{"id":4341,"date":"2026-07-09T10:47:01","date_gmt":"2026-07-09T08:47:01","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/carence-cdd-contrat-travail\/"},"modified":"2026-07-09T10:47:01","modified_gmt":"2026-07-09T08:47:01","slug":"carence-cdd-contrat-travail","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/carence-cdd-contrat-travail\/","title":{"rendered":"La p\u00e9riode de carence entre deux CDD limite le contrat de travail."},"content":{"rendered":"<p class=\"wp-block-paragraph\">La <strong>p\u00e9riode de carence<\/strong> entre deux <strong>CDD<\/strong> encadre l\u2019usage des contrats pr\u00e9caires et prot\u00e8ge la stabilit\u00e9 de l\u2019emploi.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette r\u00e8gle impose un d\u00e9lai minimal avant tout nouveau <strong>contrat de travail<\/strong> sur le m\u00eame poste, avec des formules pr\u00e9cises de calcul pour chaque dur\u00e9e. Comprendre ces r\u00e8gles facilite le respect de la <strong>r\u00e9glementation travail<\/strong> et la gestion RH des renouvellements CDD.<\/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\/carence-cdd-contrat-travail\/#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\/carence-cdd-contrat-travail\/#Comment_calculer_la_periode_de_carence_entre_deux_CDD\" >Comment calculer la p\u00e9riode de carence entre deux CDD<\/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\/carence-cdd-contrat-travail\/#Quels_CDD_successifs_declenchent_lobligation_de_carence\" >Quels CDD successifs d\u00e9clenchent l\u2019obligation de carence<\/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\/carence-cdd-contrat-travail\/#Notion_juridique_du_meme_poste_et_criteres_dappreciation\" >Notion juridique du m\u00eame poste et crit\u00e8res d\u2019appr\u00e9ciation<\/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\/carence-cdd-contrat-travail\/#Situations_courantes_qui_declenchent_lobligation\" >Situations courantes qui d\u00e9clenchent l\u2019obligation<\/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\/carence-cdd-contrat-travail\/#Exceptions_legales_et_risques_en_cas_de_non-respect\" >Exceptions l\u00e9gales et risques en cas de non-respect<\/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\/carence-cdd-contrat-travail\/#Liste_des_exceptions_legales_et_cas_dusage\" >Liste des exceptions l\u00e9gales et cas d\u2019usage<\/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\/carence-cdd-contrat-travail\/#Sanctions_prevention_et_bonnes_pratiques_RH\" >Sanctions, pr\u00e9vention et bonnes pratiques RH<\/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>Carence calcul\u00e9e selon dur\u00e9e totale du CDD pr\u00e9c\u00e9dent<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Exceptions l\u00e9gales pour remplacement et emplois saisonniers<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Sanctions prud\u2019homales et risques financiers en cas de requalification<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>V\u00e9rifier convention collective avant tout renouvellement CDD<\/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=\"Comment_calculer_la_periode_de_carence_entre_deux_CDD\"><\/span>Comment calculer la p\u00e9riode 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 avoir synth\u00e9tis\u00e9 les points essentiels, le calcul s\u2019impose pour appliquer la r\u00e8gle correctement et \u00e9viter un contentieux. Le <strong>d\u00e9lai de carence<\/strong> se d\u00e9termine \u00e0 partir de la dur\u00e9e totale du <strong>CDD<\/strong> pr\u00e9c\u00e9dent, renouvellements inclus.<\/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<\/th>\n<th>Formule de carence<\/th>\n<th>Exemple pratique<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Moins de 14 jours<\/td>\n<td>1\/2 de la dur\u00e9e<\/td>\n<td>CDD 10 jours \u2192 carence 5 jours<\/td>\n<\/tr>\n<tr>\n<td>14 jours ou plus<\/td>\n<td>1\/3 de la dur\u00e9e<\/td>\n<td>CDD 30 jours \u2192 carence 10 jours<\/td>\n<\/tr>\n<tr>\n<td>CDD de 14 jours<\/td>\n<td>1\/3 de la dur\u00e9e<\/td>\n<td>CDD 14 jours \u2192 carence \u2248 5 jours<\/td>\n<\/tr>\n<tr>\n<td>Longs CDD (3 mois)<\/td>\n<td>1\/3 de la dur\u00e9e<\/td>\n<td>CDD 90 jours \u2192 carence 30 jours<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le d\u00e9compte s\u2019effectue en jours calendaires, week-ends et jours f\u00e9ri\u00e9s inclus, ce qui modifie la dur\u00e9e r\u00e9elle d\u2019interruption entre contrats. Selon L\u00e9gifrance, ces r\u00e8gles visent \u00e0 emp\u00eacher le pourvoi durable d\u2019un poste par des CDD successifs.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>En pratique, le DRH doit croiser dur\u00e9e, motif de recours et convention collective pour valider le calcul et param\u00e9trer le SIRH convenablement. Ce contr\u00f4le pr\u00e9alable limite les risques de requalification et d\u2019amendes administratives.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Points pratiques RH :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Consigner dates et motifs de chaque CDD<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Automatiser calculs dans le SIRH<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>V\u00e9rifier conventions de branche applicables<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Documenter chaque renouvellement et raison juridique<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J\u2019ai perdu un recours faute de calcul pr\u00e9cis, la documentation m\u2019a sauv\u00e9 \u00bb<\/p>\n<p><cite>Alice D.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette exp\u00e9rience illustre l\u2019importance de la preuve documentaire et d\u2019un suivi rigoureux des <strong>dur\u00e9e entre contrats<\/strong>. Selon Code du travail num\u00e9rique, un registre horodat\u00e9 demeure la meilleure preuve en cas de litige.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"Hyper-realistic image of an HR manager reviewing employment contracts at a desk, paperwork and a laptop visible, natural office lighting, 1200x675\" --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Quels_CDD_successifs_declenchent_lobligation_de_carence\"><\/span>Quels CDD successifs d\u00e9clenchent l\u2019obligation de carence<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Encha\u00eener des contrats sur le m\u00eame poste active l\u2019obligation lorsque le motif n\u2019est pas une exception l\u00e9gale et que les t\u00e2ches restent identiques. La notion de <strong>m\u00eame poste<\/strong> se juge sur l\u2019ensemble des t\u00e2ches, responsabilit\u00e9s et localisation.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Notion_juridique_du_meme_poste_et_criteres_dappreciation\"><\/span>Notion juridique du m\u00eame poste et crit\u00e8res d\u2019appr\u00e9ciation<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce H3 explique comment les juges appr\u00e9hendent la notion de poste et pourquoi un simple changement d\u2019intitul\u00e9 est insuffisant. Selon L\u00e9gifrance, l\u2019analyse porte sur les fonctions exerc\u00e9es et la permanence des missions.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>En pratique, un reclassement r\u00e9el suppose des t\u00e2ches distinctes et une mobilit\u00e9 g\u00e9ographique ou fonctionnelle effective, condition indispensable pour \u00e9viter la carence. La preuve documentaire doit \u00eatre pr\u00e9cise et coh\u00e9rente.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Situations_courantes_qui_declenchent_lobligation\"><\/span>Situations courantes qui d\u00e9clenchent l\u2019obligation<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Situation<\/th>\n<th>Exemple concret<\/th>\n<th>Carence applicable<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Accroissement d\u2019activit\u00e9 r\u00e9p\u00e9t\u00e9<\/td>\n<td>Deux CDD successifs sur m\u00eame poste saisonnier<\/td>\n<td>Carence calcul\u00e9e selon dur\u00e9e<\/td>\n<\/tr>\n<tr>\n<td>Renouvellement distinct<\/td>\n<td>CDD renouvel\u00e9 puis nouveau CDD ind\u00e9pendant<\/td>\n<td>Carence impos\u00e9e<\/td>\n<\/tr>\n<tr>\n<td>Diff\u00e9rents salari\u00e9s m\u00eames t\u00e2ches<\/td>\n<td>Succession de salari\u00e9s temporaires identiques<\/td>\n<td>Carence applicable<\/td>\n<\/tr>\n<tr>\n<td>Remplacement temporaire<\/td>\n<td>Remplacement d\u2019un salari\u00e9 absent avec nom indiqu\u00e9<\/td>\n<td>Exception possible<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- \/wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cas fr\u00e9quents :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Accroissement temporaire d\u2019activit\u00e9 r\u00e9p\u00e9t\u00e9<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>CDD renouvel\u00e9 puis nouveau contrat distinct<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Remplacement sans pr\u00e9cision du remplac\u00e9<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Chez nous, pr\u00e9ciser le nom du salari\u00e9 remplac\u00e9 a \u00e9vit\u00e9 une remise en cause juridique \u00bb<\/p>\n<p><cite>Marc P.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoimage prompt=\"Photorealistic scene of two HR team members discussing schedules and contracts, office setting, paperwork charts on table, 1200x675\" --><!-- wp:otoyoutube query=\"droit du travail CDD d&eacute;lai de carence explication\" --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Exceptions_legales_et_risques_en_cas_de_non-respect\"><\/span>Exceptions l\u00e9gales et risques en cas de non-respect<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Apr\u00e8s l\u2019analyse des situations, il faut examiner les exceptions pr\u00e9vues par la loi et les cons\u00e9quences financi\u00e8res d\u2019un manquement. Les articles codifi\u00e9s listent les cas sans carence, notamment le remplacement d\u2019un salari\u00e9 absent et les travaux saisonniers.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Liste_des_exceptions_legales_et_cas_dusage\"><\/span>Liste des exceptions l\u00e9gales et cas d\u2019usage<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les exceptions comprennent le remplacement d\u2019un salari\u00e9 absent, les emplois saisonniers, et le CDD d\u2019usage dans certains secteurs. Selon L\u00e9gifrance, la liste l\u00e9gale figure \u00e0 l\u2019article L.1244-4 du Code du travail.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Identifier correctement l\u2019exception suppose une analyse \u00e9crite du motif et du secteur, faute de quoi la qualification erron\u00e9e expose \u00e0 la requalification en CDI. Une consultation juridique est souvent recommand\u00e9e.<\/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_prevention_et_bonnes_pratiques_RH\"><\/span>Sanctions, pr\u00e9vention et bonnes pratiques RH<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le non-respect peut conduire \u00e0 la requalification en CDI, avec indemnit\u00e9s et \u00e9ventuellement dommages et int\u00e9r\u00eats pour licenciement sans cause r\u00e9elle. Selon le Code du travail, l\u2019indemnit\u00e9 minimale de requalification existe et peut \u00eatre major\u00e9e selon l\u2019anciennet\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Mesures pr\u00e9ventives :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Tenir registre horodat\u00e9 des CDD par poste<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Former managers aux motifs de recours<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Consulter la convention collective avant chaque renouvellement<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Solliciter un avocat en droit social pour audit<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab L\u2019audit externe a permis d\u2019\u00e9viter deux requalifications potentielles dans notre PME \u00bb<\/p>\n<p><cite>Julie B.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoyoutube query=\"comment calculer d&eacute;lai de carence CDD explication pratique\" --><!-- wp:otoimage prompt=\"Realistic image of a lawyer advising an HR manager about employment contracts, documents on table, 1200x675\" --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Un dernier conseil pratique : anticiper la cr\u00e9ation d\u2019un CDI lorsque un poste est pourvu par des CDD r\u00e9p\u00e9t\u00e9s sur douze mois ou plus, car le juge peut en d\u00e9duire un lien durable. Cette pr\u00e9caution r\u00e9duit l\u2019exposition au risque et s\u00e9curise l\u2019emploi.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Nous avons transform\u00e9 un poste en CDI apr\u00e8s trois saisons de CDD r\u00e9p\u00e9t\u00e9s, meilleure stabilit\u00e9 ensuite \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 Article L1244-3 &#8211; Code du travail \u00bb, L\u00e9gifrance, 2024 ; Code du travail num\u00e9rique, \u00ab D\u00e9lai de carence entre deux CDD \u00bb, Code du travail num\u00e9rique, 2023 ; Minist\u00e8re du Travail, \u00ab Fiches pratiques CDD \u00bb, Minist\u00e8re du Travail, 2022.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph -->\n\n","protected":false},"excerpt":{"rendered":"<p>La p\u00e9riode de carence entre deux CDD encadre l\u2019usage des contrats pr\u00e9caires et prot\u00e8ge la stabilit\u00e9 de l\u2019emploi. Cette r\u00e8gle impose un d\u00e9lai minimal avant &#8230; <a title=\"La p\u00e9riode de carence entre deux CDD limite le contrat de travail.\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/carence-cdd-contrat-travail\/\" aria-label=\"En savoir plus sur La p\u00e9riode de carence entre deux CDD limite le contrat de travail.\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":4340,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-4341","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>Carence entre deux CDD : Impact sur le contrat de travail<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez comment la 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