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What is intermittent CDI (CDII or CD2I)?

Verified 17 June 2021 - Directorate for Legal and Administrative Information (Prime Minister)

The intermittent employment contract (CDII or CD2I) allows the employee to alternate between periods worked and periods not worked. This contract may be concluded, subject to conditions, in sectors where there are significant variations in activity.

Types of jobs concerned

Intermittent employment contracts can be concluded in sectors with large variations in activity over the year.

The contract may be concluded for a job which meets permanent needs, but which involves alternating periods of work and periods not worked. These activities are particularly linked to shows, school rhythms, seasonal cycles and tourism.

Contract provided for by agreement or agreement

General case

The collective agreement or company agreement must specify precisely the permanent jobs which may be filled by intermittent employment contracts.

Disabled employee

In the adapted companiesHowever, in the absence of a collective agreement or agreement on intermittent work, an intermittent contract of employment may still be concluded.

The employee concerned must be disabled and benefit from the obligation to employ.

The intermittent contract is necessarily a contract of indefinite duration (CDI).

The intermittent employment contract must be written.

The details provided for in the contract vary according to the sector of activity of the employee.

General case

The intermittent contract shall include the following:

  • Employee qualification
  • Remuneration
  • Minimum annual working time of the employee
  • Work Periods
  • Distribution of working hours within these periods
Activities related to the show

The intermittent contract shall include the following:

  • Employee qualification
  • Remuneration
  • Minimum annual working time of the employee

The collective agreement or the agreement must determine the necessary adjustments to the fixing of working hours and periods. It also lays down the conditions under which employees may refuse to accept the dates and hours of work proposed to them.

The annual working time shall be fixed in the contract.

However, it may be exceeded, up to one third of this period (or more, with the employee's agreement).

The employee may also benefit from the benefits of overtime when it exceeds the legal duration for each week worked.

The amount of remuneration is calculated each month on the basis of the hours worked.

However, a smoothing monthly remuneration may be envisaged if the agreement or an agreement so provides. The employee then receives a regular monthly salary, regardless of the actual time worked in the month.

An employee on an intermittent employment contract shall enjoy the rights accorded to full-time employees (paid leave, vocational training, working conditions, etc.), except where specifically provided for in the Convention or the Agreement.

Periods not worked are taken into account in their entirety when calculating seniority entitlements.