Intermittent employment contracts may be concluded in sectors where significant 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 relate in particular to the entertainment and tourism sectors.

More generally, the intermittent employment contract may be concluded in sectors where the nature of the activity does not allow the precise fixing of working periods and the distribution of working hours.

The collective agreement or the company agreement or establishment or a extended branch agreement must specify precisely the permanent posts which may be filled by intermittent employment contracts in the company.

The intermittent contract is obligatory an open-ended contract (DTA).

The intermittent employment contract must be written.

The details provided for in the contract vary according to the sector of activity in which the employee works:

The duration annual the employment contract shall specify.

However, this period 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 legal term working time for each week worked.

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

However, a smoothing monthly of remuneration may be considered if the collective agreement or the company agreement provides for it.

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 benefit from same rights recognized for full-time employees (paid leave, vocational training, working conditions, etc.), except where specifically provided for in collective agreement or the company agreement.

Non-working periods are taken into account in its entirety to calculate employee seniority entitlements.