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What is Intermittent CDI (CDII or CD2I)?

Verified 21 November 2019 - Directorate for Legal and Administrative Information (Prime Minister)

The intermittent employment contract (CDII or CD2I) allows the employee to alternate periods worked and periods not worked. It may be concluded, subject to conditions, in sectors with significant fluctuations in activity.

Types of jobs concerned

Intermittent employment contracts may be concluded in sectors with significant fluctuations in activity over the year.

It can only be concluded for a job that meets permanent needs, but involves an alternation of working and non-working periods. These activities include performances, school rhythms, seasonal cycles and tourism.

Contract by agreement

General case

The collective agreement or enterprise agreement must clearly identify the permanent jobs that may be filled by intermittent employment contracts.

Disabled worker

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

The employee concerned must be disabled and be entitled to obligation to employ..

The intermittent contract is necessarily an open-ended contract (permanent contract).

Intermittent employment contract must be written.

The terms of the contract vary according to the employee's sector of activity.

General case

The intermittent contract shall include the following:

  • Employee Qualification
  • Remuneration
  • Minimum annual working time of the employee
  • Working periods
  • Allocation of working hours within these periods
Performing activities

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 adaptations concerning the fixing of working periods and hours. It also lays down the conditions under which employees may refuse the dates and working hours proposed to them.

The annual working time shall be fixed in the contract.

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

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

The amount of the remuneration is calculated each month according to the hours worked.

However, smoothing monthly remuneration may be considered if the agreement or agreement so provides. The employee then receives a monthly salary of a regular amount, 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 vacation, vocational training, working conditions, etc.), except as specifically provided for in the Convention or the Agreement.

Unworked periods are taken into account in full when calculating seniority entitlements.