifient les r\u00e8gles pratiques et leurs exceptions.<\/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_88 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-carence-contrats\/#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-carence-contrats\/#Calcul_pratique_du_delai_de_carence_entre_deux_CDD\" >Calcul pratique du d\u00e9lai de carence entre deux CDD<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Formules_officielles_et_exemples_chiffres\" >Formules officielles et exemples chiffr\u00e9s<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Application_pratique_selon_letablissement\" >Application pratique selon l&rsquo;\u00e9tablissement<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Exceptions_accords_de_branche_et_motifs_autorises\" >Exceptions, accords de branche et motifs autoris\u00e9s<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Cas_dexemption_prevus_par_la_loi\" >Cas d&rsquo;exemption pr\u00e9vus par la loi<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Mise_en_oeuvre_par_accord_de_branche_etendu\" >Mise en \u0153uvre par accord de branche \u00e9tendu<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Consequences_du_non-respect_et_recours_possibles\" >Cons\u00e9quences du non-respect et recours possibles<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Sanctions_et_voies_de_contestation\" >Sanctions et voies de contestation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/#Bonnes_pratiques_pour_lemployeur\" >Bonnes pratiques pour l&#8217;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>Calcul en jours d&rsquo;ouverture, contrat mesur\u00e9 en jours calendaires<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Contrats \u226514 jours, dur\u00e9e de carence : un tiers du contrat<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Contrats &lt;14 jours, dur\u00e9e de carence : moiti\u00e9 de la dur\u00e9e<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Exceptions par accord de branche \u00e9tendu, remplacements, cas d&rsquo;usage admis<\/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=\"Calcul_pratique_du_delai_de_carence_entre_deux_CDD\"><\/span>Calcul pratique du d\u00e9lai de carence entre deux CDD<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Apr\u00e8s les points cl\u00e9s, ce volet montre le calcul \u00e9tape par \u00e9tape pour un employeur. Selon L\u00e9gifrance, la dur\u00e9e du contrat se prend en jours calendaires et le d\u00e9lai en jours d&rsquo;ouverture.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Formules_officielles_et_exemples_chiffres\"><\/span>Formules officielles et exemples chiffr\u00e9s<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce paragraphe expose l&rsquo;application des deux formules selon la dur\u00e9e du contrat. Selon le Code du travail, un contrat long n\u00e9cessite un tiers de carence tandis qu&rsquo;un contrat court exige la moiti\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Dur\u00e9e du CDD (jours calendaires)<\/th>\n<th>R\u00e8gle applicable<\/th>\n<th>Calcul<\/th>\n<th>Carence (jours d&rsquo;ouverture)<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>10<\/td>\n<td>Contrat &lt; 14 jours<\/td>\n<td>1\/2 \u00d7 10<\/td>\n<td>5<\/td>\n<\/tr>\n<tr>\n<td>30<\/td>\n<td>Contrat \u2265 14 jours<\/td>\n<td>1\/3 \u00d7 30<\/td>\n<td>10<\/td>\n<\/tr>\n<tr>\n<td>90<\/td>\n<td>Contrat \u2265 14 jours<\/td>\n<td>1\/3 \u00d7 90<\/td>\n<td>30<\/td>\n<\/tr>\n<tr>\n<td>180<\/td>\n<td>Contrat \u2265 14 jours<\/td>\n<td>1\/3 \u00d7 180<\/td>\n<td>60<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Un exemple concret \u00e9claire souvent mieux la r\u00e8gle pour un manager. Si l&rsquo;entreprise ferme les week-ends, ces jours ne comptent pas dans le <strong>temps d&rsquo;attente<\/strong> exig\u00e9 entre deux CDD.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Application_pratique_selon_letablissement\"><\/span>Application pratique selon l&rsquo;\u00e9tablissement<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La prise en compte se fait selon l&rsquo;\u00e9tablissement d&rsquo;affectation du salari\u00e9, et non selon l&rsquo;entreprise enti\u00e8re. Selon Service-public.fr, les jours d&rsquo;ouverture de l&rsquo;\u00e9tablissement o\u00f9 travaille le salari\u00e9 servent de r\u00e9f\u00e9rence officielle.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>Cas d&rsquo;exemples chiffr\u00e9s :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>CDD 30 jours, fermeture samedi dimanche, carence en jours ouvr\u00e9s<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>CDD 10 jours, \u00e9tablissement ouvert 6 jours, carence r\u00e9duite en pratique<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:otoimage prompt=\"Hyper-realistic office interior showing an employer calculating employment contract deadlines on a calendar and laptop, daylight, professional atmosphere, 1200x675\" --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Exceptions_accords_de_branche_et_motifs_autorises\"><\/span>Exceptions, accords de branche et motifs autoris\u00e9s<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Encha\u00eener les points implique d&rsquo;aborder les exceptions qui limitent l&rsquo;obligation de carence. Selon L\u00e9gifrance, les accords de branche \u00e9tendus peuvent pr\u00e9ciser le mode de calcul tout en respectant le principe d&rsquo;interdiction d&rsquo;usage permanent du CDD.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Cas_dexemption_prevus_par_la_loi\"><\/span>Cas d&rsquo;exemption pr\u00e9vus par la loi<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce passage d\u00e9taille les situations o\u00f9 le d\u00e9lai n&rsquo;est pas applicable et pourquoi. Les exemptions incluent le remplacement d&rsquo;un salari\u00e9 absent, les travaux urgents, ou les CDD saisonniers et d&rsquo;usage.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>Cas autoris\u00e9s CDD :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Remplacement temporaire d&rsquo;un salari\u00e9 absent<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Accroissement temporaire d&rsquo;activit\u00e9<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Travaux urgents li\u00e9s \u00e0 la s\u00e9curit\u00e9<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>CDD saisonnier ou d&rsquo;usage selon secteur<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Mise_en_oeuvre_par_accord_de_branche_etendu\"><\/span>Mise en \u0153uvre par accord de branche \u00e9tendu<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce paragraphe explique les marges de man\u0153uvre laiss\u00e9es aux conventions collectives. Selon des pratiques observ\u00e9es, certains accords d\u00e9taillent la m\u00e9thode de calcul et pr\u00e9cisent des dispenses adapt\u00e9es aux secteurs.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J&rsquo;ai retrouv\u00e9 un contrat r\u00e9tabli apr\u00e8s cinq jours ouvr\u00e9s, conform\u00e9ment aux r\u00e8gles de l&rsquo;\u00e9tablissement \u00bb<\/p>\n<p><cite>Anne P.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoimage prompt=\"Realistic scene of a small retail shop open on weekdays only with calendar and employee contract files on table, 1200x675\" --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Consequences_du_non-respect_et_recours_possibles\"><\/span>Cons\u00e9quences du non-respect et recours possibles<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce encha\u00eenement examine les risques si l&#8217;employeur ignore la p\u00e9riode de carence et les moyens d&rsquo;action du salari\u00e9. Selon le Code du travail, le non-respect peut entra\u00eener la requalification du CDD en CDI et des indemnit\u00e9s au profit du salari\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Sanctions_et_voies_de_contestation\"><\/span>Sanctions et voies de contestation<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce passage d\u00e9crit les cons\u00e9quences pratiques pour l&rsquo;entreprise et le salari\u00e9 l\u00e9s\u00e9. Le salari\u00e9 peut saisir le conseil de prud&rsquo;hommes pour demander la requalification ou l&rsquo;indemnisation si le d\u00e9lai n&rsquo;a pas \u00e9t\u00e9 respect\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>Voies de recours possibles :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Saisine du conseil de prud&rsquo;hommes pour requalification<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Demande d&rsquo;indemnit\u00e9s pour non-respect du d\u00e9lai<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>V\u00e9rification des conventions de branche applicables<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Bonnes_pratiques_pour_lemployeur\"><\/span>Bonnes pratiques pour l&#8217;employeur<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce paragraphe propose des mesures concr\u00e8tes pour limiter les risques juridiques et administratifs. Tenir un calendrier des p\u00e9riodes de carence, documenter les motifs l\u00e9gitimes et consulter la convention de branche constituent des gestes pr\u00e9ventifs utiles.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Nous avons revu nos plannings pour \u00e9viter toute succession non conforme de CDD \u00bb<\/p>\n<p><cite>Marc L.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoimage prompt=\"Hyper-realistic HR manager reviewing staffing schedules and contract files to ensure compliance with employment rules, 1200x675\" --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Le d\u00e9lai m&rsquo;a permis de retrouver un poste fixe apr\u00e8s plusieurs remplacements temporaires \u00bb<\/p>\n<p><cite>Sophie T.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Avis : v\u00e9rifier syst\u00e9matiquement la convention de branche avant de renouveler un CDD \u00bb<\/p>\n<p><cite>Paul N.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Source : L\u00e9gifrance, \u00ab Code du travail, articles L1244-3 et L1251-36 \u00bb, L\u00e9gifrance, 2026.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoyoutube query=\"d&eacute;lai de carence CDD explication l&eacute;gale France\" --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Une vid\u00e9o ci-dessus illustre le calcul pas \u00e0 pas et les cas d&rsquo;exemption fr\u00e9quents. Une seconde ressource audiovisuelle compl\u00e8te les exemples sectoriels pour mieux situer les r\u00e8gles en pratique.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoyoutube query=\"comment calculer d&eacute;lai de carence entre deux CDD tutoriel\" -->\n\n","protected":false},"excerpt":{"rendered":"<p>La p\u00e9riode de carence d\u00e9finit le d\u00e9lai requis entre deux contrats pour un m\u00eame poste. Cette r\u00e8gle vise \u00e0 limiter le recours aux contrats de &#8230; <a title=\"La p\u00e9riode de carence d\u00e9finit le d\u00e9lai entre deux contrats de travail.\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/periode-carence-contrats\/\" aria-label=\"En savoir plus sur La p\u00e9riode de carence d\u00e9finit le d\u00e9lai entre deux contrats de travail.\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":4136,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-4137","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 v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Comprendre la p\u00e9riode de carence entre deux contrats de travail<\/title>\n<meta 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