L'OIT est une institution spécialisée des Nations-Unies
ILO-fr-strap
Go to the home page
Site map | Contact us English | español
> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Pays-Bas

Pays-Bas - Types de contrats de travail


+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Art. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and Art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: Art. 7:668a(1)(b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Durée cumulée maximum de CDD successifs: 24 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: Art. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % de travailleurs sous CDD: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Durée cumulée maximum de CDD successifs: 24 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % de travailleurs sous CDD: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Durée cumulée maximum de CDD successifs: 24 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % de travailleurs sous CDD: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 6 consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Durée cumulée maximum de CDD successifs: 24 mois
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC. (3 months, if agreed by collective agreement, for working activities which cannot be performed by the same employee for more than 9 consecutive months).

      For persons, who have reached the legal retirement age, up to 48 months of consecutive FTCs are permissible.

      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % de travailleurs sous CDD: 20.6 %
    Remarks:
    • Source: Eurostat, as of second trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

NOTE: This information has changed since the previous period covered.
Remarks:
  • Sec. 7:652 (3), (4) and (5) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years but more than 6 months. If the contract is concluded for less than 6 months no probationary period is possible.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) b) CC.
      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • Durée cumulée maximum de CDD successifs: 24 mois
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 6 months: sec. 7:668a 1) CC.
      This limitation does not apply to employment contracts concluded with teachers of vocational guidance courses, or concluded with persons under the age of 18, who do not work more than 12 hours per week.
  • % de travailleurs sous CDD: 2 %
    Remarks:
    • Source: Eurostat, as of second trimester 2015.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 CC
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC. However these requirements could be waived by collective agreement sec. 7:668a 1) b).
  • Durée cumulée maximum de CDD successifs: 36 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1)a) CC.
  • % de travailleurs sous CDD: 19.3 %
    Remarks:
    • Source: Eurostat, as of second trimester 2014.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 CC
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC. However these requirements could be waived by collective agreement sec. 7:668a 1) b).
  • Durée cumulée maximum de CDD successifs: 36 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1)a) CC.
  • % de travailleurs sous CDD: 20.2 %
    Remarks:
    • Source: Eurostat, as of second trimester 2013.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 (3) and (4) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and art. 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) b) CC. However these requirements could be waived by collective agreement (sec. 7:66a 5).
  • Durée cumulée maximum de CDD successifs: 36 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) a) CC.
  • % de travailleurs sous CDD: 19.3 %
    Remarks:
    • Source: Eurostat, as of second trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, as part of anti crisis measures, a new Act, which came into force in July 2010, temporarily extended the possibility to conclude fixed-term contracts with young workers up to 27 years The Act allowed for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group and for maximum duration of four years rather than three. The Act expired in January 2012. As a result, those specific rules for young workers are no longer applicable.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:642 (3) and (4) CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668 and Art. 7:668a CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC.

      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the number of successive FTCs from 3 to 4 in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis.
  • Durée cumulée maximum de CDD successifs: 36 mois
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) CC.

      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the maximum cumulative duration from 36 to 48 months in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis.
  • % de travailleurs sous CDD: 18.4 %
    Remarks:
    • Source: Eurostat, as of fourth trimester 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

Notes / Remarques
In the Netherlands, a new Act came into force on 9 July 2010 with regard to the extension of the possibility to conclude fixed-term contracts with young workers up to 27 years. The Act allows for concluding a total of four, rather than three successive fixed-term employment contracts with regard to this group. Consecutive employment contracts may be effective for four years, rather than three, before being automatically transformed into a contract for an indefinite period. The Act will expire automatically after two years.

+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and 7:667 CC
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) b) CC.
      However these requirements could be waived by collective agreement (sec. 7:66a 5).
      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the number of successive FTCs from 3 to 4 in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis
  • Durée cumulée maximum de CDD successifs: 36 mois
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) a) CC.

      New: from 9 July 2010 until 1 January 2012:
      A new Act temporarily amended sec. 7:668a CC to extend the maximum cumulative duration from 36 to 48 months in respect of young people below 27 years of age. This temporary measure aimed at reducing youth employment during the crisis.
  • % de travailleurs sous CDD: 18.5 %
    Remarks:
    • Source: Eurostat, as of first trimester 2010.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Durée maximale de la période d'essai: 2 mois

Remarks:
  • Sec. 7:652 CC.
    Probationary period shall be, as a maximum, 2 months when the contract is of indefinite duration or concluded for more than 2 years, and 1 month if the employment contract is concluded for less than 2 years.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Art. 7:668, Art. 7:668a and 7:667 CC.
  • Motifs autorisés de recours au CDD : aucune limitation
  • Nombre maximum de CDD successifs: 3
    Remarks:
    • Maximum 3 successive contracts concluded at intervals of less than 3 months: sec. 7:668a 2) CC. However these requirements could be waived by collective agreement (sec. 7:66a 5). 7:668a 1) b).
  • Durée cumulée maximum de CDD successifs: 36 mois
    Remarks:
    • Applicable to successive contracts concluded at intervals of less than 3 months: sec. 7:668a 1) a) CC.
  • % de travailleurs sous CDD: 18.2 %
    Remarks:
    • Source: Eurostat, 2009 (annual average).
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."