{"id":14210,"date":"2023-03-22T11:19:20","date_gmt":"2023-03-22T09:19:20","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=14210"},"modified":"2023-07-29T07:18:23","modified_gmt":"2023-07-29T05:18:23","slug":"nouvelle-reglementation-attention-a-succession-contrats-de-travail-a-duree-determinee-contrats-de-remplacement","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/nouvelle-reglementation-attention-a-succession-contrats-de-travail-a-duree-determinee-contrats-de-remplacement\/","title":{"rendered":"Nouvelle r\u00e9glementation: attention \u00e0 la succession des contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e et des contrats de remplacement."},"content":{"rendered":"<p>Le 16 mars 2023, la Chambre a approuv\u00e9 un projet de loi introduisant des r\u00e8gles concernant la succession de contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e et de contrats de remplacement. \u00a0Jusqu\u2019\u00e0 pr\u00e9sent, la Loi relative aux contrats de travail pr\u00e9voyait des r\u00e8gles pour la succession des contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e et pour la succession des contrats de remplacement, mais pas pour la combinaison de ces deux types de contrats.<!--more--><\/p>\n<p>En r\u00e8gle g\u00e9n\u00e9rale, une succession de tels contrats n\u2019est possible que dans certains cas sp\u00e9cifiques (ex. lorsque l\u2019employeur apporte la preuve que ces contrats sont justifi\u00e9s par la nature m\u00eame du travail ou pour d\u2019autres motifs l\u00e9gitimes, ou lorsque l\u2019interruption est imputable au travailleur, ou lorsqu\u2019ils sont conclus pour une p\u00e9riode d\u00e9termin\u00e9e (ex. deux ans)). Si tel n\u2019est pas le cas, les r\u00e8gles relatives aux contrats de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e sont applicables.<\/p>\n<p>L\u2019absence de r\u00e8glementation concernant les contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e\/de remplacement successifs a donn\u00e9 lieu \u00e0 des discussions et, finalement, \u00e0 un arr\u00eat de la Cour Constitutionnelle (arr\u00eat n\u00b0 93\/2021 du 17 juin 2021) estimant qu\u2019il \u00e9tait n\u00e9cessaire que le l\u00e9gislateur pr\u00e9voie une r\u00e8glementation \u00e0 cet \u00e9gard. La nouvelle loi limite d\u00e9sormais \u00e9galement la possibilit\u00e9 de conclure successivement un ou plusieurs contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e et un ou plusieurs contrats de remplacement \u00e0 une dur\u00e9e de deux ans (sauf en cas d\u2019interruption imputable au travailleur). Si la dur\u00e9e totale de 2 ans est d\u00e9pass\u00e9e, les r\u00e8gles relatives aux contrats de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e seront applicables.<\/p>\n<p>Dans le cas o\u00f9 un contrat de remplacement est conclu \u00e0 la suite de plusieurs contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e ou pour un travail nettement d\u00e9fini, le contrat de remplacement sera exclu, une seule fois, du calcul de la dur\u00e9e totale de 2 ans, si 2 conditions sont remplies:<\/p>\n<ul>\n<li>les contrats de travail successifs sont justifi\u00e9s par la nature m\u00eame du travail ou par d\u2019autres motifs l\u00e9gitimes (ex : un travailleur est engag\u00e9 avec un contrat de remplacement apr\u00e8s la fin de ses contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e en raison d\u2019une interruption de carri\u00e8re ou d\u2019un cr\u00e9dit-temps d\u2019un coll\u00e8gue) ; et,<\/li>\n<li>la dur\u00e9e totale de la succession du contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e ou pour un travail nettement d\u00e9fini et du contrat de remplacement ne d\u00e9passe pas 3 ans.<\/li>\n<\/ul>\n<p>La loi entre en vigueur le 10\u00e8me jour suivant sa publication au Moniteur belge. Elle s\u2019appliquera aux contrats de travail conclus \u00e0 partir de la date de son entr\u00e9e en vigueur.<\/p>\n<p>Toutefois, pour le calcul de la p\u00e9riode de 2 ans, les contrats conclus avant la date d\u2019entr\u00e9e en vigueur et qui pr\u00e9c\u00e8dent le contrat de travail conclu apr\u00e8s l\u2019entr\u00e9e en vigueur de cette loi seront \u00e9galement pris en compte (ex : un travailleur est successivement occup\u00e9 par un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e de 10 mois et un contrat de remplacement de 6 mois avant l\u2019entr\u00e9e en vigueur de la loi. Ces 16 mois seront pris en compte pour le calcul de la p\u00e9riode de 2 ans si le travailleur est \u00e0 nouveau engag\u00e9 pour une dur\u00e9e d\u00e9termin\u00e9e de 10 mois apr\u00e8s l\u2019entr\u00e9e en vigueur de la loi et \u00e0 la suite du contrat de remplacement).<\/p>\n<p>A v\u00e9rifier donc les successions de contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e ou de contrats de remplacement qui existent au sein de votre entreprise pour \u00e9viter le risque que les r\u00e8gles relatives aux contrats de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e ne s\u2019appliquent lors d\u2019une prochaine prolongation.<\/p>\n<p>&nbsp;<\/p>\n<p><em>Source: Lydian<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le 16 mars 2023, la Chambre a approuv\u00e9 un projet de loi introduisant des r\u00e8gles concernant la succession de contrats de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e et de contrats de remplacement. \u00a0Jusqu\u2019\u00e0 pr\u00e9sent, la Loi relative aux contrats de travail pr\u00e9voyait [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[1258,1790,272],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.0 - 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